Diversity

Parker, Hudson, Rainer & Dobbs LLP aims to reflect the diversity of our community, not for diversity’s sake, but because it will expand our understanding of people and cultures, enhancing our ability to deliver excellent service to our clients. To that end, the Firm has adopted the following Diversity Statement:

Diversity Statement

Parker, Hudson, Rainer & Dobbs LLP commits to having a diverse workforce of highly talented professionals with a demonstrated record of excellent achievement. We believe that a diverse workforce enhances our ability to understand and solve the legal issues faced by our clients, ensures that we provide the highest quality of legal services to our clients, and enriches the working environment. Therefore, the firm resolves to recruit, develop, and retain a diverse workforce of attorneys and staff and to foster an atmosphere that values and respects our differences.

General Diversity Plan

To achieve the general goals expressed in the Firm's Diversity Statement, the Diversity Committee, with the approval of the Partnership, has developed the following General Diversity Plan, which includes specific goals, implementation strategies, and measures to assess the Firm's performance in order to ensure accountability and progress. The Firm's General Diversity Plan generally describes the Firm's long term diversity goals and action items. Each year, the Firm will establish an annual diversity action plan, which will contain more specific, focused goals and actions to be accomplished in that year.

1. Demonstrate Firm's Commitment to Diversity/Establish Diversity as Core Value
   
   For the Firm's Diversity Plan to be successful, the Firm must demonstrate a strong and sustained commitment to the Firm's diversity efforts and establish diversity as a core value of the Firm. Obviously, it is critical that the Firm's management lead this effort. To accomplish this goal, the following strategies have or should be implemented:
   1. Managing Partner Shall be a Member of the Diversity Committee - the Firm's Managing Partner, who serves on the Firm's Executive Committee and Partner Compensation Committee, shall be a member of the Diversity Committee.
   2. Diversity Training - the Firm's Managing Partner, Diversity Committee members, and Practice Group Leaders shall receive appropriate diversity training. After completing this training, the Diversity Committee may recommend additional training for other partners and employees of the Firm, which training will be tailored to the diversity goals of the Firm.
   3. Communicate Firm's Commitment to Diversity - the Firm shall communicate its commitment to diversity by:
      1. Publicizing Diversity Statement - announce Diversity Statement to entire firm, post on Firm website, and include in recruitment materials and in reports to clients.
      2. Distribute Diversity Plan - distribute the Diversity Plan to all partners and employees of the Firm.
   4. Partnership Retreat Agenda Item - Diversity goals, efforts, and results shall be included as an agenda item at the annual partners' retreat.
   5. Professional Organizations - the Firm's Managing Partner and/or Diversity Committee Chair shall be an active member of at least one professional organization whose focus is on improving diversity in the legal profession.
   6. Alliance with Minority-Owned Firms - The Firm will explore the possibility of a strategic alliance with a minority-owned law firm whereby the Firm collaborates with the minority-owned firm on certain matters and the minority-owned firm reciprocates.
   7. Develop/Expand Relationships with Minority and Women's Bar Associations and Diversity Programs
   8. Increase Minority and Female Attorneys in Firm Leadership Positions
   9. Strategic Plan - ensure that the Firm's strategic plan is consistent with and promotes the Firm's diversity efforts.
2. Recruitment - Increase the number of minority attorneys
   1. Law School Recruiting - the Recruiting Committee, with support from the Diversity Committee, will be charged with coordinating the Firm's performance of the following action items:
      1. Conduct on campus recruiting at law schools with higher percentage of minority students and predominantly minority law schools (ex. Howard)
      2. Participate in minority law student job fairs
      3. Develop relationships with minority student organizations through sponsorships, receptions, and the like
      4. Reach out to placement directors, deans, and/or minority professors re: diversity initiatives and request assistance/referrals
   2. Lateral Recruiting
      1. Reiterate to attorney placement firms the Firm's desire to recruit and hire diverse attorneys.
      2. Promote minority referrals from existing minority attorneys
   3. Lateral Minority Partners
      1. Recruit one or more minority partners
3. Retention - Improve retention and development of minority and female attorneys.
   1. Evaluations - As part of the annual associate evaluations, any associate concerns relating to diversity may be discussed.
   2. Institute Women Attorney Affinity Group - Women attorneys can meet periodically to discuss various issues that affect their career development (e.g. work-life balance, business development/networking).
   3. Work Assignments - The Firm will ensure equal access for a diverse attorney to quality work assignments, client contact, and business development opportunities, taking into consideration the attorney's experience, expertise, and availability.
4. Progress Measurement
   1. Develop Metrics to Measure Progress
   2. Communicate Results of Diversity Efforts - Each year, the Diversity Committee shall prepare and circulate reports to the partners and the Firm on the results of the Firm's diversity efforts.
5. Develop Annual Diversity Budget