Background - Diversity 2017

Programs & Partnerships

Programs

Diversity Speaker Series

The success of our in-house speaker series is a testament to our culture of collaboration and inclusion. The series, launched in 2005, is open to all attorneys and staff and brings distinguished speakers to the firm to discuss and explore diverse points of view.

Speakers have included Georgetown professor and New York Times best-selling author Michael Eric Dyson; 2018 Pulitzer Prize Winner and Yale Law Professor James Forman; Lenora Chu, journalist and author; Judge Victoria Kolakowski, the first openly transgender trial judge in the U.S.; author and professor at the University of Southern California, David Treuer; writer, speaker, and activist Darnell Moore; author, voting rights expert and former Deputy Chief in the U.S. Dept. of Justice, Civil Rights Division Gilda Daniels; renowned poet, educator, and performer José Olivarez; and long-time civil rights lawyer and activist Sirine Shebaya.

Jose Olivarez
Gilda Daniels

José Olivarez with Crowell & Moring’s Lauren Jenkins and Don Smith

Gilda Daniels with Crowell & Moring’s Makeda Eyasu, Lauren Jenkins, and Chanel Grider

Darnell Moore Judge Kolakowski

Darnell Moore with C&M partner Juan Arteaga
and counsel Preetha Chakrabarti

Alameda County Superior Court Judge Victoria Kolakowski
with C&M partner David McFarlane

Sponsorship Program

Crowell & Moring recognizes the critical role that sponsors play in advancing high-potential talent. The objective of this initiative is two-fold: (1) to further embed sponsorship as a cultural value within Crowell & Moring; and (2) to invest in and work to propel the careers of the firm’s best talent, with a focus on women and diverse lawyers. Through these efforts, we can increase the representation of women and diverse lawyers at senior levels by:

  • Building and maintaining a strong pipeline of talent.
  • Promoting access to critical relationships across the business.
  • Broadening visibility.
  • Accelerating key development opportunities.
  • Encouraging application of intangible leadership traits and skills.

We became a leader in the legal industry with the launch of our innovative sponsorship pilot program in 2012, which was the first of its kind. Building on this foundation, we remain invested in this effort, offering a yearly sponsorship cohort with a focus on inclusivity of women and diverse lawyers. Through this program and the dedication of firm leadership, we continue to provide learning and skill-building opportunities, through which successful and durable sponsorship relationships can thrive.

Diverse Attorney Coffee Hours

In 2019, Crowell & Moring launched our Diverse Attorney Coffee Hour series, which features an interview-style conversation with a member of firm leadership, presented to the firm’s diverse attorneys across all of our U.S. offices. These coffee hours provide an opportunity for the firm’s diverse lawyers to gather in their respective offices and engage in conversations designed to facilitate continued growth and development. Each U.S. office will host the speaker portion of the series on a rotating basis, featuring partners who share their background, insight, and experience at the firm. The coffee hours are held quarterly.

Smith and Heaven

Partner Wm. Randolph (Randy) Smith and Counsel Astor Heaven

Partnerships

Center for Talent Innovation

Since 2014, Crowell & Moring has been a member of Task Force for Talent Innovation (Task Force), which is the flagship project of the Center for Talent Innovation, a think tank focused on global talent strategies and the retention and acceleration of talent across the divides of demographic difference including gender, generation, geography, sexual orientation, and culture. The mission of the Task Force is to respond to the challenges posed by the research and create action and impact.

In 2017 Crowell partnered with CTI on a study, Easing Racial Tension at Work, to measure the cost of remaining silent on race relations at work. In addition to analysis of this impact, the report also offers tactical ways to break it and quantifies the benefits of doing so. An infographic of the report's findings can be found here.

Easing Racial Tensions Infographic

Leadership Council on Legal Diversity

Crowell & Moring is a long-standing member of the Leadership Council on Legal Diversity, an organization of corporate chief legal officers and law firm managing partners who have dedicated themselves to creating a truly diverse U.S. legal profession. In 2019, the firm’s Management Board Executive Committee Chair, Ellen Dwyer, was named chair of LCLD’s Board of Directors, with responsibility for leading one of the United States’ pioneering organizations promoting diversity and inclusion in the legal profession.

Since 2010, the firm has sponsored firm partners, associates, and/or summer associates in a variety of pipeline programs that provided leadership training and development for high-potential diverse talent. Participants in the Fellows, Pathfinder, and 1L Scholars Programs are provided with career development, leadership training, and networking opportunities with an opportunity to interact with executives of member corporations, meet with potential clients, and strengthen relationships with existing clients. A number of firm attorneys also serve as Mentors through LCLD’s Success in Law School Mentoring program, designed to ensure that 1L students from diverse backgrounds receive the guidance they need to maximize their potential during law school and as they move forward in their careers.

Diversity Lab

Crowell & Moring is proud to have achieved Diversity Lab’s Mansfield Rule 2.0 certification status in 2019. The Mansfield Rule is an initiative designed to boost diversity in law firms, utilizing data to encourage and measure meaningful progress related to lateral hiring, promotions, leadership position appointments, and client engagement. To achieve Mansfield 2.0 certification, the firm was required to demonstrate that, during the reporting period of July 2018 to July 2019, we affirmatively considered women, lawyers of color, and LGBTQ+ lawyers as at least 30 percent of our candidate pool for senior lateral hiring decisions, the selection of significant leadership and governance roles, and for promotions to equity partner. Measuring consideration for participation in client pitches and developing transparent position descriptions for at least 50 percent of the firm’s leadership roles were also mandatory components of the certification process.

Mansfield Rule Certified 2019


Members of our Mansfield Rule 2.0 taskforce included John S. Gibson, partner and co-chair of the Diversity Council Steering Committee; Marguerite Eastwood, chief human resources officer; and Lauren Jenkins, assistant manager, diversity and inclusion.

AdvanceLaw

In February 2019, AdvanceLaw, a company that connects corporate general counsel from Fortune 500 companies with panels of exemplary law firms and lawyers, announced its launch of a diversity mentorship program aimed at building relationships between diverse, high-achieving law firm associates and chief legal officers and other senior in-house counsel. As one of 11 firms on AdvanceLaw’s U.S. panel, Crowell & Moring is participating in this groundbreaking program.

In selecting participants, AdvanceLaw matched 10 service-oriented diverse associates in the mid-level and senior ranks with senior in-house mentors for career coaching, professional support, and business development guidance. The program’s goal is to effect change within the legal profession by removing the most common impediment to diverse lawyer advancement within firms – lack of access to client decision-makers.

Diversity & Flexibility Alliance

Crowell & Moring is a member of the Diversity & Flexibility Alliance, a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

In 2019, Crowell & Moring was one of 51 law firms that the DFA deemed “Tipping the Scales” by having 50 percent or more women in their 2019 U.S.-based new partner class. Firms honored were identified through DFA’s New Partner Report, a yearly compilation and examination of partnership promotion data from more than 100 of the nation’s top law firms. This report revealed that 41.3 percent of new partners in 138 major U.S. law firms were women. Crowell & Moring’s 2019 class exceeded that percentage, with women making up five out of six—approximately 83 percent—of the U.S. lawyers promoted to the partnership.

Legal Diversity & Inclusion Alliance

In 2019, Crowell & Moring’s Brussels office became a co-founding member of the Legal Diversity & Inclusion Alliance, a first-of-its-kind initiative in the Brussels legal market. The LDIA’s mission is to build a diverse and inclusive workplace in which everyone benefits from equal treatment and opportunities, irrespective of race, ethnic or social origin, gender, sexual orientation, age, disability, language, religion, political preference, or any other ground of personal discrimination. Through this initiative, the firm co-sponsors and participates in events and discussions focused on issues across the wide spectrum of diversity.