Ford & Harrison is committed to maintaining a diverse ...JACKSONVILLE • LOS ANGELES • MEMPHIS...

ATLANTA • ASHEVILLE • BIRMINGHAM • CHICAGO • DALLAS • DENVER JACKSONVILLE • LOS ANGELES • MEMPHIS • MELBOURNE • MIAMI • MINNEAPOLIS

NEW YORK • ORLANDO • PHOENIX • SPARTANBURG • TAMPA • WASHINGTON, DC

www.fordharrison.com

Ford & Harrison is committed to maintaining

a diverse workforce and culture

Our commitment to our clients is to provide the“right response at the right time” by continuing to

develop a firm of professionals that embraces diversity and appreciates the contributions of all individuals.

For more information, contact Dawn Siler-Nixon, Chair of our Diversity Committee, at 813-261-7834 or [email protected].

Vault/MCCA Guide to Law Firm Diversity Programs • 2009 Edition

Ford & Harrison LLP

Ford & Harrison LLP

1275 Peachtree Street, NE, Suite 600Atlanta, GA 30309Phone: (404) 888-3800Fax: (404) 888-3863www.fordharrison.com

LocationsAtlanta, GA; Asheville, NC; Birmingham, AL; Chicago, IL; Dallas, TX; Denver, CO; Jacksonville, FL; Los Angeles, CA; Melbourne, FL;Memphis, TN; Miami, FL; Minneapolis, MN; New York, NY; Orlando, FL; Phoenix, AZ; Spartanburg, SC; Tampa, FL; Washington, DC

Diversity LeadershipHead(s) of Firm: C. Lash Harrison, Managing PartnerDiversity team leader(s): Dawn Siler-Nixon, Partner and Chair of Diversity Committee

Number of Attorneys as of 12/31/07Firmwide: 182U.S. offices only: 182


Ford & Harrison LLP

Law Firm Demographic Profile

Does your firm have more than one tier of partnership?Yes

ASSOCIATES (2007) SUMMER ASSOCIATES (2007)

Men Women Men WomenWhite/Caucasian 109 55 White/Caucasian 6 4

African-American/Black 2 6 African-American/Black n/a 1Hispanic/Latino 2 4 Hispanic/Latino n/a n/a

Alaska Native/American Indian n/a n/a Alaska Native/American Indian n/a n/aAsian 1 3 Asian n/a 1

Native Hawaiian/Pacific Islander n/a n/a Native Hawaiian/Pacific Islander n/a n/aMultiracial n/a n/a Multiracial n/a n/a

Openly GLBT n/a n/a Openly GLBT n/a n/aAttorneys with disabilities n/a n/a Attorneys with disabilities n/a n/a

Total 114 68 Total 6 6

EQUITY PARTNERS (2007) NON-EQUITY PARTNERS (2007)

Men Women Men WomenWhite/Caucasian 45 7 White/Caucasian n/a n/a

African-American/Black 1 n/a African-American/Black n/a n/aHispanic/Latino 1 1 Hispanic/Latino n/a n/a

Alaska Native/American Indian n/a n/a Alaska Native/American Indian n/a n/aAsian n/a n/a Asian n/a n/a



Total 47 8 Total n/a n/aNOTE: *Limited-Equity Partner totals not noted.

OF COUNSEL (2007) NEW HIRES (2007)

Men Women Men WomenWhite/Caucasian 2 n/a White/Caucasian 20 18

African-American/Black n/a n/a African-American/Black 1 1Hispanic/Latino n/a n/a Hispanic/Latino n/a 1

Alaska Native/American Indian n/a n/a Alaska Native/American Indian n/a n/aAsian 1 n/a Asian n/a n/a





Ford & Harrison LLP

Strategic Plan and Diversity Leadership

How does the firm's leadership communicate the importance of diversity to everyone at the firm?Ford & Harrison's Diversity Plan and ongoing diversity goals have been published to all attorneys and staff firmwide, and are given a prominent position onthe agenda of every major firm meeting, including the annual management group retreat, partners meeting and all-attorney mid-year meeting. In addition, theDiversity Committee and sub-committees communicate their priorities and accomplishments to the firm via e-mail, newsletter and on our web site on a regularbasis.

Who has primary responsibility for leading diversity initiatives at your firm?Dawn Siler-Nixon, Partner, Chair of the Diversity Committee

Does your law firm currently have a diversity committee?Yes

If yes, does the committee's representation include one or more members of the firm's management/executive committee (or equivalent)?Yes

If yes, how many attorneys are on the committee, and in 2007, what was the total number of hours collectively spent by the committee inthe furtherance of the firm's diversity initiatives?Total attorneys on committee: 10Total hours spent on diversity: 350Comments: Ford & Harrison has a Diversity Committee comprised of 10 lawyers and three administration professionals. The members of the committeeinclude: Dawn Siler-Nixon, Chair (partner, Tampa office), Louis Britt (partner, Memphis Office), Renee Canody (associate, Atlanta office), Lynne Donaghy(Director of Marketing and Client Service), Pedro Forment (partner, Miami office), Patricia Griffith (partner, Atlanta office), Meg Holman (Director ofProfessional Development), Dinita James (partner, Phoenix office), Ron Kimzey (partner, Atlanta office), Andy Tanick (partner, Minneapolis office), AliceTrahant (Director of Attorney Recruiting), Kay Wolf (partner, Orlando office), Karin Anderson (associate, Chicago).

Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities?Yes

Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm?Yes

If yes, is it formal or informal?

Formal

How often does the firm's management review the firm's diversity progress/results?The firm's progress with regard to diversity is formally reviewed by firm management at least twice a year at the executive committee retreat and the officemanaging partner's meeting. In addition, the chair of the Diversity Committee regularly provides informal reports directly to the Firm's Managing Partner andexecutive committee regarding diversity efforts and initiatives.

How is the firm's diversity committee and/or firm management held accountable for achieving results?[No response]

Is your firm minority-owned or women-owned?[No response]


Ford & Harrison LLP

Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

X I Undertake communication from firm management that diversity is a top priority of the firm

X I I I Formalize diversity plan and committee with action steps and accountability to management

I X I I Conduct firmwide diversity training for all attorneys and staff

X I X I I Focus on strengthening firm's mentoring program

X I X I I Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/orretain diversity consultant to examine how firm culture might be more welcoming of minorities

I I X I Support law firm's internal affinity networks

I I I Hire a director of diversity or other full-time professional to implement the firm's diversity program

I X Coordinate or work with clients on diversity issues

X I X Develop/expand relationships with minority bar associations and other legal diversityorganizations to offer firm's support of these networks


Ford & Harrison LLP


INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


I X Increase the number of minority attorneys at the associate level

I X Increase the number of minority attorneys at the partnership level

I X Increase the number of minority attorneys in leadership positions

X I X Focus on strengthening firm's mentoring program for minority attorneys

I X Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneyshave equal access/inclusion on top client matters

X I X Other (please specify): Develop a forum for recognizing, valuing and effectively managing andleveraging differences.


Ford & Harrison LLP


INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X I Institute a formal part-time policy that addresses partnership prospects

I X Increase the number of women at the associate level

I X Increase the number of women at the partnership level

I X Increase the number of women in leadership positions

X I X Focus on strengthening firm's mentoring program for women

I X Manage/monitor allocation of work assignments and/or hours billed to ensure women haveequal access/inclusion to top client matters

X I X


Ford & Harrison LLP


INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


I Offer same-sex domestic partners the same benefits available to married individuals

I Increase the number of GLBT attorneys at the associate level

I Increase the number of GLBT attorneys at the partnership level

I Increase the number of GLBT attorneys in leadership positions

I Ensure that EEO and non-discrimination policies specifically address gender identity

I


Ford & Harrison LLP


INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


I Increase the number of attorneys with disabilities at the associate level

I Increase the number of attorneys with disabilities at the partnership level

I Increase the number of attorneys with disabilities in leadership positions

X I Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

I


Ford & Harrison LLP

Pipeline Initiatives

Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a careerand/or assisting them in pursuing such opportunities?• Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law: No• Fund scholarships for minority high school or college students: Yes• Mentor high school or college students: Yes• Participate in or host mock trial programs or career events: Yes• Provide internships or employment to minority high school or college students: Yes• Outreach to middle school students: NoYes

Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students.[No response]


Ford & Harrison LLP

Recruitment - New Associates

Does your firm annually recruit at any of the following types of institutions?Ivy League schools: N/A

Other private schools: Emory University, Duke University, George Washington University, Georgetown University, New York University, Stetson University,Vanderbilt University, Wake Forest University

Public state schools: Arizona State University, Florida State University, Georgia State University, University of Arizona, University of Florida, University ofGeorgia, University of Memphis, University of Miami, University of Minnesota, University of Mississippi, University of North Carolina-Chapel Hill, University ofSouth Carolina, University of Tennessee, University of Virginia

Historically Black Colleges and Universities (HBCUs): N/A

Diversity job fairs: Southeastern Minority Job Fair

Do you have any special outreach efforts directed to encourage minority law students to consider your firm?• Hold a reception for minority students: Yes• Advertise in minority law student association publications: No• Participate in or host minority law student job fairs: Yes• Sponsor minority law student association events: Yes• Firm lawyers participate on career panels at schools: Yes• Outreach to leadership of minority student organizations: Yes• Scholarships or intern/fellowships for minority students: Yes• Other (please specify):

Do you have any programs specifically targeted at first-year students?Diversity Pipeline Scholarship for first-year minority law students.At Ford & Harrison, we believe that a culture where the unique backgrounds, beliefs, skills, and attributes of all people are valued is the foundation of a better,stronger law firm. F&H's Diversity Pipeline Scholarship is part of the firm's comprehensive plan to increase attorney diversity at all levels in our firm. The firm'smanaging partner, Lash Harrison, is leading the Diversity Pipeline Initiative and shares leadership responsibility with two key members of the firm's DiversityCommittee and the Director of Professional Development. The Pipeline Initiative focuses on both law school and lateral attorney recruiting and the long-term retention and professional development of minority attorneys. The Initiative also includes a mentoring network for attorneys after they join the firm. Thisnetwork is made up of at least five Ford & Harrison lawyers committed to the Pipeline mentee's long-term success with the firm.


Ford & Harrison LLP

Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2007) OFFERS MADE* (2007)*Summer associates who received an offer of full-time employment


African-American/Black n/a 1 African-American/Black n/a 1Hispanic/Latino n/a n/a Hispanic/Latino n/a n/a

Alaska Native/American Indian n/a n/a Alaska Native/American Indian n/a n/aAsian n/a 1 Asian n/a 1



Total 6 6 Total 4 3

OFFERS ACCEPTED* (2007) NEITHER ACCEPTED NOR DECLINED* (2007)

*Summer associates who accepted an offer of full-time employment*Summer associates who neither accepted nor declined an offer of full-timeemployment because of postgraduate clerkship/fellowship

Men Women Men WomenWhite/Caucasian 3 1 White/Caucasian 1 n/a

African-American/Black n/a 1 African-American/Black n/a n/aHispanic/Latino n/a n/a Hispanic/Latino n/a n/a

Alaska Native/American Indian n/a n/a Alaska Native/American Indian n/a n/aAsian n/a 1 Asian n/a n/a



Total 3 3 Total 1 n/a


Ford & Harrison LLP

Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2007) LATERAL OF COUNSEL HIRES (2007)


African-American/Black n/a n/a African-American/Black n/a n/aHispanic/Latino n/a 1 Hispanic/Latino n/a n/a




Total 5 14 Total n/a n/a

LATERAL PARTNER HIRES (2007) NEW PARTNERS PROMOTED (2007)*Both equity and non-equity *Both equity and non-equity promoted from associate or of counsel rank


African-American/Black 1 1 African-American/Black n/a n/aHispanic/Latino n/a n/a Hispanic/Latino n/a n/a





NEW EQUITY PARTNERS* (2007)*Whether hired laterally or promoted from within

Men WomenWhite/Caucasian 11 2

African-American/Black n/a n/aHispanic/Latino n/a 1

Alaska Native/American Indian n/a n/aAsian n/a n/a

Native Hawaiian/Pacific Islander n/a n/aMultiracial n/a n/a

Openly GLBT n/a n/aAttorneys with disabilities n/a n/a

Total 11 3


Ford & Harrison LLP

Recruitment - Lateral Associates and Partners

What activities does the firm undertake to attract diverse attorneys?• Partner programs with women, minority, gay/lesbian or disability-focused bar associations: Yes• Participate at diversity job fairs: Yes• Attend events at diversity legal organizations: Yes• Seek referrals from other attorneys: Yes• Utilize online job services (e.g., MCCA Job Bank): Yes• Hire recruiting professional who specializes in identifying diverse candidates: No• Other (please specify):

Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)?Yes

If yes, are any of these executive recruiting/search firms women and/or minority-owned?Yes

If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in thepast 12 months:[No response]


Ford & Harrison LLP

Retention and Professional Development

A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 0 7

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES


African-American/Black n/a n/a African-American/Black n/a 1Hispanic/Latino n/a 1 Hispanic/Latino n/a n/a




Total 1 4 Total 2 8

3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES


African-American/Black n/a n/a African-American/Black n/a n/aHispanic/Latino n/a n/a Hispanic/Latino n/a n/a

Alaska Native/American Indian n/a n/a Alaska Native/American Indian n/a n/aAsian n/a 1 Asian n/a 1



Total 4 3 Total 3 7

5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES



Alaska Native/American Indian n/a n/a Alaska Native/American Indian n/a n/aAsian n/a n/a Asian 1 n/a



Total 1 3 Total 4 5


Ford & Harrison LLP


A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 0 7

7TH-YEAR ASSOCIATES 8TH-YEAR ASSOCIATES


African-American/Black n/a n/a African-American/Black n/a 1Hispanic/Latino 1 n/a Hispanic/Latino n/a n/a




Total 3 3 Total 3 2

OF COUNSEL NON-EQUITY PARTNERS



Alaska Native/American Indian n/a n/a Alaska Native/American Indian n/a n/aAsian 1 n/a Asian n/a n/a




EQUITY PARTNERS


African-American/Black 1 n/aHispanic/Latino 1 1




Total 47 8


Ford & Harrison LLP


Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys.• Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, gay/lesbian attorneys, or attorneys withdisabilities or physical challenges): No• Increase/review compensation relative to competition: Yes• Increase/improve current work/life programs: Yes• Adopt dispute resolution process: No• Succession plan includes emphasis on diversity and greater inclusion of non-white men and women in firm leadership: Yes• Work with diverse attorneys to develop career advancement plans: Yes• Introduce diverse attorneys to key clients, including to lead engagements: Yes• Review work assignments and hours billed to key client matters to make sure diverse attorneys, particulary non-white attorneys (i.e., minority attorneys, forwhom research indicates a greater inclusion problem), are not being excluded: No• Strengthen mentoring program for all attorneys: Yes• Professional skills development program for all attorneys: Yes• Provide a gender-neutral parental leave policy that covers adoptions: Yes• Other (please specify):

Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules?Yes

Comments: Several years ago, Ford & Harrison adopted an Alternative Schedule Policy, which has since been utilized by many of our lawyers. Any associatewho has five years of employment with Ford & Harrison or the equivalent credited service at the time of hire is eligible for the Alternative Schedule Policy. ThePolicy allows the firm to select the right career path to accommodate changing life and personal responsibilities. Associates who take advantage of the Policyreceive credit toward partnership commensurate with hours billed and the Firm only requires one additional standard 1900-hour year before application forpartnership.

What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain apartner at your firm?[No response]

How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability?[No response]


Ford & Harrison LLP


PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2007) Men Women Total (full and part-time)

Associates n/a 5 5 64Of counsel n/a n/a n/a n/aNon-equity partner n/a n/a n/a n/aEquity partner n/a n/a n/a n/a


Ford & Harrison LLP

Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 0 7

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE**Attorneys on the Executive/ Management Committee or equivalent *Attorneys on the Hiring Committee or equivalent







PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE**Attorneys on the Partner Review Committee or equivalent *Attorneys on the Associate Review Committee or equivalent

Men Women Men WomenWhite/Caucasian n/a n/a White/Caucasian n/a n/a





Total n/a n/a Total n/a n/a

ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT


African-American/Black n/a 2Hispanic/Latino 1 n/a




Total 5 5


Ford & Harrison LLP

Management Demographic ProfilePlease provide information regarding all diverse attorneys who, as of 12/31/07, headed offices, practice groups andcommittees other than those included in the charts above. Enter responses in the following format:Attorney, Office location/Practice group/Committee (No. of attorneys in office/practice group/committee).

U.S. OFFICE HEADSHow many offices does your firm have in the United States? 18

Minorities heading offices: [No response]

Women heading offices: [No response]

GLBT attorneys heading offices: [No response]

Attorneys with disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERSMinorities heading practices: Joyce Fleming, Partner and Head of Immigration Practice

Women heading practices: Joyce Fleming, Partner and Head of Immigration Practice

GLBT attorneys heading practices: [No response]

Attorneys with disabilities heading practices: [No response]

COMMITTEE LEADERSMinorities heading committees: Dawn Siler-Nixon, Partner and Diversity Committee Chair (10 Attorneys on Committee)

Women heading committees: Dawn Siler-Nixon, Partner and Diversity Committee Chair (10 Attorneys on Committee); Lynne Donaughy, Marketing CommitteeChair (5 Attorneys on Committee)

GLBT attorneys heading committees: [No response]

Attorneys with disabilities heading committees: [No response]


Ford & Harrison LLP

The Firm Says

Ford & Harrison LLP is committed to maintaining a diverse workforce and a culture that values the unique backgrounds, beliefs, skills and attributes of allpeople. Our objective is to enhance the efficiency and effectiveness of delivering legal services by continuing to develop a workforce of professionals and staffthat embraces diversity and appreciates the contributions to our firm by all individuals. The firm strives for a positive climate of learning, innovation, inclusion,tolerance, opportunity and growth. By doing so, Ford & Harrison as a law firm, and we as individuals, can realize the benefits of diversity as we work togetherin the pursuit of excellence in the practice of law.

The Diversity Committee leads the implementation of the firm's strategic diversity plan, the main goals of which are:

I. Goal One-Recruiting

Develop and/or expand upon processes for external recruitment of both new and lateral lawyers and staff, with a focus on creating a diverse and multi-culturalorganization to act as a resource to our clients, the communities we live in, our firm, and the legal profession.

II. Goal Two-Education

Identify, develop and/or implement a comprehensive program of education and training opportunities, made available to all partners, associates and staff,designed to review legal issues, identify best practices, and research issues relating to diversity with a focus on recognizing, valuing and effectively managingdifferences. Focus on making the conversation about diversity a positive part of any training and meeting.

III. Goal Three-Balance

Develop and implement policies and procedures that emphasize the need for a balance between staff and lawyers responsibilities at work and home, placing apriority on family duties and responsibilities, with the goal of promoting a healthy working atmosphere.

IV. Goal Four-Leadership

Develop, expand and/or implement policies and procedures that are designed to increase and enhance partner, associate and staff leadership diversity in alloffices and at all levels, with a particular focus on racial/ethnic and gender differences.

Our commitment to diversity is also demonstrated by the involvement our attorneys have in a variety of associations that promote diversity in the legalprofession, the business community and our individual cities and neighborhoods. Some representative examples are: African American Chamber ofCommerce of Central Florida; American Bar Association's Women in the Profession Committee; Anti-Defamation League; Associated Builders andContractors Women's Council; Association of Women Attorneys; California Women Lawyers Association; Central Florida Association of Women Lawyers;Cuban-American Bar Association; Dallas Hispanic Bar Association; Dallas Young Lawyers Association, Minority Involvement Committee; DC Commission onHuman Rights; Florida Association for Women Lawyers; George Edgecomb Bar Association; Georgia Association for Women Lawyers; Georgia Associationof Black Women Attorneys; Hillsborough Association for Women Lawyers; Hispanic Chamber of Commerce; Hispanic National Bar Association; IndusBar ofGeorgia, Association of South Asian Lawyers in Georgia; Jacksonville Womens' Lawyers Association; Latin American Association; Memphis Urban LeagueYoung Professionals; Memphis Women's Bar Association; Minnesota Women Lawyers; National Association of African Americans in Human Resources;National Bar Association (African-American Bar Association); National Conference of Women's Bar Associations; National Employment Law Council; NewYork Women's Bar Association; South Florida Minority Law Student Mentoring Program.

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