Commitment to Diversity by ydb15644

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Promoting Diversity
Many Nixon Peabody attorneys are act, de in groups an(
organizations--often in leadership positions--that support the
advancement of individuals of diverse backgrounds. These include bar
associations and professional groups, charitable and educational
institutions, and governmental committees.

Legal Associations:
      Hispanic National Bar Association
      National Asian Pacific American Bar Association
      National Bar Association: Corporate D versity Initiative Task
      Force, Chair
      American Bar Association: The Comm ssion on Women in the
      Legal Profession
      American Bar Association: The Commission on Racial and
      Ethnic Diversity in the Profession
      Massachusetts Gay and Lesbian Bar Association
Selected Diversity Milestones
1968: First        1986: The firm created        1997: Nixon           2004: The National Bar      2006: A Nixon Peabody
major upstate      the William McKnight          Peabody was one       Association awarded         partner was awarded the
New York law       Scholarship Fund for          of the first firms    Nixon Peabody and one       NYC Bar Association’s
firm to hire       African-American              to extend health      of our partners the         Diversity Champion
women.             students to honor his         care coverage to      Presidential Award for      Award, recognizing her
                   life and contributions to     domestic              our sustained               contributions to the
                   the firm.                     partners.             commitment to diversity.     firm’s diversity initiative
     I                                                                                             and her community.




   19’73:The firm hired           1996: The firm is a        2003: Nixon Peabody         2005: Nixon Peabody
   William McKnight,              founding member of         helped launch an            created employee
   who became the first           the Greater Rochester      innovative web-based        affinity groups focusing
   African-American               Diversity Council,         business referral network   on agendas for women,
   partner in 1981.               now known as the           for black lawyers whose     African-American, Asian,
                                  Workforce Diversity        email updates reach more    Hispanic and GLBT
                                  Network.                   than 7,000 lawyers in 3 1   attorneys.
                                                             countries.
June 2006                                2006 National Diversity
In this issue:
2006 National Diversity Conference       Conference a smashing
a smashing success                 1

Nixon Peabody attorneys took leader-
                                         success
ship roles in conference sessions    3   Nixon Peabody was the primary sponsor
Diversity dinner generates dialogue,     Nixon Peabody was this year’s primary sponsor for what is widely
builds relationships                 3   considered one of the most significant diversity conferences in the nation.
Congratulations to Liz Moore        4    The Workforce Diversity Network, a Rochester organization, produces
                                         the event.
New Hispanic lVfinity Network
launched                            5    “The conference was attended by more than 500 people, including
Ongoing affinity group activities   7    significant attendance by representatives from Kodak, Bausch & Lomb,
                                         ITT Industries, Xerox, Rochester Institute of Technology, University of
Nixon Peabody partners with              Rochester, Excellus, and Cornel1 University, among others,” according to
client for diversity roundtable     8    Liz Moore (NYC), a Nixon Peabody partner and a conference speaker.
Kendal Tyre and Jeff Cohen return
from South African toadshow         8    “There was lots of positive energy, lots of shared ideas, and some collabota-
                                         tion possibilities, which is exactly what we would hope to achieve,” accord-
New associate helps judge annual         ing to Maggie Clemens, a partner in the Rochester ofice and a significant
moot court competition              9    contributor to the development of this year’s event. For example, Maggie
Diversity reception ‘hits big at         says, Liz gave a participant from Kodak an idea that included partnering
ICSC in Vegas                       10   with them to allow our summer clerks to work at Kodak for a time. The
                                         two are planning to discuss the details further to see if something could be
Harry Trueheart speaks at women’s
                                         worked out. And Roz Mitchell (SF), says she came away from the confer-
leadership conference             12
                                         ence with a couple of business leads, Maggie adds.

                                         “The feedback we are getting is very positive. This conference has allowed
                                         us to showcase our diversity successes and the strong labor and employment
                                         practice within the firm,” Liz notes.



       PEABODY
   NIXON     LLP
                 ATTORNEYS AT LAW




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      Nixon Peabody was this year’s primary sponsor for what i s widely considered one of the most significant diversity conferences in the nation. The
      Workforce Diversity Network, a Rochester organization, produces the event.



                                    This year’s conference, “The Cacefor Diversity: It: Everybody: Business, ”was held May 22 through
                                    May 24. The opening day speaker was Nixon Peabody’s managing partner, Harry Trueheart. The
                                    diversity conference drew participants from across the nation and even included an international
                                    presence. For example, the keynote luncheon speaker was the Honorable Michael Tulloch, judge of
                                    the Superior Court of Justice, Ontario, Canada. Kendal Tye, a partner in the Washington D.C.
                                    ofice, invited and introduced the conference’s closing keynote speaker, Taswell Papier, a preemi-
                                    nent South African attorney and partner at Sonnenberg Hoffmann Galombik, South Africa. Earlier
                                    this year, Taswell won the global 2006 Lawyer of the Year award at the Legal Business Award in the
                                    United Kingdom. The award was a first for South Africa. Kendal and Taswell have developed an
                                    excellent working relationship that has been instrumental in introducing Nixon Peabody to busi-
                                    ness opportunities in South Africa.

                                    This year, the three-day conference included an exclusive final half day devoted specifically to law
                                    firm diversity. The law symposium included best practices, as well as an examination of the diver-
                                    sity challenges facing law firms today. “Each year, the conference devotes a portion of the time to
                                    a specific industry. Last year, for example, it was health care,” Maggie explains. This year, Nixon
                                    Peabody, as an accredited provider of Continuing Legal Education (CLE) for New York, offered 1.0
                                    New York CLE credits for each of the symposium sessions.

                                    Special thanks go to the Rochester marketing staff, Glenda Lusk (ROC),office manager, and many
                                    others who worked hard to make Nixon Peabody’s sponsorship of this event such a success. Bill
                                    Simpson, Nixon Peabody’s director of human resources, has long been involved-he was a
                                    founder-with the Workforce Diversity Network; and he was also very involved with the develop-
                                    ment of this year’s conference, along with the organization’s executive director, Mike Streeter.




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    Nixon Peabody attorneys took leader-
    ship roles in conference sessions
    The agenda for the 2006 National Diversity Conference featured more than 40 sessions and
    keynotes. Among the session speakers were Nixon Peabody’s Liz Moore (NYC) and John Higgins
    (ALB), who presented How Lawlfulis Y w Divetrity Initiative and How to Make it More So. The
                                               a
    session was widely praised by attendees. “People were saying it was the best presentation at the
    conference,” according to Maggie Clemens, a partner in the Rochester office. John and Liz’s pres-
    entation discussed recent cases and potential legal challenges in the creation of diversity programs
    and affinity groups. They provided information about designing and defending popular corpo-
    rate diversity initiatives, such as affinity groups, hiring and recruitment efforts, and promotion
    strategies.

    Kendd T F e (DC), Maggie Clemens (ROC), Liz Moore (NYC), and Bill Simpson, Nixon
    Peabody’s director of human resources, were also part of a panel presentation, Dialy o a Diversity
                                                                                          f
    Initiative, which was moderated by Mauricio Velhquez, president of Diversity Training Group and
    Nixon Peabody’s diversity consultant. The panel examined the benefits and challenges the firm
    faced during the development of Nixon Peabody’s diversity initiative. “The panel presented an
    overview of our experiences in setting up the diversity initiatives, what we experienced, and what
    we would have done differently. Approximately 50 people attended the discussion, which was a
    very interactive session,” according to Kendal Tyre.

    Jill Schulz (ROC), in her role as president-elect of the Monroe County Bar Association, was part
    of a panel discussing the “pipeline,” which examined efforts by bar associations and others to
    increase the numbers of minorities and women entering law school.




    Diversity dinner generates dialogue,
    builds relationships
    Thanks to Bill Simpson’s great work and long involvement with the Workforce Diversity Network
    Counsel, Nixon Peabody was able to capitalize on the opportunity presented by the gathering of
    the attendees for the conference and host an inaugural diversity dinner in the Rochester office.

    “The dinner was attended by affhity group leaders in companies and organizations in the
    Rochester area. Clay Osborne, senior vice president for human resources at Bausch & Lomb
    attended, as did senior-level managers from many other companies and organizations. A number




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                                                                         of Nixon Peabody’s affinity group leaders attended, including Roz
                                                                         Mitchell, John Higgins and Jim Montes. And Kendal, Maggie, Bill
                                                                         Simpson, and I represented DAC,” Liz Moore notes.

                                                                         “This dinner was the first of its kind and there was just a lot of dia-
                                                                         logue. Many attendees expressed an interest in holding follow-up
                                                                         events,” according to Bill Simpson. We invited representatives
                                                                         from each of the affinity groups at different organizations and there
                                                                         were several representatives from Nixon Peabody. Nearly all of the
                                                                         outside attendees were our clients, he adds.
      During the 2006 National Diversity Conference, Nixon Peabody
      hosted an inaugural diversity dinner in the Rochester office for   The dinner event included a panel discussion and a question and
      affinity group leaders.                                            answer period. “It was an opportunity for the firm to share our
                                                                         exieriences, learn more about what is going on in the communi-
                                                                         ty, and have a dialogue about diversity issues. Some companies
                                                                         have considerably more experience in these areas than law firms.
                                                                         For example, Kodak has had affinity groups in place for 20 years,”
                                                                         Bill said.




                                    Congratulations to Liz Moore
                                    She is a recipient o the inaugural Diversity Champion Award
                                                       f
                                    Liz, a partner in the Labor and Employment Practice Group, was one of three recipients of the New
                                    York City Bar Association’s (NYCBA) Diversity Champion Award. The awards were presented at a
                                    May 16 luncheon at the organization’s Third Annual Diversity Conference. The awards recognize
                                    individuals who are initiating and sustaining change within their organizations and the New York
                                    City legal community.

                                    Art Rosner, the New York City office’s managing partner, introduced Liz at the luncheon.
                                    The other two recipients were the Honorable Daniel Donovan, Jr., district attorney, Richmond
                                    County, and William Malpica, an associate at Mayer, Brown, Rowe & Maw. All three have
                                    demonstrated extraordinary commitment to diversity issues and to building a more diverse legal
                                    community.

                                    According to the NYCBA’s award announcement, Liz was chosen because she is a driving force
                                    behind Nixon Peabody’s goals to foster an inclusive work environment. As co-chair of the firm’s
                                    Diversity Action Committee (DAC), she has spearheaded the creation of a multiyear diversity plan




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                                                                 focused on gender, racelethnicity, sexual orientation, and
                                                                 staff/attorney relations. As part of the firm’s diversity proposal, Liz
                                                                 led the firm in implementing a series of initiatives including affin-
                                                                 ity groups, a women’s leadership summit, and a quarterly diversity
                                                                 newsletter. Externally, some of Liz’s notable efforts have included
                                                                 driving diversity initiatives at Cornel1 University and Rochester
                                                                 Institute of Technology (RIT) to support and strengthen their
                                                                 pipeline of racial/ethnic minority students.

                                                                 The Diversity Champion Award is granted to individuals based on
Thanks to Liz Moore (second from the left), whose hard work on
diversity earned her a New York City Bar Association Diversity   a number of criteria, including: the influence the candidate has had
Champion Award.                                                  on others; the candidate’s ability to be a positive role model; the
                                                                 extent to which the candidate has continued to learn; the cultiva-
                              tion of diverse teams; accountability for fostering an atmosphere of diversity; and external leader-
                              ship involvement. A selection panel, composed of in-house and outside counsel, conducted inter-
                              views with finalists and their references before making final seiections.

                              “Congratulations to Liz and thanks for all that she and the other members of the Diversity Action
                              Committee have done to develop and implement our diversity initiatives,” Art said.




                              New Hispanic Affinity Network
                              launched
                              Interested in joining the firm’s newest affinity group? The Hispanic Affinity Network is just get-
                              ting started and Jim Montes, an associate in the New York City office and the group’s initial chair-
                             person, invites anyone who is interested to join. “The group is not just open to Hispanics. We are
                             more than happy to welcome anyone who wants to participate,” he says. To help get the group
                             going, Jim sent out e-mails to several attorneys identified as potential members and he received
                             many positive responses. As the group gains visibility, he hopes others will provide additional
                             potential members. Please send him an e-mail if you would like to join or if you know someone
                             who might be interested.

                             With the collaboration and support of Joe Ortego, a partner in the Long Island office and a mem-
                             ber of the DAC, Jim filed his proposal with DAC in January and received preliminary approval for
                             the group in March. A copy of the proposal will be posted on the DAC Website soon, and Jim
                             hopes interested parties will read it and provide additional input.




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          “Initially I’d like to focus on attracting, retaining, and promoting Hispanics at the firm. Across the
          nation, not just at the firm, retention rates are a particularly big problem,” he says. Jim envisions
          doing outreach programs, such as working with Latin American groups at law schools; doing half-
          day seminars, such as resume workshops, at Nixon Peabody for Hispanic law students; and provid-
          ing mentoring programs. “I’d like to make Nixon Peabody the ‘firm of choice’ for Hispanic law
          students and laterals who are considering a change,” Jim says.

          The Hispanic affinity group will also focus on bringing business to the firm. The meetings, which
          will generally be teleconferences but will most likely include at least one in-person gathering, will
          help the group begin to develop personal contacts. “Before we can effectively network in the com-
          munity, we need to network within the firm and get to know each other,” Jim explains. The group
          hasn’t met yet, but Jim anticipates having the first meeting soon.


          As a part of Nixon Peabody’s diversity initiative, the DAC encourages the development of groups
          and activities for underrepresented individuals within the firm though the formation of affinity
          groups. The groups are designed to help the firm expand its diversity efforts in a number of ways,
          including hiring, retention, mentoring, partnership projects with clients or potential clients, busi-
          ness opportunities, and enhancing a supportive environment for everyone in the firm. Several
          affinity groups have already been formed and more are expected soon.




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                                pn                                       0   m   .

    Ongoing affinity group activities
    Nixon Peabody’s affinity group movement continues to gain momentum, as new groups are formed
    and established groups determine their agendas, hold meetings, and participate in a wide variety of
    affiliate activities. Here is a sampling of some of those activities:


    African American Minity Network
    The new African American Affinity Network continued its activities with a March meeting
    featuring Guy Rounsaville, executive vice president and general counsel, Visa International. Guy
    is a pioneer in diversity issues and a founder of the California Minority Counsel Program
    (CMCP). He spoke on diversity and inclusion in law firms and the importance of those issues to
    general counsel.

    “The event was available to anyone who wanted to attend and it was very well received,” says
    Rosalyn Mitchell (SF), the network‘s co-chair, along with John Higgins (ALB). Numerous attor-
    neys from the San Francisco office attended the meeting in person and others from around the firm
    called in to hear the speaker.

    James Potter, Del Monte’s senior vice president and general counsel, was the guest speaker at the
    launch of the African American Affinity Network in the San Francisco office during the first quar-
    ter. About 50 attorneys in San Francisco attended that event.

    Other plans for the network include new employee orientation, a mentoring program, and a com-
    munication plan to keep members informed about what is going on inside the firm, as well as in
    their legal communities. The network is also involved in business-building efforts, and plans to
    actively pursue opportunities to cross-sell existing firm clients and develop and build partnerships
    with new clients.


    Gay, Lesbian, Bisexual and Transgender (GLBT) Minity Group
    The GLBT Minity Group is off to a fast start. The group held its first kickoff meeting on April
    2 1, at the firm’s San Francisco ofice, and participated in a number of other major events. For exam-
    ple, Nixon Peabody sponsored a table and was an advocate sponsor of the National Center for
    Lesbian Rights 29th Anniversary Gala on April 22.

    O n May 15, the GLBT and the firm’s New York City office sponsored a table at the Gay, Lesbian,
    Straight Education Network (GLSEN) Respect Awards, which were held in NYC.




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          Nixon Peabody was also a Grand Patron Sponsor, along with firm clients Bausch & Lomb and
          Wegmans, of the Empire State Pride Agenda’s Seventh Annual Spring Dinner. The keynote speak-
          er was David Mixner, an activist and a political strategist for the past three decades and author of
          the highly praised memoir, Stranger Among Friends. The emcee for the evening was Jai Rodriguez
          of Bravo’s Queer Eye for the Straight Guy.

          In conjunction with the firm’s affinity group dinner on May 23, which was attended by members
          of the GLBT, the group invited Desma Holcomb of the Empire State Pride Agenda to address par-
          ticipants on “Pridein the Workplace.”GLBT also has several major events planned for next quarter.
          The GLBT co-chairs are Jennifer Collins (BOS) and Laura Chapman (SF). Maggie Clemens, a
          member of the DAC, is the group’s sponsor and a member.




          Nixon Peabody partners with client for
          diversity roundtable
          Nixon Peabody’s Diversity Action Committee and MetLife’s Legal Affairs Diversity Committee
          jointly hosted a roundtable discussion aimed at bar association presidents on June 12,2006.

          The Diverse Bar Association Presidents’ Roundtable Discussion was held at Nixon Peabody’s New
          York City offices. The topic was “Embracing Diversity as a Core Value-Building More Diverse
          Corporate Law Departments and Law Firms.” The event started with a cocktail reception and hors
          &oeuvres to give attendees an opportunity for networking. John Higgins, from Nixon Peabody’s
          Albany office, rounded out the evening by leading a discussion on the legal framework of various
          diversity initiatives organizations undertake.

          The event was developed through the efforts of Kendal Tye and in-house counsel at MetLife, Taa
          Grays. It is intended to be the first of many diversity related programs between Nixon Peabody
          and MetLife.




          Kendal Tyre and Jeff Cohen return
          from South African Roadshow
          Two clients have since retained Nixon Peabody
          Kendal Tyre and Jeff Cohen, both partners in Nixon Peabody’s Washington D.C. office, recently
          returned from South Africa where they presented the first of a series of “Doing Business in the
          U.S.” global roadshows organized by Nixon Peabody.

          Kendal and Jeff were accompanied by Chevan Daniels, a South African lawyer interning in Nixon
          Peabody’s Washington D.C. office. Chevan is an associate with the South African law firm of
          Sonnenberg Hoffmann Galombik. Kendal and Jeff teamed with Sonnenberg and presented the
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    business seminar to 40 Sonnenberg clients in Cape Town and another 30 in Johannesburg. The
    relationship with Sonnenberg is part of Nixon Peabody’s international diversity initiative.

    The South Africa visit was a highly productive one. “We had a number of successes and are busy
    following up on a number of leads,” Kendal says. Since the trip, a Sonnenberg client in the wine
    industry and a South African-based hotel and gaming industry conglomerate, have engaged Nixon
    Peabody on significant matters.

    Kendal has developed strong ties with Sonnenberg Hoffmann Galombik. Because of this associa-
    tion and Kendal’s close relationship with one of their partners, Taswell Papier, Nixon Peabody is
    their preferred counsel in the U.S. Kendal met Taswell through National Bar Association meetings
    and through their joint work to further LexNoir, a global referral network for attorneys of Africa
    descent. Kendal founded the organization several years ago with a group of black attorneys from
    various countries.




    New associate helps judge annual
    moot court competition
    Afinity group networkingprovided the opportunity
    G.M. Grimmett, a Rochester associate who has been at Nixon Peabody for about one year, served
    as chief judge on a three-judge panel that evaluated students‘ oral arguments in order to determine
    a winner for this year’s McKnight Moot Court Competition.

    This year‘s winner was Tarea Howell. “He was excellent and incredibly mature for a college under-
    grad.. ..I was amazed at his poise and maturity at such a young age,and he had an understanding
    of legal concepts that first year law students would struggle to achieve,” G.M. says. This year’s case
    dealt with whether or not there would be any prejudice if a defendant who had already been con-
    victed was handcuffed during the second part of a bifurcated trial dealing with sentencing. The
    winner argued that there was prejudice.

    The annual McKnight Moot Court Competition is held at Cornell Law School, which was an
    added bonus for G.M., who is a Cornell Law School graduate. Upon their arrival, the judges were
    met by Cornell law students. “Second year law students served as hosts. They showed us where to
    park and made sure we had water. They had also researched us, so when I hopped out of the car
    they said ‘You do M&A work.’. ...They really did their homework. It was very welcoming,” G.M.
    says.

    The McKnight Moot Court Competition is organized in conjunction with the Cornell Chapter of
    the Black Law Students Association (BLSA). It is a tribute to Bill McKnight’s memory and it serves
    to introduce minority students to the law in the hope that they will follow in Bill’s footsteps. Bill
    was a partner at Nixon Peabody until his untimely death on Dec. 20, 1985.



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           The Moot Court Competition is unusual in that it is for undergraduate students rather than law
           students. Members of BLSA assist in the competition by creating the case study, which contains
           the facts and the law upon which the participants base their arguments. They also serve as judges
           in the preliminary rounds. Over the years, a number of attorneys from Nixon Peabody, along with
           faculty members from Cornell’s law school, have served as judges in the final-round arguments.
           Nixon Peabody underwrites the expense for the competition, including a reception, small stipends
           for the top two competitors, and plaques for other participants.

           G.M. says John Higgins ( K B ) tapped him for the honor of being a judge. G.M. became a mem-
           ber of the African American Affinity Group when it was organized several months ago and he met
           John through that group. The two have since developed a mentor relationship.

           G.M. joined Nixon Peabody because he knew of Nixon Peabody’s reputation as a top firm and for
           the opportunity to become a member of the firm’s Mergers and Acquisitions Team, which was his
           first choice after serving two years as a confidential judicial law clerk for the New York Supreme
           Court, Appellate Division, G.M. joined the African American Affinity Group because it provided
           an opportunity to network with members of other offices. “I thought the group provided a good
           opportunity. One of its aims is to link people with commonalities across the various offices in order
           to make the firm feel like a smaller, more familiar place,” he explains.




           Diversity reception ‘hits big’ at ICSC
           in Vegas
           Nixon Peabody won big with the 2006 Diversity Reception held during the International Council
           of Shopping Centers’ (ICSC) annual Spring Convention in Las Vegas. Attended annually by over
                                             47,000 people working in virtually all aspects of the real
                                             estate and retail industry, the three-day-long convention pro-
                                             vides the perfect opportunity to network with some of the
                                             industry’s most prominent retailers and developers. The
                                             Diversity Reception, one of three events spearheaded by
                                             Nixon Peabody, provided just such an opportunity and falls
                                             right in line with Nixon Peabody’s own core values, which
                                             include the promotion of diversity and inclusion in our
                                             workplace.

                                                 Co-sponsored with the ICSC, Simon Properties, Forest City
                                                 Enterprises, UrbanAmerica, Limited Brands, General
                                                 Growth Properties, Concordis Real Estate, and Target, the
                                                 2006 Diversity Reception allows people from diverse back-
                                                 grounds who attend the convention to network and form
                                                 business relationships in the real estate development and



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     retail industries. Two speakers were featured at the reception: Michael Kercheval, president and
     CEO of ICSC, and Charles Ratner, president and CEO of Forest City Enterprises. After being
     introduced to the crowd by Gina Love (NYC), Kercheval praised the event, singling out Nixon
     Peabody for our work in organizing and sponsoring the Diversity Reception, and referring to NP
     as a leader in promoting diversity initiatives within the retail and shopping center industries. After
     speaking about Forest City’s commitment to diversity in the workplace and the real estate industry,
     the keynote speaker of the evening, Charles Ratner, also lauded Nixon Peabody for our efforts in
     promoting diversity within the industry.

     Before Nixon Peabody took the lead in organizing this event three years ago, the convention pro-
     gram offered no specific event designed to promote and celebrate diversity among ICSC members.
     Over the course of the past three years, however, the Diversity Reception has grown exponentially
     and has become even more diverse than ever before.

     About 550 people attended the 2006 reception, which was up significantly from 2005, when
     approximately 300 people attended, and significantly greater than the 2004 reception, when
     approximately 150 people participated in the event. “This year’s increase in attendance was due in
     part to our efforts to increase participation at the reception among the Latino community, which
     in previous years had been low,” says Gina, the driving force behind Nixon Peabody’s role in the
     popular reception. “In fact, this year we sent invitations in Spanish to attendees coming to the con-
     vention from Spanish-speaking countries. Our sponsors loved it and as a result, several convention
     attendees from Central and South America came to the event,’’ she continued.

     “People are recognizing that [diversity] is an issue that can no longer be ignored. You can’t do busi-
     ness without considering and serving multiple demographics.. ..With sponsors like Target and
     General Growth on board, obviously we’ve come a long way,” Gina told the SCT Xtra, a trade pub-
     lication for the shopping center industry. The trade publication provided coverage of the conven-
     tion and ran a separate article specifically covering the diversity reception.




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           Harry Trueheart speaks at women’s
           leadership conference
           Best Phces to Work‘designation helped provide opportunity

           On June 9, Nixon Peabody’s Harry Trueheart was a panelist for the “Second Annual Forum for
           Women Leadership in the Law: Best Practices for Developing and Retaining Women Leaders in
           the Legal Profession.”

           The conference, held in New York City, focused on issues and possible solutions to the challenge
           of retaining women in the legal profession. It included speakers “...drawn from some of the
           nation’s leading corporations, law firms and diversity consulting firms,” according to The
           Hildebrandt Institute, the program developer.

           Harry was on a panel during an afternoon session, which was titled “What Really Works-and
           What’s Next.” His topic was Nixon Peabody’s job satisfaction program and how the firm has been
           working to be a great place to work for everyone, including women attorneys. “The conference
           focused on what law firms and legal departments, as well as some other professional firms, are
           doing to provide career paths for women. Particularly techniques for blending career opportunities
           with other demands, such as family responsibilities, which tend to fall more heavily on women,”
           says Harry, who was invited to speak, in part, because of Nixon Peabody’s designation as a “best
           place to work” by Fortune magazine.

           The daylong conference provided an opportunity for participants and attendees to share general
           observations and best practices. “Everyone is struggling with the same issue; no one has found the
           solution. We are doing as much, or more, as many firms. We have a more open environment and
           culture for women than a number of firms and more of a pattern of success, but no one has made
           ‘break out’ progress on these issues,” Harry notes.




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Affinity Group Toolkit

        Prepared by the
NP’s Diversity Action Committee
         October 13,2005




                                  489
                                                  Table of Contents


                                                                                                                       Page
      What’s Going On? Executive Summary of Action Items for Diversity
            Initiative Development Plan ............................................................................   1

      Frequently Asked Questions Related to Affinity Groups............................................                7

      How Can an Affinity Group Advance the Diversity Initiative? ....................................                 6

      Attachment A: Request for Funding from Diversity Action Committee .....................                          9

      Attachment B: Affinity Group Protocols ...................................................................       10

      Attachment C: Sample DAC Outreach Letter ..........................................................              11

      Attachment D: Initial Communication with Potential Affinity Group Members ..........12


                                                        Introd uction
              To succeed as a leading national firm, we must provide exceptionally creative sol utions
      to business problems arising in increasingly diverse markets. We must deepen and develop
      relationships of trust and confidence with clients who are themselves ever more diverse and
      who operate throughout the global economy. It is becoming increasingly clear that the best and
      brightest attorneys in their fields, and the best and brightest lawyers emerging from law schools,
      are coming from ever more diverse backgrounds.

               A growing number of our clients and client prospects expect that their outside counsel
      will include diverse teams of lawyers with a broad depth and range of experience. One of the
      first formal pushes in this direction occurred in 1999, when the chief Iegal officers of
      approximately 500 major corporations signed a document entitled Diversity in the Workplace-A
      Statement of Principle. The push for diversity in the legal profession got a boost in the spring of
      2004, when Sara Lee General Counsel, Roderick Palmore, created A Call to Action: Diversity in
      the Legal Profession. Over 75 Chief Legal Officers of Fortune 500 companies signed on to the
      “Call to Action” and the numbers are growing. The Call to Action takes the 1999 princi ple of
      diversity a step further; its purpose is to actively advance diversity by encouraging corporate law
      departments to make decisions about retaining law firms based in part on the diversity of those
      law firms. Simply put, if we do not act on our diversity goals and plans, we will not be able to
      compete effectively in the marketplace.

             Our success in the national market, and our success in meeting internal objectives of
      excellence in mentoring, supervision, and professional development, depends on ensuring that
      we achieve and maintain a critical mass of diversity.




490
                                    What’s Going On?
                                Executive Summary
                                          of
                                  Action Items for
                       Diversity Initiative Development Plan
                                      as of October 13,2005

        lmplem ntation: The following is the executive summary of th Diversity Initiative
Development I an (“Development Plan”) for the firm prepared by the Diversity Action
Committee (“DAC”), The various components of the Development Plan cover a three-year
period, which has been divided into six stages. Each stage covers a period of six months
beginning October 1, 2004. Each specific action item in the plan has been categorized under a
particular stage. The proposed activities covering the first three stages are summarized below.
Because the plan is a work-in-progress, we anticipate that the order of the activities undertaken
as well as the activities themselves may change as we begin implementation.

        In the actual Development Plan, each specific action item listed is assigned to a
particular individual or group of individuals within the firm. This information has been excluded
from the summary below. The individual and/or group assignments and the details outlining
implementation will be set forth in the Development Plan itself. The diversity initiatives of the
firm will be directed and managed by DAC. However, DAC will not be responsible for all
aspects of implementation. Diversity must be a goal embraced by the firm as a whole and not
one committee or group of individuals. Likewise, implementation of the plan will be a shared
responsibility.

       DAC Members: Harry Trueheart (DAC Executive Chair); Kendal Tyre (DC) and Liz
Moore (NYC) (DAC Co-Chairs). Other DAC Members: Rob Carrol (SF),   Maggie Clemens
(ROC), Joe Ortego (GC) , Bill Simpson (ROC) and John Snellings (BOS),

                                           * * * *

       Mission Statement: DAC will provide direction and focus to the firm in becoming an
innovative leader in diversity, including attracting, retaining and promoting individuals of
exceptional ability and talent from both sexes and a broad range of racial, ethnic, social,
economic and personal backgrounds and creating an open and inclusive culture within the firm.
We believe that such diversity and inclusion will greatly enhance our ability to meet - and
exceed - our client’s expectations, will help to assure the future success of the firm and will
make our firm a great place to work for all individuals.




                                                                                                1

                                                                                                    491
                 Frequently Asked Questions Related to Affinity Groups

      What is an Affinity Group?
      An Affinity Group is a group of people who share a common interest, background, or goal.

                                            f
      Why is Nixon supporting the creation o Affinity Group?

      Each Nixon Peabody Affinity Group established will be an important component to affirm and
      enhance the firm’s diversity initiatives. These groups wi II provide a structured forum and
      supportive environment for diverse attorneys to discuss professional development strategies
      and concerns; identify business development and marketing opportunities for the firm; educate
      the firm and advocate for diversity and inclusion (internally and externally) as it relates to that
      particular Affinity Group. The groups will also facilitate m entoring.

      What are the steps to create an Affinity Group?

          1. Submit an application to DAC for your proposed Affinity Group in accordance with DAC’s
             Affinity Group Protocols. See Attachment C.

         2. Once you have received written approval from DAC to form your Affinity Group, you will
            need to send out a notice to the proposed mem bers of the group to solicite their
            participation. Please remember that participation in any Affinity Group is completely
            voluntary. The initial e-mail sent to potential Affinity Group participants should be
            worded in substantially the form set out in Attachment E.

         3. Create an e-mail distribution list of members that indicated a desire to participate in the
            Affinity Group.

         4. Opening an non-billable number to record your investment time spent as a member of
             the Affinity Group. Please consult with a DAC member if you have any questions.

      Can %on-Affinity Group” members participate in the activities of the Affinity
      Group?

              Absolutely. Each Affinity Group will welcome the participation of the non-affinity group
      members. These individuals (similar to other members of the Group) may, however, be asked
      to participate or otherwise contribute to the mission for which the Affinity Group was formed.




                                                                                                            7

492
            How Can an Affinity Group Advance the Diversity Initiative?
The following activities have been identified by DAC as activities that could be undertaken by
Affinity Groups to further N P’s diversity objectives:

Hiring (both associates and partners)

     o      Work with the Recruiting Committee to identify diverse summer associate talent within
            your Affinity Group and actively recruit/mentor these individuals throughout the year;

     o      Work with our diversity consultants and PGLs to identify, interview and hire diverse
            associate and lateral partner candidates for your particular practice group;

     o      Sponsor and encourage attorney participation in targeted events for practitioners within
            your Affinity Group, e.g. National Employment Law Council, National Bar Association,
            Women’s Bar Association, etc. Participation in these organization wi II raise the firm’s
            profile and, ideally, increase that likelihood that diverse attorneys will think of NP when
            considering a lateral move.

Retention and Promotion

    o       Serve as a mentor to others within your Affinity Group;

    o       Support or encourage activities to develop leadership skills and establish contacts which
            may in the long run lead t o business opportunities by becoming involved in professional
            and community organizations:

            -- Plan periodic meetings of the group to reconnect and establish informal networks.
         Most meetings will be held via telephone conferences. Each Affinity Group may,
         however, budget and plan to hold at least one in-person meeting of its members during
         the course of the year.

            -- Invite external speakers to address affi nity group issues or substantive legal matters.
            Consider whether these meetings (or “breakfast briefings”) should be opened up to the
            entire firm or the office in which they are held.

Partnerships

    o       Explore the possibility of establishing a diversity-related partnership or project with a
            client or potential client. For example, NP and John Hancock have established an
            internship which has served to give diverse candidates an insight into the John Hancock
            Legal Department.

    o       Assist in arranging meetings between NP’s DAC and a client‘s equivalent committee to
            share diversity “best practices” (See Attachment C, Sample DAC Outreach Letter)

Miscellaneous

    o       Report on how many clients are formally asking about NP’s diversity efforts

    o       Incorporate any of the foregoing into the practice group’s Business Plan


W678481.2                                                                                                 8

                                                                                                              493
                                                  ATTACHMENT A

                            Request for Funding from Diversity Action Committee
                                            PRIVILEGED AND CONFIDENTIAL

      All requests for funds for attendance or sponsorship of diversity-related events or activities must be
      accompanied by this form along with a copy of any invitation or solicitation for the funding that may have
      been sent to you.

      1. Name of Nixon Peabody attorney making request:



      2. a) Amount of Funding Requested: $                     b) Payable to:



      3. Will firm attorneydemployees be attending any event or participating in any activity in connection with
         this funding?         If so, who will be attending:


      4 Today’s Date:                     Date of Event:                   Check needed by:


      5. Which office@)will be involved in the evenvactivity or sponsorship?



      6. Will personnel from clients of the firm attend? Be involved? Identify client@).



      7. Describe the benefit to the firm if it provides funding for this eventlactivitylsponsorship:




      8. Has the firm provided funding for this eventlactivity/sponsorshipin the past?




          Signature of Person Making Request


      Approved:                                    (to be initialed)              Date:




      W678481.2                                                                                                    9


494
                                           ATTACHMENT B

                                              Proposal for
                                        Affinity Group Protocol

Overview - Each Nixon Peabody Affinity Group established will be an important component to
affirm and enhance the firm’s diversity initiatives. These groups will provide a structured forum
and supportive environment for diverse attorneys, staff (and others) to discuss professional
development strategies and concerns; identify business development and marketing
opportunities for the firm; educate the firm and advocate for diversity and inclusion (internally
and externally) as it relates to that particular Affinity Group. The groups will also facilitate
mentoring.

                             -
Criteria for Formation All proposed Affinity Groups must be approved by the Diversity Action
Committee (“,,C”). proposed Affinity Group must submit to DAC the following
                    Each
information:

            a. A mission statement that identifies what affinity group within the firm will be
               supported;
            b. A proposed budget for meetings and activities ;
            c. A list of potential activities and calendar of events for posting on the DAC’ s NPower
               page;
            d. A list of potential business development opportunities;
            e. The names of no more than two individuals who will serve as chair and/or co-chairs
               of the Affinity Group and also serve on an Affinity Group Steering Committee; and
            f. Other information as DAC determines is necessary and appropriate.

The groups should be viewed as a “standing focus groups.” Affinity Group meetings will not be
“vent sessions” but rather structured events. Meetings will be held in-person and via telephone
as appropriate. At the discretion of DAC, one or more meetings of each Affinity Group may be
facilitated by a third-party diversity trainer or consultant.

The Affinity Group Steering Committee will consist of one or two members of each Affinity
Group established. These representatives will service as liaisons to DAC and will receive
leadership training.




W678401.2                                                                                               10

                                                                                                             495
                                             ATTACHMENT I)

                   Initial Communication with Potential Affinity Group Members


      NP’s Diversity Action Committee has identified you as a possible participant in the formation of
      a-                  Affinity Group within the firm.

      Each Nixon Peabody Affinity Group established will be an important component to affirm and
      enhance the firm’s diversity initiatives. The                  Affinity Group will provide a
      structured forum and supportive environment for                     attorneys to discuss professional
      development strategies and concerns; identify business development and marketing
      opportunities for the firm; and educate the firm and advocate for diversity and inclusion as it
      relates to that our Affinity Group. The groups will also facilitate mentoring.

      You have no obligation to participate in the                Affinity Group, if you would prefer
      not to do so. If you are interested, however, please let me know. We will be planning a series
      of activities during the coming months.




      W678481.2                                                                                          12

496
Practice Group Leader Diversity
            Toolkit

            Prepared by the
    NP’s Diversity Action Committee
             October 13,2005




                                      497
                                                  Table of Contents


                                                                                                                       Page
      What‘s Going On? Executive Summary of Action Items for Diversity
            Initiative Development Plan ............................................................................   1

      What Can I Do as a PGL to Advance the Diversity Initiative? ...................................                  7
      Standard Diversity Statement for RFQ(s)..................................................................        9

      Request for Funding from Diversity Action Committee.............................................                 10

      Attachment A: Affinity Group Protocols ...................................................................       11

      Attachment B: Sample DAC Outreach Letter ..........................................................              12

      Attachment C: Contact Information for Diversity .....................................................            13


                                                        Introduction

              To succeed as a leading national firm, we must provide exceptionally creative sol utions
      to business problems arising in increasingly diverse markets. We must deepen and develop
      relationships of trust and confidence with clients who are themselves ever more diverse and
      who operate throughout the global economy. It is becoming increasingly clear that the best and
      brightest attorneys in their fields, and the best and brightest lawyers emerging from law schools,
      are coming from ever more diverse backgrounds.

               A growing number of our clients and client prospects expect that their outside counsel
      will include diverse teams of lawyers with a broad depth and range of experience. One of the
      first formal pushes in this direction occurred in 1999, when the chief legal officers of
      approximately 500 major corporations signed a document entitled Diversify in the Workplace-A
      Statement of Principle. The push for diversity in the legal profession got a boost in the spring of
      2004, when Sara Lee General Counsel, Roderick Palmore, created A Call to Action: Diversity in
      fhe Legal Profession. Over 75 Chief Legal Officers of Fortune 500 companies signed on to the
      “Call to Action” and the numbers are growing. The Call to Action takes the 1999 princi ple of
      diversity a step further; its purpose is to actively advance diversity by encouraging corporate law
      departments to make decisions about retaining law firms based in part on the diversity of those
      law firms. Simply put, if we do not act on our diversity goals and plans, we will not be able to
      compete effectively in the marketplace.

             Our success in the national market, and our success in meeting internal objectives of
      excellence in mentoring, supervision, and professional development, depends on ensuring that
      we achieve and maintain a critical mass of diversity.




498
                                   What’s Going On?
                                Executive Summary
                                          of
                                  Action Items for
                       Diversity Initiative Development Plan
                                      as of October 13,2004

        Implementation: The following is the executive summary of the Diversity Initiative
Development Plan (“Development Plan”) for the firm prepared by the Diversity Action
Committee (“DAC”). The various components of the Development Plan cover a three-year
period, which has been divided into six stages. Each stage covers a period of six months
beginning October 1, 2004. Each specific action item in the plan has been categorized under a
particular stage. The proposed activities covering the first three stages are summarized below.
Because the plan is a work-in-progress, we anticipate that the order of the activities undertaken
as well as the activities themselves may change as we begin implementation.

        In the actual Development Plan, each specific action item listed is assigned to a
particular individual or group of individuals within the firm. This information has been excluded
from the summary below. The individual and/or group assignments and the details outlining
implementation will be set forth in the Development Plan itself. The diversity initiatives of the
firm will be directed and managed by DAC. However, DAC will not be responsible for all
aspects of implementation. Diversity must be a goal embraced by the firm as a whole and not
one committee or group of individuals. Likewise, implementation of the plan will be a shared
responsibility.

       DAC Members: Harry Trueheart (DAC Executive Chair); Kendal Tyre (DC) and Liz
Moore (NYC) (DAC Co-Chairs). Other DAC Members: Rob Carrol (SF), Maggie Clemens
(ROC), Joe Ortego (GC) , Bill Simpson (ROC) and John Snellings (BOS),

                                           * * * *

       Mission Statement: DAC will provide direction and focus to the firm in becoming an
innovative leader in diversity, including attracting, retaining and promoting individuals of
exceptional ability and talent from both sexes and a broad range of racial, ethnic, social,
economic and personal backgrounds and creating an open and inclusive culture within the firm.
We believe that such diversity and inclusion will greatly enhance our ability to meet - and
exceed - our client’s expectations, will help to assure the future success of the firm and will
make our firm a great place to work for all individuals.




5675329.4                                                                                       1

                                                                                                    499
                  What Can I Do as a PGL to Advance The Diversity Initiative?

      The following activities have been identified by DAC as activities that could be undertaken by
      Practice Group Leaders and their respective groups to further NP’s diversity objectives:

      Hiring (both associates and partners)

                  Work with the Recruiting Committee to identify diverse summer associate talent, who
                  have expressed an interest in your practice area, and actively recruiVmentor these
                  individuals throughout the year;

                  Work with our diversity consultant to identify, interview and hire diverse associate
                  candidates for your practice group (See Attachment D, Diversity Consultant Contact
                  Information);

                  Expand the scope of your search to include women and other diverse lateral partner
                  candidates;

                  Raise firm profile and encourage group sponsorship of and attorney participation in
                  targeted events for diverse practitioners in your practice area, e.g. National Em ployment
                  Law Council, National Bar Association, Women’s Bar Association, etc.;

                  Ensure that practice group brochures and marketing materials reflect diversity in content
                  and photographs.

      Retention and Promotion

          o   Identify “grooming” or leadership positions to be filled by women or other diverse
              attorneys in your Practice Group. For example, create co-chair positions for existing
              teams and subcommittees;

          o   Ensure that practice group programs and presentations provide opportunities for
              participation by women and diverse attorneys, particularly during the planning and the
              presentation itself;

          o   Identify partners who are particularly good at and have the time and inter est to provide
              mentoring to associates. Assign those individuals to mentor diverse associates at both
              the junior and senior level. Provide encouragement for them to take the time to be a
              mentor by considering/rewarding their efforts during their evaluation;

          o    Encourage all partners in your group to provide appropriate feedback and mentoring to
              junior associates. To the extent that a problem is identified, address and rem ediate it
              early. Do not wait until it‘s time for the annual evaluation;

          o   Encourage attorneys of color and women to participate in firm programs and activities
              geared toward them, e.g. women’s lunches, affinity groups, etc.;




      5675329.4                                                                                                7

500
     o      Review our firm’s policies on working part-time and support an attorney’s request to work
            part-time or flexible hours. Do not make negative com ments about their work/life
            balance choices or otherwise penalize them for their decision;

    o       Support or encourage attorneys to develop leader ship skills and establish contacts which
            may in the long run lead t o business opportunities by becoming involved in professional
            and community organizations;

     o      Identify diverse talent and formalize practice group plans to further train and ultimately
            retain these individuals (See Attachment A, List of NP Attorneys of Color as of August 1,
            2005);

     o      By a certain date, work to ensure that pitches will not be from homogeneous teams but
            include visible diversity;

    o       Ensure that each client service team has some element of diversity.


Partnerships

    o       Sponsor a diversity-related event hosted by an NP Affinity Group. Events could, for
            example, be organized to invite diverse speakers from your particular industry. This
            would raise NP’s diversity profile with the industry and the community. (See Attachment
            B, Affinity Group Protocols)

    o       Assist in arranging meetings between NP’s DAC and a client‘s equivalent committee to
            share diversity “best practices” (See Attachment C, Sample DAC Outreach Letter)

Miscellaneous

    o       Report on how many clients are formally asking about NP’s diversity efforts

    o       Incorporate any of the foregoing into the practice group’s Business Plan




5675329.4                                                                                                8

                                                                                                             50 1
                                                 ATTACHMENT A

                                                   Proposal for
                                             Affinity Group Protocol

                     -
      Overview Each Nixon Peabody Affinity Group established will be an important component to
      affirm and enhance the firm’s diversity initiatives. These groups will provide a structured forum
      and supportive environment for diverse attorneys, staff (and others) to discuss professional
      development strategies and concerns; identify business development and marketing
      opportunities for the firm; educate the firm and advocate for diversity and inclusion (internally
      and externally) as it relates to that particular Affinity Group. The groups will also facilitate
      mentoring.

                                  -
      Criteria for Formation All proposed Affinity Groups must be approved by the Diversity Action
      Committee (“,,C”).  Each proposed Affinity Group must submit to DAC the following
      information:

                  a. A mission statement that identifies what affinity group within the firm will be
                     supported;
                  b. A proposed budget for meetings and activities ;
                  c. A list of potential activities and calendar of events for posting on the DAC s NPower
                     page;
                  d. A list of potential business development opportunities;
                  e. The names of no more than two individuals who will serve as chair and/or co-chairs
                     of the Affinity Group and also serve on an Affinity Group Steering Committee; and
                  f. Other information as DAC determines is necessary and appropriate.

      The groups should be viewed as a “standing focus groups.” Affinity Group meetings will not be
      “vent sessions” but rather structured events. Meetings will be held in-person and via telephone
      as appropriate. At the discretion of DAC, one or more meetings of each Affinity Group may be
      facilitated by a third-party diversity trainer or consultant.

      The Affinity Group Steering Committee will consist of one or two members of each Affinity
      Group established. These representatives will service as liaisons to DAC and will receive
      leadership training.




      5675329.4                                                                                              11

502
                     Elizabeth D. Moore
                    Partner


                    437 MaQson Avenue New York, NY 10022
                    Phone: 212-940-3052 E-mail: emoore@nkonpeabody.com
                    Website: www.nixonpeabody.com


Practice
Labor and Employee Benefits

Experience
Liz Moore heads the Labor and Employment Practice Group’s preventive services
team, advising clients concerning compliance with federal and state employment laws,
including, but not limited to, anti-discriminationlaws, the Fair Labor Standards Act,
Executive Order 11246, the Family Medical Leave Act, disability laws, and
confidentiality and non-compete requirements. Ms. Moore conducts training programs
on all aspects of employment law, including anti-harassment and diversity training. She
also performs compliance and diversity auQts.

Ms. Moore advises on diversity issues at al of the important institutions in her
                                          l
professional life. In her employment law practice, Ms. Moore counsels employers,
including Fortune 500 companies, colleges and universities, and public sector entities, to
ensure that they maintain workplaces free from harassment and discrimination, and to
remove invisible barriers to recruitment and advancement. At the firm, Ms. Moore co-
chairs its Diversity Action Committee, established to develop a strategy focusing on
women, minorities, gays and lesbians, to ensure that all of the firm’s attorneys and staff
have the opportunity to reach their full potential and to work in an inclusive and
welcoming environment. At her a h a mater, Cornell University, Ms. Moore chairs a
Board of Trustees committee that sponsored a first of its kind conference to bring
minority alumni together on campus to discuss with faculty experts critical issues
affecting minority communities; to encourage greater involvement in Cornell’s future
and development of its strategic agenda; and to provide alumni of color opportunities to
guide current students as role models and mentors. As a trustee of Rochester Institute
of Technology, she serves on presidential task forces created to look at issues that
impact women, GLBT, and minority students, faculty and staff at the university.

Prior to joining the firm, Ms. Moore served as Counsel to New York State Governor
Mario M. Cuomo from 1991 to 1994. In that capacity, she provided legal advice to the
governor, senior staff, and agency heads concerning the complex issues affecting the
State and its citizens.

Prior to her appointment as Counsel to the Governor, Ms. Moore became Director of
the Governor’s Office of Employee Relations and served as the state’s chief negotiator
and principal spokesperson on all labor and employee relations matters. She dwected




                                                                                             503
      the labor negotiations with six public employee unions representing nearly 200,000 state
      employees, including state university faculty and staff, and administered the state’s
      collective bargaining agreements and a broad range of labor and management
      committee activities and employee benefits packages. She also initiated the statewide
      total quality management program.

      Education
      New York State School of Industrial and Labor Relations at Cornell University, B.S.
      St. John’s University School of Law, J.D., honorary Doctor of Civil Law degree

      Admissions
      Ms. Moore is admitted to practice in New York. She is appointed to the CPR
      Employment Panel of Mediators of the CPR Institute for Dispute Resolution.

      Affiliations
      Her memberships include Cornell University, Board of Trustees; Rochester Institute of
      Technology, Board of Trustees; and Burke Rehabilttation Hospital, Board of Directors.
      Appointed by Attorney General Eliot Spitzer to the New York State Second
      Department Judicial Screening Committee.

      Recognition
      Ms. Moore is a recipient of the 2006 New York City Bar Association Diversity
      Champion Award. She is also a Groat Award recipient, the highest honor awarded by
      Cornell University’s School of Industrial and Labor Relations to a member of the
      alumni “who has demonstrated exceptional professional accomplishment in the field of
      industrial and labor relations.” The Association of Black Women Attorneys recopzed
      her as one of its “Leaders for a New Century” by giving her its Legal Community
      Award. She speaks frequently on employment law related topics and diversity issues
      and has appeared on Court TV and CNBC.

      Media Clips
      C N B C “Chsing Bell”. October 14,2004
      Television appearance in which Elizabeth Moore discussed the sexual harassment case
      against Bill O’Reilly of Fox News.

      Albany Is Awash in Blame for Fruitless Legislative Session
      New York Law Journal. June 24,2004
      Article making reference to Elizabeth Moore.

      NYSBA Establishes New Committee
      Long Island Business News June 11,2004
      Article reporting that Liz Moore will serve on the eleven-member    Special Committee
      on the State Constitution and Governance.

      Avoiding Holiday Lawsuits: How to Protect Your Company So The Partying Doesn’t
      Get Out of Hand



                                                                                              2

504
Entrepreneuxcom December 3,2003
Article featuring comments by Liz Moore.

What it Takes to Qualify as a Woman-Owned Biz Entity
Long Island Business News June 14, 2002
“Experts” column featuring Liz Moore.

Elizabeth Moore Works to Improve Labor Relations for Her Clients
Wbmen9Business New York February 2002
Article profikng Liz Moore.

How Not To Discriminate
Best Practices in HR November 24,2001
Story quoting Elizabeth Moore.

Keeping Holiday Parties Harassment Free
Entnpreneur’s On,$ December 18,2000
Appearance by LIZ  Moore on Tony Guida’s CNNfn program.

New Businesses: Don’t Ignore Employment Practices
Minor$y BusinessJournal. May/June 2000
Article byhed by Liz Moore, focusing on the importance of legal hmng practices.

Legal Matters: You Need to Know; In a Rush to Start Your Business? Don’t Ignore the
Legaltties
Black Enterprire July 2001
Story in which Liz Moore discussed labor employment tips.

Safeguarding a Company against Discrimination Lawsuits
Business Unusual
CNNfn broadcast program on which Liz Moore was the featured guest. The interview
session focused on the increase in dscrimination cases and how companies can become
more proactive to prevent lawsuits.

Top Black Lawyers
Network Journal December/January 2001
Feature story profiling Elizabeth Moore. The Network Jozmalis a magazine for Black
professionals and small businesses.




                                                                                     3


                                                                                         505
508
Elizabeth D. Moore, Partner
New York, New York
Throughout her professional life, Liz Moore has mentored
women and minority attorneys. She says, “I understand the
mnccrn of trying to balancc work and family, of trying to fit
in when y o u colleagues don’t have the same background or
interests.” Liz hlicw that diversity progams should not
only encourage respect for diffrrcnt c u l m and back-
grounds, but also be conccrncd with “understanding the life
circumstanm that help or hinder achievement,”

As a member of the New York Urban League's Board of
Dirmon, Liz played a role in creating its Champions of
Diversity Award. She also chain a Cornell Uniwsity Board
of Trusrees cornmiace that ~tablishedan alumni-student
mentoring program for minority students. Both mla c x p m
her interest in helping young p p l c achieve their b s .




mgly diverse markctplacc.

Shds plcaxd that Nmn
too. “Our f c son cnsunng that
           ou
William Sirnpson,
Director of Human Resources
Rochester, New York

                      r a number of corpora-
                     to pur an end to it by


                          he witnased i rhc
                                       n


                            non at i worn
                                   s
                        marked ‘Whites’ and
516
517

								
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