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There is this concept called “automaticity” which, describes the point (as the name suggests) when we begin to do things automatically. In the article, “How To Learn A New Skill Well Enough To Do It Automatically,” author Benjamin Hardy opines that “automaticity” is actually the third stage in the procedural knowledge learning process and in essence, manifests when one’s constant and intensifying repetition of a task makes them so proficient that they can perform that task without thinking. Hardy suggests that achieving automaticity is critical because on the other side of it (on the other side of this intense practice of over-learning) is “a much wider sphere of action,…[where] what you do becomes a natural extension of who you are.” It is at this point when one transcends from just doing to being. Three years ago, we decided a shift was in order Our heart relative to our commitment to diversity and Plainly, we decided that we wanted if you will, has inclusion. correction, that we needed to come up now more than –higher. Don’t get me wrong, our commitment to diversity and inclusion is longstanding and ever before, has always been real. But it is said that a tree is lined up with known by its fruit. The fruit we desire (as our platform vision what we know provides), is to be a firm seen by top talent from all backgrounds as “both the preferred destination in our head. and national standard relative to excellence, inclusive engagement, and empowerment in action.” Such a bold vision required a shift. And since then, we have been doing so aggressively and without hesitation, determined to move the ball toward being a better Barnes & Thornburg than we were the day before.
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In putting together this annual report (and thus thinking about how to capture our 2019 relative to our diversity and inclusion commitment), it occurred to me that somewhere over the course of these last three years,
WE ARE
we’d reached Hardy’s state of automaticity and indeed, moved into the “sphere of action” where activating our authentic commitment is now reflective of who we are as a firm. I see it for example in the partnership we forged with Bright Horizons to afford all of our talent emergency day care and elder care benefits, and in the deliberate and marked elevation of our women and minority talent (especially to positions of leadership). – Nelson Mandela And while I know the pages that follow are focused on our story last year, the shift toward “being” versus just “doing” is perhaps most evident in the way in which we have boldly united to care for one another and our clients in the face of this unprecedented COVID-19 pandemic.
A good head and a good heart are always a formidable combination.
Certainly and as we express often, so much work remains. But we can say without equivocation that cultivating a culture where all are seen and valued has become a part of Barnes & Thornburg’s DNA.
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In laymen’s terms per Hardy, this means that our heart, if you will, has now more than ever before lined up with what we know in our head. And what we know is that our authentic commitment to diversity and inclusion is not just a business imperative, but a truth we strive to live by every day. We believe this separates us from the pack. It’s who Robert T. Grand Dawn R. Rosemond we are! Bob and I truly hope you Firm Managing Partner Firm Diversity Partner concur. Diversity and Inclusion Committee Co-Chairs
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OUR MISSION
To position all of our talent to win – individually, collectively, and for our clients.
OUR VISION
To align the business of diversity and inclusion so fully with the business of the firm that top talent from all backgrounds sees Barnes & Thornburg as both the preferred destination and national standard relative to excellence, inclusive engagement, and empowerment in action.
OUR CORE
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• We strive to reflect the clients we serve and the communities in which we have the privilege to practice law. • We define, promote and embrace diversity broadly to foster authentic inclusion. • Our commitment to diversity and inclusion permeates every aspect of how we conduct business. • We are responsible stewards of our resources, taking care to use our influence, brand, purchasing power, and thought leadership to drive diversity and inclusion growth outside the walls of our firm. • We proactively seek out and pursue opportunities to better support, empower, and promote our talent. • We continuously look for innovative solutions to remain effective, relevant, and in tune with our clients’ values and business objectives.
OUR PLATFORM PILLARS Empowering our talent
Aligning business with values
Cultivating inclusion
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ENTRENCHED SPONSORSHIP 298 participants and 149 pairings, up 16% in 2019 New class of sponsors – Senior associates raised their hand to be Keymakers
+ INCREASED ACCOUNTABILITY
Three courses offered through BTLaw Academy to support Project Keymaker and overall professional development
“There is comfort in knowing there is at least one person you can count on to provide consistent motivation, advice, support, and coaching to help reach your goals. I am delighted to be able to provide any knowledge and experience to better someone’s career and create a positive experience, and hopefully have a little fun along the way!” – Olivia Clavio, Keymaker, Of Counsel, Intellectual Property
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CREATED GREATER FIRMWIDE LEADERSHIP OPPORTUNITIES FOR WOMEN & MINORITY TALENT
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Empowering our talent
NOW 5 TALENT RESOURCE GROUPS BTAPA
(For our Asian Pacific American teammates and allies)
BTBempowered
(For our black and African-American teammates and allies) LEADS
Michael Battle, Gray Mateo-Harris, Melanie Mawema and A. Elizabeth Underwood
LEADS Mark Kittaka and David Wong
BTPride
(For our LGBTQ teammates and allies) LEADS Amber Bollman and Brian Jarman
BTLatinx
(For our Hispanic and Latinx teammates and allies) LEADS
Ladene Mendoza and Katrina Thompson
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BTWomen
(For our female teammates and allies) LEAD Denise Lazar
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Effective Jan. 1, 2019, market-leading
NEW parental leave benefit affording all talent 16 weeks of leave at 100 percent pay inclusive of adoptions
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29 teammates took leave in 2019
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16 mothers 8
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13 fathers
Emergency day care and elder care benefits now available to
Empowering our talent
ALL
of our talent
NEW
Forged Partnership with
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CONTINUED BRAND ELEVATION
NEW Platform Logo
Embodying Inclusion
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NEW Client and Alumni Features
NEW PLATFORM VIDEO:
“OUR DIFFERENCE” Aligning business with values
CLICK IMAGE TO VIEW.
Scan to experience “Our Difference”
I walked into the office and I saw people who looked like me. And I went onto the website, and I saw partners who looked like me. –Bunnie Poullard
Diversity and inclusion are very important to our organization because it really helps us do our best work. Working with people from different backgrounds helps us see the world in a different way and helps us help our clients. -Connie Lahn
Minneapolis Office Managing Partner
Associate, Corporate
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Designed to promote mindful procurement and purchasing decisions consistent with our commitment and core values
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Aligning business with values 13
Tapped throughout the year to provide diversity and inclusion training and counseling outside our walls
THOUGHT LEADERSHIP IN ACTION New, bold parental leave benefit leads to spot on panel for the 2019 Early Learning Summit For Childhood Development 13
Continued Growth Of “I AM BARNES & THORNBURG” Campaign Elevated outreach Enhanced website and social media presence, for firm and individuals Exposed broader cross-section of firmwide talent
INDY
PRIDE PARADE
JUNE 8,2019 14
50+ BT teammates and allies walked in the Indy Pride Parade for the first time
92.8%
Attendance and participation across all of the firm’s offices
Cultivating nclusion
FIRMWIDE DIVERSITY & INCLUSION AND EQUITY TRAINING
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Diversity, equity, and social justice work is about creating community, which involves building trust through careful listening, respectful disagreement, and taking risks.
LED BY
Being an “ally” is an ongoing process that involves selfreflection, an openness to new ideas, a willingness to listen to people’s lived experiences, a commitment to ongoing education, and a willingness to take action and take risks … it first requires an understanding of one’s own social identities.
There is no ‘silver bullet’ and we don’t have to fix everything immediately; so we need to do this work in a strategic and sustainable way. And taking care of ourselves as we do this work is critical.
Every person is capable of moving equity and diversity forward; it is always about social identities and personal values.
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“SHIRLEY’S LEGACY” AWARD RECIPIENTS PAST EXTERNAL AND INTERNAL WINNERS 2015 – Hon. Sarah Evans Barker, U.S. District Court, Southern District of Indiana; Chief Justice Loretta H. Rush, Indiana Supreme Court; Carol A. Stephan, Indiana Utility Regulatory Commission. 2016 – Lauren K. Robel, Provost, Indiana University Bloomington, and Executive Vice President, Indiana University; Kristin G. Fruehwald, Retired Of Counsel, Barnes & Thornburg LLP
2019 WINNERS
Kristina Box, Indiana State Health Commissioner
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Connie Lahn, Minneapolis Office Managing Partner Barnes & Thornburg
Our “Shirley’s Legacy” award is named after Barnes & Thornburg’s first female partner, Shirley Shideler, and was created to honor trailblazing women who embody her legacy of excellence, leadership, service and mentorship.
2017 – Judi Sobecki, U.S. General Counsel, The AES Corporation; Sharon Barner, Vice President and General Counsel, Cummins Inc.; Erin Roth, Senior Vice President, General Counsel and Secretary, Wabash National Corporation; Carrie Hightman, Executive Vice President and Chief Legal Officer, NiSource Inc.; Cynthia Kretz, Vice President and General Counsel, Cook Group Inc. 2018 – Karen Freeman-Wilson, Mayor of Gary, Indiana; Julia Spoor Gard, Chair of the Barnes & Thornburg Intellectual Property Department
Cultivating nclusion
2ND YEAR IN A ROW, Honoring MLK, Jr. Day with Firmwide Day of Service
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Liz Abren, Barnes & Thornburg Director of Business Development
I am energized by the notion of being a better, more vocal advocate closer to home… I make a promise not to let bigotry voiced in my presence stand because as you said, to remain silent in the face of oppression and cruelty is the ultimate tragedy.
A Heartfelt Tribute to Martin Luther King, Jr. from our 2019 Camille B. Conway Award Recipient
The Camille B. Conway “Diversity Award” is named in recognition of the late Camille Conway, a Chicago office partner, in appreciation of his contributions to diversity efforts in the firm and of his role on the Diversity Committee. The award honors those in the firm who go above and beyond to foster a true inclusive and equitable work environment. 17
BY THE NUMBERS* FIRMWIDE
EVER – INCREASING INVESTMENT Barnes & Thornburg supports and/ or is a member of more than 100 organizations nationwide that champion change on the diversity and inclusion front. Examples include: • Anti-Defamation League (ADL) • Corporate Counsel Women of Color (CCWC) • Joseph Maley Foundation • Lambda Legal • Leadership Council on Legal Diversity (LCLD) • Minority Corporate Counsel Association (MCCA) • Membership in over 25 national and local affinity bar associations, such as National Asian Pacific American Bar Association (NAPABA), National Bar Association (NBA), Hispanic National Bar Association (HNBA), and National LGBT Bar Association
9.4%
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9.4 percent increase in dollars committed for sponsorships, outreach, education and professional development nationwide
0.9% 2.0% 2.2% 11.6% 50% Disabled Veteran LBGTQ Minority Female Includes all Barnes & Thornburg personnel (Attorneys and business professional teams)
ATTORNEY
0.8% Disabled
2.3% Veteran
2.0% LBGTQ
*As of 12/31/2019
10.7% Minority
29.1% Female
2019 Summer Associate/Intern Class – 57.7 percent female; 34.6 percent minority
14%
Women and Minority New Hires
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1L DIVERSITY SCHOLARSHIPS
Indianapolis, Chicago, South Bend/Elkhart
1%
Minority Attorneys
11%
Minority Partners
2.5%
Female Attorneys
47%
Over 47% Women and Minority Promotions to Partner
7%
Female Partners
Management Committee – 24 percent women and minority representation; executive committee – 19 33 percent female
15.4%
15.4 percent increase in talent engagement re: diversity and inclusion initiatives 19
INDUSTRY TAKE-NOTABLES NAMED A
TOP LAW FIRM FOR WOMEN BY
WomenInc. MAGAZINE
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NAMED “D&I LEADER” BY LAWYERS OF COLOR® 2019
100% PARTICIPATION IN LCLD PROGRAMMING 21
(FELLOW, PATHFINDER, 1L SCHOLARS)
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FIND US Locations Twitter LinkedIn Blogs RSS FEED 22
YouTube
Diversity and Inclusion Committee CO-CHAIRS
Robert T. Grand Dawn R. Rosemond
DIVERSITY AND INCLUSION COORDINATOR Kelly Atkinson
TALENT RESOURCE GROUP LEADS BTAPA
Mark Kittaka, David Wong
BTBEmpowered
Michael Battle, Gray Mateo-Harris, Melanie Mawema, A. Elizabeth Underwood
BTLatinx
Ladene Mendoza, Katrina Thompson
BTPride
Amber Bollman, Brian Jarman
BTWomen Denise Lazar
STANDING/EX OFFICIO POSITIONS Firm Managing Partner (Robert T. Grand) General Counsel (Karoline Jackson) Director of Human Resources (Monica Lockard) Chief Operating Officer (Steven Merkel) Law Student Recruiting Chair (William Padgett) Legal Recruiting Director (Jesse Reeves) LPA Director (Savannah Robinson)
VOLUNTEER OFFICE REPRESENTATIVES
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Matthew Agnew (Dallas) Laing Akers (Columbus) Christina Baugh (Atlanta) Lauren Box (Indianapolis) Mike Carrillo (Chicago) Michael Durham (South Bend/Elkhart) Autumn Gear (Minnesota) Thomas Hanson (Delaware) Salvador LaViña (Los Angeles/San Diego) Michelle Mikol (Washington, D.C.) Tejas Shah (Chicago) Erika Weiss (Grand Rapids)
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