Diversity & inclusion Newsletter

D I V E R S I T Y & I N C L U S I O N NE WSLE T TER

F O U R T H Q UA R T ER D I V E R S I T Y & I N C L U S I O N NE WSLET TER

btlaw.com

1

F O U R T H Q UA R T ER 2 015 A L L I N

Diversity discussion:

A conversation with the women who sit on Barnes & Thornburg’s Management Committee

Karen McGee, Washington, D.C., Managing Partner Q: Why it is important to have women in leadership?

A: Having women in leadership provides different perspectives on issues. Additionally, women in leadership serve as an example for other women.

Q: What is one piece of advice you would give to young female attorneys?

A: Seek out a mentor and grow that relationship. Take responsibility for your career.

Q: What is your vision for the future of Barnes & Thornburg?

A: My vision for the future of Barnes & Thornburg is a prosperous and diverse firm that continues to focus on serving clients.

Melissa Vallone, Management Committee Member

Pictured from left to right: Connie Lahn, Minneapolis Managing Partner; Melissa Vallone, Chicago, Management Committee Member; Karen McGee, Washington, D.C., Managing Partner; and Terri Bruksch, Indianapolis, Management Committee Member

Connie Lahn, Minneapolis Office Managing Partner Q: Why are diverse teams important?

A: Diverse and inclusive teams produce the best results. They are able to view problems and solutions differently and come up with more innovative solutions.

Q: How do you define work/life balance?

A: I do not put the pressure of trying to balance work and family on my plate. I treat family commitments as I treat client and work commitments: I schedule them and make them a priority. I keep Friday nights open for family night and do not compromise on that.

My son is a regular at the office on weekends, playing with Legos while I get things done. I am lucky; he still thinks it is fun and special to be in the office with me.

Q: What is one piece of advice you would give to young female attorneys?

A: This is a rewarding career and Barnes is a place where women can achieve great things.

Talk to mentors to get guidance on any issues you are having and seek out many mentors.

2

Q: What is one piece of advice you would give to young female attorneys?

A: One piece of advice I’d like to give to young female attorneys is to approach each goal with the knowledge that you have the ability, training and drive to do it well, period. Make it your mission to leave each person with the thought that you are an exceptional attorney.

Q: What is the best advice you ever received?

A: The best advice I’ve ever received is to always look at all sides of an issue, to step out of my particular position and consider the other side BEFORE taking action or responding.

Q: Why do you choose to be part of the Management Committee?

A: I choose to be part of the Management Committee because I love the firm and am invested in its future.

Due to her caseload, Terri Bruksch was unable to respond.

38% Thirty-eight percent of female attorneys at Barnes & Thornburg serve in leadership roles and on internal committees.

D I V E R S I T Y & I N C L U S I O N NE WSLE T TER

Women in Leadership: We reached out to our female attorneys. This is a sampling of their internal and external leadership activities Atlanta

Group Co-Chair

Regulatory Litigation Practice Group Co-Chair

Appellate Practice Group Co-Chair

Beth Davis: LGBT Initiative Co-Chair; Suzi Bass

Melissa Vallone: Management Committee

Julia Gard: Indiana University Purdue University-

Kelley Olah: Drug and Medical Device Litigation

Awards Board Chair; Lambda Legal National

Member; Intellectual Property Department

Indianapolis University Library President

Practice Group Co-Chair; Western Center on Law

Leadership Council

Administrator

Anne Grayson: eDiscovery, Data and Document

& Poverty Board of Directors and Development

Leslie Weiss: Corporate Department Co-

Management Practice Group Chair; Technology

Committee Member

Administrator; BT VentureTech Practice Group

Committee Vice Chair

Co-Chair

Karoline Jackson: Firm General Counsel

Chicago Mercedes Badia-Tavas: Chicago Chapter of the American Immigration Lawyers Association (AILA) Vice Chair; AILA Midwest Regional Conference Chair

Columbus

Heather Delgado: Healthcare Department

Holly Heer: Community Development and Tax Credit

Administrator

Finance Practice Group Chair

Paula Goedert: Associations and Foundations

Katrina Thompson: Women Lawyers of Franklin

Practice Group Chair

County Secretary

Alice Martin: American Intellectual Property Law

Julie Veldman Harris: Notre Dame Law School

Association Community Co-Leader and Plant Biotech

Board of Directors Member

Subcommittee Co-Chair Barbara Dunn O’Neal: Academy of Hospitality Industry Attorneys President-Elect Denise Lazar: Toxic Torts Practice Group Co-Chair; Women’s Initiative Co-Chair Joan Long: Advertising and Marketing Practice Group Chair Elizabeth Peters: Economic Development Commission of Riverside, Illinois, Chairperson Erika Powers: Environmental Department Vice Chair; Alma College Board of Trustees Member, Chair of Faculty, Academic and Student Affairs Committees Mari Regnier: Global Services Practice Group CoChair Nancy Schimmel: Property Tax Practice Group Co-Chair Christine Skoczylas: Commercial Litigation Practice

Fort Wayne Kathleen Anderson: Wage and Hour Practice Group Co-Chair, Diversity and Inclusion Committee Co-Chair Dawn Rosemond: Litigation Department Administrator

Katie Matsoukas: White Collar and Investigations Practice Group Vice Chair Teresa Morton: Energy, Telecommunications and Utilities Practice Group Co-Chair Mariana Richmond: Immigration and Global Mobility Practice Group Chair Meredith White: The Orchard School Board of Trustees Secretary, Governance Committee Chair Heather Willey: Indiana Commission on Women Board Member; United Way’s Women of Tocqueville Committee Board Member; Barnes & Thornburg United Way Campaign Chair; Women’s Initiative CoChair; Charter Schools and School Innovation Practice Group Chair Angela Wessler: Founding Member and President

Minneapolis Felicia Boyd: Intellectual Property Department CoChair and Administrator (Minneapolis and Columbus) Annamarie Daley: Antitrust and Competition Law Practice Group Co-Chair Connie Lahn: Management Committee Member; Minneapolis Office Managing Partner; Asset Revitalization Practice Group Co-Chair; Unmanned and Aerial Vehicle Practice Group Co-Chair; Finance, Insolvency and Restructuring Department Administrator South Bend/ELKHART Janilyn Daub: Labor and Employment Law Department Administrator Laura Seng: Healthcare Department Chair and Administrator

Indianapolis

of the Executive Women in Finance

Kim Blanchet: Executive Women in Finance

Jennifer Tudor Wright: Indianapolis Bar

Washington, D.C.

Founding Member

Association (IBA) Young Lawyers Division Chair

Teresa Jakubowski: Disability Practice Group Chair

Terri Bruksch: Management Committee Member; Litigation Department Co-Administrator Jan Carroll: Media Practice Group Co-Chair Anne DePrez: Christ Church Cathedral Foundation Board Chair; CICOA In-Home Solutions Vice Chair; Finding One’s Voice Governance Chair; Financial and

Los Angeles Mary Garnett: Real Estate Department Administrator Rachel Lerman: Constitutional Rights Foundation Executive Board Member; Louis D. Brandeis Center

Karen McGee: Management Committee Member; Washington, D.C., Office Managing Partner; Corporate Department Administrator Linda Weinberg: International Trade Practice Group Co-Chair

for Human Rights Under Law Vice President;

btlaw.com

3

F O U R T H Q UA R T ER 2 015 A L L I N Attorney Q&A: Meet Michael Carrillo

Women in White Collar Meet for Inaugural Event Katie Matsoukas of the Indianapolis office hosted the inaugural meeting of the Indianapolis chapter of the Women’s White Collar Defense Association (WWCDA) on Nov. 4. The event featured a networking reception and a presentation by one of the founders of the WWCDA who discussed the goals of the organization and the benefits of membership.

“I was a member of this organization’s Chicago chapter,” Katie said. “I found it to be a wonderful organization and liked its exclusive focus on practice and business development. After moving to Indianapolis, I realized that we had a small, but mighty, population of women in the white collar field, so I reached out to the national organization to discuss starting an Indianapolis chapter. Currently, I am serving as the City Leader for our Indianapolis chapter.”

The Indianapolis chapter of WWCDA will provide opportunities for female attorneys to share case developments, hear speakers and ask for strategy advice in defending white collar cases.

“Since referrals are a critical and primary source of business development in the white collar practice area, it is key to know and understand the practices of other white collar attorneys in the area and nationwide,” Katie said. “The goal is to increase everyone’s business and to refer as much business to female practitioners as possible. One unofficial mantra of the group is to think of three women to whom you could refer a matter before you go to a male attorney. Nothing against male attorneys of course – but traditionally men have built these networks through the ‘old boys network,’ so we are trying to do the same.”

Michael Carrillo is a partner in the Chicago office and serves on the firm’s Management Committee. As part of the Intellectual Property Department, Michael represents and counsels individuals and corporations on patent, trademark, copyright and trade secret matters, and foreign and domestic patent and trademark protection.

Q: What community/legal organizations are you involved in?

A: I am on the board for the Hispanic Lawyers Scholarship Fund (HLSF) and involved with the Marillac Organization. HLSF provides a great avenue for me to contribute to the development of Hispanic attorneys and it also allows me to stay abreast of the issues that affect the Hispanic legal community. Over the years, we have given out many scholarships and fellowships and we have also mentored Hispanic law students at many of the local law schools. To see some of our former scholarship recipients graduate and become successful practicing lawyers is one of the more rewarding experiences I have had throughout my career.

Michael Carrillo

Q: Why did you decide to go into law?

A: I went to undergrad planning to become an engineer, and after a business law course and a history of constitutional law course, I decided I wanted to be a lawyer. As an intellectual property attorney, I am a little bit of both, so it worked out perfectly for me. I think it provides the perfect blend of law and technology.

Q: Who is your ideal client?

A: Clients with a manufacturing or software business. I really enjoy learning about their underlying business.

This allows me to have a better understanding of what is important to their business and what types of intellectual property protection might provide them with a competitive advantage with respect to others in their industry. I also draft a lot of agreements, so understanding the business helps in these areas as well.

Q: What is your favorite part of your practice?

A: I really enjoy counseling clients on how to handle thorny issues. This is often related to other areas besides intellectual property, so there is an added benefit of working with attorneys in other groups, such as litigation, labor and employment, or corporate. We have great attorneys with expertise in a variety of different legal areas.

Q: What is your biggest accomplishment?

A: It’s hard to pinpoint one thing because there have been several great milestones that I have experienced as an attorney. Going to law school was the start, since I was the first person in my family to attend or graduate from college. This was a little disconcerting at first, since I didn’t have many people to turn to for advice on things like office politics, generating clients or just practicing law. Luckily, I worked with some great mentors and I had a solid group of law school classmates to turn to for advice. One of them, Jon Froemel, a partner in the Chicago office, was the reason why I joined Barnes & Thornburg.

Q: What’s one thing you can’t live without?

A: Sports. I love to play and watch sports. A couple of years ago I might have said golf, but it turns out I am much better at watching golf than playing. I still enjoy it though. With respect to playing sports, it is part of maintaining my work/life balance, as it lends to stress relief. It also helps with avoiding the pitfalls of a sedentary lifestyle. Lastly, I really enjoy competition and sports are a great outlet for that.

4

D I V E R S I T Y & I N C L U S I O N NE WSLE T TER Wessler Organizes Executive Women in Finance Realizing that central Indiana was lacking in organizations that focus solely on the interests and professional development of women in the area of general finance, Angela Wessler of the Indianapolis helped create Executive Women in Finance.

“I believe it is fairly well known that executive level roles in many financial institutions, like banking, accounting, CFO/treasurer roles, have been traditionally male-dominated,” Angela said. “Women have experienced a slower rate of success moving into leadership positions in these organizations than in other professions. I reached out to a number of talented and influential women in the legal, banking and accounting industry in Indianapolis and convinced several of them to join me in forming a steering committee to explore whether we should launch this new organization, and to determine how such an organization should operate.”

Kim Blanchet of the Indianapolis office was a member of the steering committee and now sits on the board of directors, along with Angela.

Attorneys Attend National NAPABA Convention John Meyers of the Atlanta office, Mark Kittaka of the Fort Wayne office and David Wong of the Indianapolis office attended the 2015 National Convention of the National Asian Pacific American Bar Association (NAPABA) in New Orleans on Nov. 5-7. The firm was a bronze sponsor of the event, where more than 1,500 Asian-Pacific law firm attorneys, in-house counsel, judges and law students were in attendance. NAPABA brought in a number of notable attorneys in leadership roles with the federal government, such as Jenny Yang, chair of the Equal Employment Opportunity Commission (EEOC) and Michelle Lee, director of the Patent and Trademark Office (US PTO).

At the event, NAPABA partnered with the National Asian Pacific American Law Students Association (NAPALSA) to host a national law student conference to help the next generation of APA lawyers develop the skills and relationships necessary to succeed and thrive in this challenging profession. David participated in a panel discussion on “Liability Exposure for Tweets, Posts and Other Social Media Communications.”

Barnes & Thornburg is one of the founding financial supporters for NAPABA’s affiliate in Indiana, with Mark Kittaka as one of its founding board members.

Executive Women in Finance Board Members, pictured bottom from left to right: Mandy Parris, Angela Wessler of Barnes & Thornburg, Nicole Vogt. Top: Erin Dettwiler, Ashley Hughes, Kim Blanchet of Barnes & Thornburg and Erin Eberly.

“We are thrilled about the level of support we have received since our launch on Nov. 9,” Angela said. “We have received a number of sponsorship commitments from well-respected financial institutions and professional organizations, and our membership base of founding members is beginning to grow. It is our hope that Executive Women in Finance will serve as a forum for women in the financial sector in central Indiana to enjoy networking and professional development opportunities, and to be educated about current topics of interest that will lead to enhanced business success and professional growth within their respective organizations.”

David Wong of Barnes & Thornburg, pictured second from left, with other members of NAPABA.

btlaw.com

5

F O U R T H Q UA R T ER 2 015 A L L I N Indianapolis Partner Takes on New Role, Becomes Firm’s First Female General Counsel With an eye toward the future, Barnes & Thornburg has named Indianapolis partner Karoline (Kari) Jackson as the firm’s general counsel and Steve Badger as deputy general counsel. Kari, who has been with the firm for 15 years, is only the second general counsel in the firm’s history and the first female in the role.

Anderson Moderates Women’s Perspectives Panel Kathleen Anderson of the Fort Wayne office moderated a program in Fort Wayne on Oct. 6 with Indiana Supreme Court Chief Justice Loretta Rush and a number of other female judges. The program, “Advocacy in the Courtroom and Boardroom: Women’s Perspectives,” discussed the effect of gender in various roles.

Brandeis Center Appoints Lerman Karoline Jackson

As general counsel and deputy general counsel, Kari and Steve will lead Barnes & Thornburg’s risk management and internal professional responsibility initiatives.

Kari joined the firm as an associate and has served as co-administrator of the Litigation Department in Indianapolis, the firm’s largest area of practice, and in a number of firm administrative roles.

She represents businesses and individuals in a variety of civil litigation matters in both state and federal courts throughout the United States and concentrates her practice in the areas of complex commercial litigation, real estate litigation and securities litigation. Kari is recognized on the Best Lawyers in America list for her work in commercial litigation.

Her complex commercial and securities litigation practice covers a wide range of areas, including contractual disputes, residential mortgage-backed securities, corporate governance, regulatory compliance, securities fraud, and class action and multidistrict litigation. Kari also represents broker-dealers and other businesses in arbitration and regulatory forums, including FINRA and the American Arbitration Association.

Kari graduated from Ball State University in 1995 with a bachelor’s degree, summa cum laude, and earned the Dean’s Citation for Perfect Academic Record. She received her law degree, magna cum laude, from Indiana University School of Law-Bloomington.

Prather Recognized with Award by Maurer School of Law Tony Prather of the Indianapolis office was one of three Indiana University Maurer School of Law alumni presented with the school’s Distinguished Service Award. The Distinguished Service Award was established in 1997 to recognize law school alumni who have distinguished themselves in service to their communities and the school in ways that far exceed traditional business, professional and civic duties.

Rachel Lerman of the Los Angeles office has been elected vice president of the Louis D. Brandeis Center for Human Rights Under Law. The mission of the Louis D. Brandeis Center is to advance the civil and human rights of the Jewish people and to promote justice for all.

Willey Appointed as Senate Republican Commissioner

Rachel Lerman

Heather Willey of the Indianapolis office has been appointed as a commissioner to the Indiana Commission for Women. She was appointed by Indiana Speaker Pro Tempore David Long (R-Fort Wayne). The Indiana Commission for Women’s mission is to understand the needs of Indiana women and their families and to work strategically both within government and in our communities to help bring about positive solutions.

Firm Continues Commitment to Leadership Council on Legal Diversity Bob Grand, David Wong and Shannon Williams of the Indianapolis office attended the Leadership Council on Legal Diversity (LCLD) sixth annual meeting held in Chicago on Sept.

28 and 29. LCLD fellow alumnus Lindsey Dates of the Chicago office attended the kickoff reception. LCLD is an organization made up of more than 225 corporate chief legal officers and law firm managing partners, working to build a more open and diverse legal profession. A record number of LCLD members and fellows met in Chicago on to build on the organization’s success in developing programs and initiatives to advance diversity in the legal

Tony Prather

Bob Grand

6

David Wong

Shannon Williams

D I V E R S I T Y & I N C L U S I O N NE WSLE T TER profession. Called to action by Robert Grey, president of LCLD, and Brad Smith, board chairman of LCLD and president of Microsoft Corporation, the members worked in a series of morning sessions to expand curricula for LCLD programs, develop pipeline initiatives, and share the values of justice and the legal profession with a new generation of diverse talent.

At lunch, Martha Minow, dean of Harvard Law School, gave a keynote address.

Offices Host Reception and Women’s Whiskey Tastings On Oct. 7, Mari Regnier, Erika Powers and Debbie Thorne of the Chicago office hosted a “Women’s Whiskey Tasting.” Nearly 25 firm clients and invitees attended the event held in the Chicago office. Kristina Magro of the Heisler Hospitality Group educated attendees on the subtleties of the six different whiskey brands available for tasting.

On Nov. 19, the Grand Rapids office also hosted a “Whiskey Tasting For Women” event. Nearly 50 female clients and potential clients attended this informational and fun networking evening. Guests were treated to six whiskey types, led by a whiskey aficionado loaned to us by client Alliance Beverage.

Daley, Studebaker Organize Roundtable at Conference in Chicago Annamarie Daley of the Minneapolis office and Dr. Christina Studebaker of the Indianapolis office and of ThemeVision organized a roundtable discussion for the American Bar Association’s Women of the Section of Litigation conference that was held in Chicago on Nov. 11-13. The session focused on “Meeting the Challenges of Being a Female Litigator: Can We Get Past the Stereotypes?” The discussion examined gender norms and stereotypes, implicit bias, impression management techniques and other techniques to help female litigators effectively communicate to jurors and judges, collaborate and/ or supervise fellow trial team members, and develop client relationships. The discussion was co-moderated by the Honorable Alison Conlon (formerly of Barnes & Thornburg). Kara Cleary of the Atlanta office and Andrea Warren of the Indianapolis office also attended the conference.

Annamarie Daley

Book Review: Angela Freeman Provides Insights on “Hidden Bias: How Unconscious Attitudes on Diversity Undermine Organizations and What To Do About It” by Gerard J. Holder Unconscious/hidden bias is defined in “Hidden Bias” as “thoughts, assumptions, negative or positive, gathered over the course of a lifetime.” According to the book, authored by Gerard J. Holder, “Prejudice and stereotypes are the two most obvious forms of hidden bias. Prejudice is an unjustified adverse opinion about a person based on his or her membership in a certain group. Stereotypes are oversimplified opinions and generalizations about a whole class or group of people or things.”

Angela B. Freeman of the Indianapolis office read “Hidden Bias” for a panel discussion hosted by the Indianapolis Chapter of Healthcare Businesswomen’s Association (HBA) in Indianapolis on Oct. 20. The panelists discussed unconscious bias, their personal experiences with unconscious bias, and how it affects the workplace.

We recently asked Angela to provide key takeaways from the book in light of her own personal and professional experiences:

1

“Hidden Bias” discusses four levels of diversity competence of individuals in an organization. I have learned in my own life’s experiences and encounters that unconscious and hidden biases affect everyone, meaning those with and without a diverse background. Moreover, I have learned that diverse and non-diverse persons alike hold unconscious or hidden biases about others. Those biases are often driven by childhood upbringing, interactions, and experiences. But ultimately, I believe that we all have areas where we hold stereotypical views, thoughts, and perceptions about other people that we must be aware and conscientious of in order to prevent those biases from negatively affecting others, personally or professionally.

No matter how diligent we are to identify and curtail our own personal unconscious biases, I believe that we must also recognize that the legal field is one of the most predominant industries in America where the impact of unconscious bias has been historically pervasive.

Christina Studebaker

btlaw.com

7

F O U R T H Q UA R T ER 2 015 A L L I N In fact, recent studies have highlighted the institutional bias that often occurs in the legal profession as a whole. For example, in 2014, there was a small study conducted by a team of legal researchers led by Dr. Arin Reeves on unconscious bias in the legal profession called “Written in Black & White: Exploring Confirmation Bias in Racialized Perceptions of Writing Skills.” In the study, 60 law partners (23 women/37 men; 21 minority/39 Caucasian) were given the same writing sample. Half of the partners were told the writing sample was written by an African-American male, the other half were told the writing sample was written by a Caucasian male. The partners were asked to rate the writing sample from “1” indicating extremely poorly written to “5” indicating extremely well-written. The results of the study indicated that the “Caucasian” Thomas Meyer scored 4.1 out of 5 overall, while the “African-American” Thomas Meyer scored 3.2 out of 5 overall. A conclusion of the study was that there are “commonly held racially-based perceptions about writing ability that unconsciously impact our ability to objectively evaluate a lawyer’s writing.”

2

As shown by the “Written in Black & White” study of the legal industry, “Hidden Bias” asserts that there is a strong “business case for diversity” in all industries.

Most notably, because “incompetence is expensive!” Companies pay a lot of money in legal fees and monetary damages in trying to defend company policies and individual implementation of such policies that ultimately affect the company’s bottom line. Moreover, the public relations nightmare that companies experience is often damaging to a corporate or product brand and can negatively impact the bottom line. Too often, an organization’s commitment to diversity and the public’s perception about the organization’s commitment to diversity is shaped by the “weakest link” in the organization and not the “strongest link” (e.g., upper/executive management). Ultimately, the internal and external perception of “lip service to diversity” often occurs when the importance of diversity expressed at the executive level is not equally emphasized by middle management and realized on the “ground level” of the organization.

3

“Hidden Bias” describes how microinequities are a source of unconscious bias that are not overtly expressed, but have damaging consequences nonetheless.

Microinequities are subtle, often unconscious, and/or non-verbal messages sent to an employee by a peer, supervisor, or manager that devalues, discourages, and often diminishes overall workforce performance of the employee. Microinequities are often conveyed through facial expressions, gestures, tone of voice, choice of words, nuance, and syntax. The book’s discussion of microinequities struck me as highly important, because it helped shed light on the underlying and often unspoken reasons that may lead to an employee’s seemingly abrupt and sudden departure from an organization.

8

4

The book also describes mechanisms for an organization to internally overcome hidden/ unconscious bias, such as through formal and informal mentorship programs and affinity groups.

For example, mentoring relationships that cross diversity lines can be a great way to ensure all employees have equal access to leadership and professional development opportunities within an organization. Affinity groups are also a great opportunity for diverse talent to exhibit leadership skills in ways that may have applicability for the larger organization.

Ultimately, if an organization is not convinced to implement diversity initiatives simply for the sake, well-being, and morale of its employees, “Hidden Bias” describes many positive benefits that can occur when an organization invests in diversity, including: 1) more effective recruitment efforts, 2) increased retention, 3) improved talent development, 4) improved employer brand, 5) higher quality talent pipeline, 6) better succession planning, 7) increased productivity, safety, and/or quality, 8) higher performing teams, 9) decrease in EEO and sexual harassment claims, and 10) lower operating costs.

Angela Freeman Photo Credit: Eric Learned/Indiana Lawyer

D I V E R S I T Y & I N C L U S I O N NE WSLE T TER

The Diversity & Inclusion Committee collaborates to improve diversity and increase growth opportunities for legal professionals and staff firmwide.

Co-chairpersons: Bob Grand Kathleen Anderson MEMBERS AT LARGE: Leasa Anderson Edward Ayoob Kara Cleary Marques Crain Annamarie Daley Lindsey Dates Elizabeth Davis Michael DeLargy Angela Freeman Jeanine Gozdecki

Steve Hernandez Jeffrey Hopper Ken Inskeep Karoline Jackson Mark Kittaka Naomi Kwang Nick Kile Sarah Kuhny Connie Lahn Denise Lazar Alan Levin Rachel Lerman Laura Luisi Melanie Mawema LeDonna Nichols

David Paragas Paul Olszowka William Padgett Tony Prather Alicia Raines James Robinson Laurie Rompala Alice Springer Lisa Starks Jennifer Stocker Katrina Thompson Steve Thornton Christopher Tucker Heather Willey Shannon Williams

Diversity & Inclusion Barnes & Thornburg is committed to building a more diverse workplace and promoting an environment of inclusion through various diversity initiatives. We strive to sustain a work environment in which each individual’s perspective, background, skills and abilities are valued.

The Diversity & Inclusion Committee advises on diversity issues; provides career development for women and minorities; develops flexible work options; and serves as a liaison among personnel, recruiting and management to create an inclusive environment. Barnes & Thornburg is committed to supporting diversity throughout our communities.

btlaw.com

9