Page 1

CMCP Diversity Matters Winter 2017 Newsletter

Winter 2017


Winter 2017 Newsletter

2017 eNewsletter Committee Members

Cassandra E. Mougin

(Co-Chair) Deputy City Attorney San Diego Office of the City Attorney - Civil Division

Michael Chung

Of Counsel Willenken Wilson Loh & Delgado LLP

Sweta H. Patel

(Co-Chair) Counsel Davis Wright Tremaine LLP

Gagandeep B. Kaur Associate Reed Smith LLP

Partner Klein, Hockel, Iezza & Patel P.C.

Kelly Perigoe

David A. Shimkin

Julia Y. Trankiem

Member Cozen O’Connor

Jonathan M. Turner Partner Mitchell Silberberg & Knupp LLP

1

Karen A. Henry

Partner Boies Schiller Flexner LLP

Partner Reed Smith LLP

Raffi V. Zerounian Partner Hanson Bridgett LLP


CMCP Diversity Matters Table of Contents

page 3

Letter From The Executive Director: A Call for Re-Examining How We Address Diversity; Hitting Our Goals for 2017

page 7

Attorney Spotlight On Kimberley D. Harris Executive Vice President and General Counsel NBCUniversal

page 9

Trump Administration Ends DACA: Will Congress Replace It?

page 12

California Supreme Court Expands Scope of PAGA Discovery

page 15

Annual Business Conference Highlights CMCP 28th Annual Business Conference: Recap and Highlights

page 18

Diversity Calendar Mark Your Calendars for Upcoming Diversity Events

2


Winter 2017 Newsletter

Dear CMCP Community It has been an outstanding year, thank you for your support. I am elated at the successes of this year and excited about the prospects for doing more for our members and the legal community in 2018.

A Call for Re-Examining How We Address Diversity

What a wild year. Like many others among us I re-read Animal Farm, where I re-encountered Boxer, the stalwart and doomed proletariat workhorse, who responded to every setback and obstacle with the simple mantra, “I will work harder” until he wore himself out and met his end. The change I believe we all want to see in the world will take more than just our hard work, it will take willingness to work differently, and even more importantly to work together. Robert White CMCP Executive Director

During the Legal Department Diversity Summit at the just-completed CMCP Annual Business Conference, one in-house lawyer raised this question: why do we [CMCP] pitch participation in Corporate Connections to company counsel by telling them they will meet with “qualified” minority lawyers? Do we need to say “qualified?” As we discussed, however it was intended many years ago, today it resonates with an unstated presumption that some minority lawyers are NOT qualified. The inquiry of this lawyer, probably the youngest lawyer in the room, impacted me strongly. One message I take from his observation is how representative it is of the way the legal industry has proceeded for years – broadcasting the same meme without questioning its messaging or revisiting the need for that approach. I feel it is critical for us to examine business as usual approaches to diversity – the same programs, the same speakers, the same themes – then evolve. If we want to move the needle, we also need to push the envelope in our approaches to diversifying the legal profession. I believe we need to balance being inclusive in our broad support of diversity while staying strategically focused on our mission to support minority business attorneys. Sometimes that means painful decisions not to devote resources, for example, to law school pipeline programs. CMCP contributes to diversity by creating opportunities, with unique prowess, for business attorneys after they have begun practice. This leaves us with limited bandwidth to take on other missions effectively.

3


CMCP Diversity Matters Law firms and legal departments compete for the best diverse talent, and vie for recognition of their particular diversity efforts. Imagine what could be achieved if they devoted more energy toward working together for the good of the whole legal community? For CMCP, we need to work even more with other organizations that have a shared commitment to partnership and the readiness to step outside of our comfort zones in sharing information and resources. That happens by building trusting relationships among leaders beginning with finding opportunities to work together on specific events, and then working toward longer-term and deeper relationships that continue beyond changes in leadership. Another learning point that comes from the question “why are we still saying qualified minority attorneys?”, is that the ensuing discussion highlighted what CMCP does well: creating a forum for minority lawyers and allies to talk in constructive and candid ways about what is happening in firms, legal departments and throughout the industry. CMCP has a special opportunity to be a thought leader on diversity, and is ideally positioned to facilitate needed collaboration between and among law firms and legal departments. Going forward, we will be removing references to “qualified minority attorneys” – however well-intended, it sends the wrong message. We can find better words and we will continue to create spaces for self-examination and advancing new ideas on promoting diversity.

Hitting Our Goals for 2017 – Check

Last year I wrote about several areas CMCP would work on in 2017. I am proud to say that we made significant achievements in those areas this year, with major thanks to the CMCP Ambassadors Council, and also to our program sponsors and the many attorneys who offered their ideas, time and commitment to help CMCP. A Rich and Impressive Offering of Programs CMCP provided a rich offering of programs in 2017, impressive in number of programs (23, including programs managed by the CMCP Ambassadors Council), and more impressive in their range of topics and approaches. "The Potential Impact of the New Political Environment: Perspectives from the Black Legal Community," a panel discussion hosted by Orrick in San Francisco, was sharply candid and confronted head-on the personal and professional challenges faced by minority attorneys following the change in the administration. We stepped out by bringing in non-traditional speakers for two other programs: Be Ready for Your Big Moment,” which employed an acting coach for an in-depth workshop using theater training techniques to increase effectiveness in high stakes presentations, and “Tell Me Your Name” exploring race, culture and identity leveraging the talents of a solo performer, story teller and social activist. Programs in all of CMCP’s Key Geographic Areas We aspired to produce programs in Los Angeles, San Francisco, Orange County, San Diego and Silicon Valley, and we did that by presenting multiple programs in the first four locations, and presenting our inaugural "Meet the New CMCP Ambassadors" reception at Hewlett Packard Enterprise in Palo Alto in April. More Programs for In-House Counsel We wanted to have more programs aimed specifically at in-house counsel in 2017. The 2017 Annual Business Conference brought together record numbers of in-house counsel, as attendees, planners and as speakers. Our first-ever mixer for minority in-house counsel in Los Angeles on November 14th, co-sponsored with Amazon, was a tremendous success, and was followed by the even larger mixer co-sponsored with Google and the ACC San Francisco Bay Area Chapter in San Francisco December 5th which brought together almost 100 in-house counsel.

4


Winter 2017 Newsletter

Expanding Programs to Emerging Areas of the Law We wanted to provide programs on emerging areas of law, including fin tech and opportunities for lawyers in new practice areas: “Mind the Gap,” offered in San Francisco explored the highly complex issues arising from the expansion of the Wage Equality Act to racial and ethnic demographics: “The Future of Money” at the conference looked at cutting edge issues in alternative currencies that will impact traditional financial institutions as well as new-age companies and ultimately all of us: and “Getting into the Weeds” outlined the evolving landscape for legalization of cannabis in California. Programs to Address the Most Important Issues for Minority Business Lawyers and for Diversity in the Legal Profession It was and remains a priority for CMCP to create new programs and new ways to address the most important issues for minority business lawyers. “Getting to Helpful,” a program held in Orange County and created and managed by CMCP Ambassadors, took the insights of in-house counsel on practical steps attorneys can take to increase their value to their clients. “Get Your Swagger On,” created by coaches from the 2016 Conference "Business Development Coaching Café" and offered in Los Angeles and in Irvine, took a creative and highly personalized approach to guiding attorneys on how to present themselves authentically and with impact, leveraging personal stories and the expertise of accomplished networkers as panelists/facilitators. Through our 2017 programs CMCP was able to facilitate discussions of the most important issues in diversity and the legal profession including implicit bias/micro-aggressions and the relationship of in-house counsel and outside counsel in ensuring minority lawyers get fair opportunities for business development and quality legal work. The CMCP Ambassadors Council Under the leadership of Amber Grayhorse and Preeti Singh, successors to the inaugural Chairs Chrissy Roussell and Aurelio Perez, the Council took the next steps in its development, adding ten new Ambassadors, vetted from a highly competitive pool of talented minority attorneys, and holding its annual meeting in April and its business meeting at the 2017 conference. As hoped for, the Ambassadors played a major role in expanding CMCP’s programming through the year, organizing and facilitating five “Step Up! Professional and Business Development for the Next Generation of Attorneys of Color” programs in San Diego, Los Angeles (Santa Monica, downtown and Century City) and San Francisco, mixers, lunch-and-learn seminars and volunteer nights. Listening to our Stakeholders to Build and Cement Relationships I was determined to follow up on the "Pass the Baton" listening tour by meeting with stakeholders and new and potential new members to collect their ideas on how to engage their attorneys to move CMCP’s mission forward. As a result, I logged a lot of miles flying up and down California and got to build or cement relationships that have already paid off. From finding new hosts for programs to attending my first ever NAPABA Convention, I met even more committed diversity and business leaders. Many thanks to NAPABA’s Executive Director, Tina Matsuoka, for inviting me to the conference, and to board member Brian Sun and many other NAPABA members for the introductions and making me feel welcome through the conference. Continued on next page…

5


CMCP Diversity Matters Look for An Even Bigger 2018 2018 will see CMCP expand its reach and impact in the legal community. Programs are already in the works in multiple locations, including San Francisco, Silicon Valley, Oakland, Orange County and Sacramento. The relationships that have been made and deepened in the past year with national and local bar associations and groups are ripe to be turned in to programs and shared resources for our shared memberships. A group of in-house counsel continued meeting after the "Legal Department Diversity Summit" at the 2016 Conference and, with CMCP’s support, are starting to formalize into an ongoing working group committed to working together on diversity initiatives. Look for that group to continue to expand its membership and for meetings in Northern and Southern California. I have charged the Ambassadors Council to have every Ambassador organize at least one program in 2018. These programs and the work to develop them represent a major asset to CMCP’s portfolio of programs, an opportunity for Ambassadors to demonstrate their own leadership abilities, and an opportunity for CMCP-ers to reap the benefit of the energy, talents and generational diversity of the next generation of diverse leaders. Here are just some of the aspirations I have for 2018: more Corporate Connections interviews especially for more junior attorneys; more substantive programs for partners and experienced in-house counsel; training for new and up-coming partners and in-house counsel on business acumen and management skills. We look forward to programs and talks on leadership, and how we can develop more leaders of color in the legal community. These ideas, programs and developments all require the support of our members – please reach out to us, not just for speaking opportunities but with a willingness to pitch in to come up with new ideas, make connections, advocate for CMCP sponsorship, and the will to make things happen. CMCP relies on your energy and sincere commitment.

Our Shared Future

Following the 2017 Annual Business Conference a board member wrote me with his impressions of the conference. "It seems," he said, "that you are really making the organization your own now." I humbly accept that and at the same time assert my own impression: I am, I hope, making the organization more yours by allowing more input and providing more opportunities for engagement from CMCP’s members. I and we still have a lot to do, and I look forward to seeing us succeed together. In closing, I want to thank CMCP’s loyal members and generous sponsors this year, our Board of Directors, my team, the Ambassadors Council and many other supporters who make it possible to have an organization like CMCP. I remain honored by the opportunity to serve the CMCP community and excited by what we can accomplish.

6


Winter 2017 Newsletter

ATTORNEY SPOTLIGHT ON

KIMBERLEY D. HARRIS

EXECUTIVE VICE PRESIDENT AND GENERAL COUNSEL NBCUNIVERSAL By: David A. Shimkin, Member, Cozen O’Connor

Two roads diverged in a yellow wood….and I took the one less traveled by, and that has made all the difference.” “The Road Not Taken” – Robert Frost. “I took a couple of big risks, big leaps of faith…and it worked out incredibly well. Not only did I grow professionally but I got incredible opportunities that opened up additional opportunities that eventually led to being offered the job as General Counsel at NBCUniversal.” – Kimberley D. Harris When NBCUniversal Executive Vice President and General Counsel Kimberley D. Harris started at Davis Polk straight out of law school, her plan was to spend her career doing white collar defense. Things did not quite go according to plan but Ms. Harris’ choices have taken her to the legal pinnacles of government and business nonetheless.

“I always thought that I would do what many people do, that I would go to Davis Polk and leave as a 4th or 5th year to go to the U.S. Attorney’s office and become a prosecutor” said Ms. Harris. Ms. Harris’ life took a different course, however, because she had three children while still an associate. Davis Polk was supportive of Harris’ maternity leaves. She worked part time while raising her children, and she became a partner with the firm, doing complex civil litigation and white collar defense work. In 2009, she joined the Obama Administration in the Department of Justice. “I took a leap of faith, resigned from the partnership and went to Washington to be Senior Counsel to the Assistant Attorney General of the Criminal Division.”

Continued on next page…

7


CMCP Diversity Matters Ms. Harris was at the Department of Justice for 11 months when she was then asked to join the White House Counsel’s office at the end of 2009, eventually becoming the principal Deputy White House Counsel in 2011. Ms. Harris majored in government at Harvard and was on the Student Advisory Committee for the Institute of Politics at the John F. Kennedy School of Government, so a public sector position was not unfamiliar. “I always thought that at some point I would work in the government” says Ms. Harris. “I originally had a traditional and risk-averse path. But then I was very inspired by President Obama’s election and it seemed like a perfect time to fulfill my long time goal of public service, so I took a leap of faith.” Ms. Harris knew she wanted to be a lawyer from a young age. “I always knew that my oral advocacy skills were a strength. Whether that was in trying to convince my parents to let me do something, or the myriad ways you engage people on a day-to-day basis and try to influence them. Being a lawyer was the best outlet for that strength and I was very attracted by the fact that there are so many different ways to be a lawyer. I wasn’t sure what I wanted to do as a lawyer when I went to law school, but I knew I wanted to develop that skill even further.” Ms. Harris says that one of the skills she learned at the Department of Justice was how to navigate a large complex organization where different groups have different primary interests. This skill was immensely helpful for Ms. Harris in the White House and also as the General Counsel of the gigantic organization known as NBCUniversal, where she oversees the legal affairs of a dozen business units. As you might imagine, Ms. Harris strongly believes that, for your personal and professional development, it is important to get out of your comfort zone.

As she explains, if you get into the habit of challenging yourself, this helps you identify what your abilities are and how to use them in new and different environments: “Sometimes it takes coming out of your comfort zone to discover what your core strengths are.” Ms. Harris is particularly devoted to increasing diversity in the legal profession. She says that the focus should be not only on the allimportant recruitment of racially diverse attorneys, but on ensuring that those attorneys are exposed to opportunities that will enable them to develop and succeed. The bar could assist with this, Ms. Harris says, by allowing attorneys to receive pro bono credit for undertaking such professional development efforts. Ms. Harris is also a firm believer in clients insisting that their firms offer substantive experience and opportunities to the diverse attorneys on the representation teams. Ms. Harris strongly advises junior attorneys to not be in such a hurry to follow a specific career path, as some flexibility leaves you open to different and unanticipated opportunities: “It took me 10 years to make partner but who cares? I have 3 teenaged boys and it hasn’t slowed down my career at all. So sometimes making sure you’re not letting others set the pace for your career is important because your career can take twists and turns. And that can be amazing.” David A. Shimkin is a member of Cozen O’Connor in Los Angeles, and practices in the firm’s Commercial Litigation Group. His litigation practice includes complex commercial matters, with a focus on representing clients in the hospitality, transportation, construction, and real estate fields. For more info on David and his practice, Click Here.

8


Winter 2017 Newsletter

TRUMP ADMINISTRATION ENDS DACA: WILL CONGRESS REPLACE IT? By Diane Butler, Partner, Davis Wright Tremaine LLP

9


CMCP Diversity Matters

T

he Trump Administration announced on September 5, 2017, its termination of DACA. The program, Deferred Action for Childhood Arrivals, administered by the Department of Homeland Security (DHS), has permitted people who came to the United States as children to remain here though they lack legal status. DACA has been available for persons who have met the following requirements: •

Came to the United States before reaching their 16 th birthday;

Were under the age of 31 as of June 15, 2012; Have continuously resided in the United States since June 15, 2007, up to the present time and did not depart the United States on or after August 15, 2012 without DHS authorization;

Are currently in school, have graduated, or obtained a certificate of completion from high school, have obtained a General Educational Development (GED) certificate, or are an honorably discharged veteran of the Coast Guard or Armed Forces of the United States; and Have not been convicted of a felony, a significant misdemeanor, or three or more misdemeanors, and

do not pose a threat to national security or public safety. As a “deferred action” program, DACA did not grant legal status to anyone, but it enabled beneficiaries to come out of the shadows, live, work, pursue education, and apply for driver licenses or a state identification card, without the fear of deportation. Applications for employment authorization documents (EAD cards) are submitted to U.S. Citizenship & Immigration Services (USCIS). Now, DACA is ending. Effective September 5, 2017, no new applications for DACA benefits, including EAD cards, have been accepted. There was a one-month period to apply for a two-year renewal, but that deadline passed on October 5, 2017. The grace period applied only to those whose DACA benefits and protections expire within six months, up to March 5, 2018. Over the years, an estimated 800,000 young people have applied to be recognized and remain in the United States under DACA. Nearly 700,000 DACA recipients are in the workforce in a wide range of industries, including health care, technology, hospitality, manufacturing, and many other production and services industries.

What does the rescission of DACA mean for employers? The options depend to some extent on whether a person is seeking DACA benefits for the first time, or renewing: •

Current DACA recipients, as well as those who applied by October 5, 2017, will be permitted to retain both the period of deferred action and for DACA extensions, their EAD cards until they expire, unless terminated or revoked.

DACA beneficiaries must possess valid EAD cards to work.

USCIS will not process new DACA EAD applications.

USCIS will process twoyear DACA EAD renewal applications received by October 5, 2017 for individuals whose current DACA EAD expires between September 5, 2017 and March 5, 2018. Individuals who meet these criteria should file their renewal applications as soon as possible to preserve their work authorization.

Continued on next page…

10


Winter 2017 Newsletter

DACA beneficiaries with EAD applications pending renewal for at least 75 days should contact USCIS to request that the agency act to approve the application.

DACA employees should not be terminated on the basis of a future expiration of an EAD card.

DACA beneficiaries should not depart the United States, even with DHS authority to do so, without contacting immigration counsel to assess implications.

DACA beneficiaries may have other options available, through political asylum claims, marriage to a U.S. citizen, employment sponsored immigration, or other legal immigration avenues.

A coalition in the House of Representatives is pushing to find a legislative solution for DACA enrollees before the end of this year.

11

Diane Butler is a partner at Davis Wright Tremaine LLP in Seattle and focuses her practice on immigration and employment services. She has experience with a wide range of immigration issues, focusing on temporary, non-immigrant work and employment-based permanent resident status (“green cards”), including investor visas. Diane has worked on matters involving company compliance with immigration laws and has handled a number of worksite enforcement investigations and audits. For more about Diane and her practice, Click Here.


CMCP Diversity Matters

CALIFORNIA SUPREME COURT

EXPANDS SCOPE OF PAGA DISCOVERY By: Julia Y. Trankiem, Partner, Reed Smith LLP and Michael R. Kleinmann, Associate, Reed Smith LLP

12


Winter 2017 Newsletter

O

interest in a case where class certification is sought, but it is not a condition for discovery, or even success, in a PAGA action…”

Plaintiff was a Marshalls employee who brought an action under the California Labor Code Private Attorneys General Act (“PAGA”) for meal and rest break violations, timely wage payment, and wage statement violations. At the start of discovery, the plaintiff sought employee contact information pertaining to the approximately 16,500 non-exempt workers across all Marshalls locations in California. Although the trial court and the Court of Appeals held that incremental discovery was more appropriate and denied the plaintiff’s request for any employee contact information outside of his own work location until after undergoing “six productive hours of deposition,” the California Supreme Court disagreed.

Third, regarding objections to the plaintiff’s discovery requests for undue burden and overbreadth, the Supreme Court similarly stated that the plaintiff’s right to discovery is broad and that, absent claims of privilege or significant evidence of undue burden, his right to discovery extends to all information that is reasonably calculated to lead to discoverable information. Fourth, regarding the privacy rights that other employees have in their contact information, the Supreme Court stated that such privacy rights were not related to any “serious privacy invasion[s].” In making this ruling on privacy rights, the Supreme Court expressly disapproved of numerous California cases that have held that a “compelling interest” is required to overcome any privacy rights. Instead, the Supreme Court, referencing its previous opinion in Hill v. National Collegiate Athletic Assn., stated that unless the privacy interest involves “an obvious invasion of an interest fundamental to personal autonomy” (which would require a “compelling interest” to overcome), that a fact-specific factor analysis, favoring at least partial disclosure, is appropriate.

n July 13, 2017, in a decision with serious repercussions on the scope of PAGA discovery, the California Supreme Court overruled the Court of Appeals in Williams v. Superior Court to allow state-wide discovery of Marshalls employees’ contact information, without the plaintiff first having to show any evidence to support his own individual claims or the existence of a company-wide policy.

Instead, the Supreme Court, in a lengthy opinion, shut down each of the Court of Appeals’ objections to the plaintiff’s request for state-wide discovery. First, the Supreme Court held that “[i]n pursuing such [representative] discovery, the strength or weakness of the plaintiff’s individual claim is immaterial.” Second, the Supreme Court stated that statewide discovery was proper absent any company-wide or uniform policy as “[a] uniform policy may be a convenient or desirable way to show commonality of

13

Continued on next page…


CMCP Diversity Matters

Although the ruling in the Supreme Court’s decision is largely limited to requests regarding employee contact information, the Supreme Court does makes broad sweeping statements about general discovery in PAGA actions: The Legislature was aware that establishing a broad right to discovery might permit fishing expeditions. It granted such a right anyway. That the eventual proper scope of a putative representative action is as yet uncertain is no obstacle to discovery. Moreover, while comparing PAGA actions (which are not subject to class certification requirements) to class actions (which are), the Supreme Court stated that “overlapping policy considerations support extending PAGA discovery as broadly as class action discovery has been extended.” While the Supreme Court’s decision here is a big step back for employers, there are some key takeaways regarding how to attempt to limit PAGA discovery going forward. As the holding is limited to employee contact information, it is not certain how California courts will utilize this opinion when deciding the breadth of further discovery in PAGA actions. Moreover, throughout its opinion, the Supreme Court repeatedly noted that partial disclosures were strongly preferred to complete denials of discovery: “Such limits need not be all or nothing . . . trial courts should consider alternatives such as partial disclosure or a shifting of costs before settling on a complete denial of discovery.”

Here, the plaintiff was actually willing to accept certain limitations on discovery. For example, the plaintiff was willing to accept contact information only from a representative sample of ten to twenty percent of employees (outside his work location), to share the costs of the discovery, and accept as a condition of disclosure a notice to employees allowing them an opportunity to opt out of having their information shared. The Supreme Court took into account these alternatives while finding the Court of Appeals’ outright denial to be improper. As such, although it is unlikely that a court will now completely deny a discovery request similar to the one in Williams, there is still the possibility that at least some alternative limitations would be upheld. That being said, expect the plaintiffs’ bar to use the Williams decision to support broad discovery requests in PAGA actions going forward. Julia Y. Trankiem is a partner at Reed Smith LLP in Los Angeles. Julia's practice focuses on the representation of management in a broad range of employment matters under state and federal law. She extensively collaborates and partners with companies to solve complex employment issues. For more about Julia and her practice, Click Here.

Michael R. Kleinmann is a member of Reed Smith's Labor and Employment Group in Los Angeles, focusing on defense of employers in state and federal court. He has extensive experience defending against wage and hour class actions, collective actions, and Private Attorney General Act suits, as well as claims of discrimination, retaliation, and harassment. For more about Michael and his practice, Click Here.

14


Winter 2017 Newsletter

CALIFORNIA MINORITY COUNSEL PROGRAM’S

28 ANNUAL BUSINESS CONFERENCE th

By: Robert White, Executive Director, CMCP

T

he 2017 conference has been heralded as one of the best CMCP conferences ever, very humbling accolades given the great conferences we’ve held in the past. I am proud of what we were able to do in October in Los Angeles for many reasons: it was our largest conference in attendance even surpassing the historic 25 th anniversary conference in 2014, and by feel and feedback from attendees new and old, it was highly successful in being inclusive and encouraging authentic conversation.

15


CMCP Diversity Matters

The numbers of attendees at the CMCP Annual Business Conference this year was impressive, and just as gratifying was the comfortable environment we created for each other. The conference, and the other CMCP events throughout the year, I hope will always be places where attorneys can escape the pressures and dividing lines in work environments and connect authentically in a truly diverse and inclusive environment. We have likened CMCP and

CMCP events as a common port of call for in-house and outside counsel. The annual conference is also a source of re-energizing and an inspiration for making the whole legal sector as inviting and welcoming as a CMCP event.

GC Panel From the opening GC panel featuring the Los Angeles City Attorney and General Counsels of the LA Clippers, Virgin Orbit and the Aerospace Corporation, our

speakers embraced the opportunity to talk about their professional and personal challenges in adapting to the new political and social environment. Sessions ranging in topics from federal rules of civil procedure to wellness received five-star reviews. It was an honor to present speakers of stature ranging from the federal and state judiciary to general counsels, law firm partners and associates. The second and even larger Legal Department Diversity Summit of in-house counsel again provided a unique opportunity for candid and productive discussion on ways for in-house counsel to work together on diversity initiatives. The 2017 rendition of Corporate Connections involved 350 interviews of in-house and outside counsel. As in the past, it was wonderful to rely again on our stalwart supporters, including Bank of the West, Chevron, Kaiser, PG&E, Sempra, SoCal Edison, Walmart and Wells Fargo, and to introduce new companies, including NBCUniversal, Petco, Tesla, Twentieth Century Fox Film Corporation, and Zynga.

Continued on next page‌

16


Winter 2017 Newsletter

Diversity Leader Awards 29th Annual Business Conference It was a special thrill to present the inaugural CMCP Deborah J. Broyles Law Firm Diversity Leader Award to Quyen Ta, partner at Keker, Van Nest & Peters, and long-time CMCP supporter and diversity champion. Andrew Houston, who has been a shining example of committed leadership in two terms as president of the Charles Houston Bar Association received the CMCP Marci Rubin Emerging Diversity Leader Award. The highly engaging keynote interview with Tony West, who was General Counsel of Pepsico when the lunch started, was named General Counsel of Uber by the time it ended.

Looking ahead, our 29th Annual Business Conference will be held on October 10 – 12, 2018 in San Francisco at the beautiful and historic Palace Hotel. We look forward to presenting networking receptions, networking opportunities and breakout sessions on substantive law, business and professional development and on the many aspects of diversity. If you are a team player, with a willingness to work hard, buy into a model for participation that values organizational work over speaking, the Conference Planning Committee is a great place to leverage your energy and commitment to diversity.

Event photography by AGMedia Enterprises. www.agmediaenterprises.com

17


CMCP Diversity Matters

DIVERSITY CALENDAR December 09, 2017

December 10, 2017

December 12, 2017

December 12, 2017

Annual Holiday Dim Sum Party

Debbie Allen's Hot Chocolate Nutcracker

HNBA National President’s Reception and Holiday Party

2017 OCWLA Holiday Celebration & Installation Dinner

9:45am - 12:00pm

Orange County Asian American Bar Association Capital Seafood, Irvine Spectrum - Irvine

2:00pm

Black Women Lawyers Association of Los Angeles Redondo Beach Performing Arts Center - Redondo Beach

Hispanic National Bar Association

5:30pm - 8:00pm

Orange County Women Lawyers Association Avenue of the Arts Hotel Costa Mesa

December 13, 2017

December 14, 2017

December 14, 2017

December 16, 2017

VABASC Holiday Mixer and Toy Drive at The Recess Room

BALIF Holiday Party 2017

THLA Annual Holiday Party

Annual Holiday Party!

Bay Area Lawyers for Individual Freedom

Tom Homanna LGBT Law Association

The LGBY Bar Association of Los Angeles

The Stud Bar - San Francisco

Pardon My French - San Diego

Los Feliz - Los Angeles

January 17, 2018

January 25, 2018

January 25, 2018

February 12, 2018

MCLE Mini-Marathon

ACBA 2018 Installation and Distinguished Service Awards Dinner

PALSD and FALSD - 40th Anniversary Dinner

Golden State Warriors Bollywood Night - SABA-NC

Pan Asian Lawyers and the Filipino American Lawyers of San Diego

The South Asian Bar Association of Northern California

The Oakland Rotunda Building - Oakland

TBD

Oracle Arena - Oakland

March 2, 2018

March 3, 2018

March 30, 2018

March 15-18 2017

BALIF 38th Annual Gala

OCHBA's 40th Annual Scholarship Fundraiser & Installation Dinner

SABA-NC 25th Annual Gala

HNBA 9th Annual Corporate Counsel Conference

6:00pm - 9:00pm

Vietnamese American Bar Association of Southern California

6:00pm - 9:00pm

6:00pm - 9:00pm

7:00pm - 10:00pm

The Recess Room - Fountain Valley

1:00pm - 5:30pm

Asian American Bar Association of the Greater Bay Area Orrick - San Francisco

7:00pm - 11:00pm

Bay Area Lawyers for Individual Freedom Bently Reserve - San Francisco

5:30pm - 8:00pm

Alameda County Bar Association

5:00pm - 11:00pm

Hispanic Bar Association Orange County Irvine Marriott Hotel - Irvine

5:30pm

5:00pm - 10:00pm

The South Asian Bar Association of Northern California San Francisco Design Center

6:30pm - 9:30pm

Thu. 12:00pm - Sat. 1:00pm

Hispanic National Bat Association Hilton San Francisco Union Square Hotel - San Francisco

18


CMCP Diversity Matters

CMCP Diversity Matters

Winter 2017 Newsletter CMCP Diversity Matters eNewsletter – Winter 2016 Issue

Winter 2017 Newsletter

MINORITY

Winter 2017

© Copyright 2017 California Minority Counsel Program 465 California Street, Suite 635 San Francisco, CA 94104 Tel: 415-782-8990 Email: newsletter@cmcp.org Web: http://www.cmcp.org 24 16

CMCP Diversity Matters - Winter 2017  

California Minority Counsel Program Diversity Matters eNewsletter Winter 2017 Issue

CMCP Diversity Matters - Winter 2017  

California Minority Counsel Program Diversity Matters eNewsletter Winter 2017 Issue