Our commitment to diversity is essential to our commitment to excellence

Our commitment to 

diversity is essential 

to our commitment 

to excellence. 

Proskauer is a leading global law firm, providing a wide range 

of legal serivces to clients worldwide. 

www.proskauer.com 

Beijing | Boca Raton | Boston | Chicago | Hong Kong | London | Los Angeles | New Orleans | New York | Newark | Paris | São Paulo | Washington, DC 

Proskauer Rose LLP | Eleven Times Square, New York, NY 10036-8299 | 212.969.3000 | Attorney Advertising

Proskauer Rose LLP 

2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY 

11 Times Square 

New York, NY 10036 

Phone: 212.969.3000 

Fax: 212.969.2900 

www.proskauer.com 

LOCATIONS 

Beijing, Boca Raton, Boston, Chicago, Hong Kong, London, Los Angeles, New Orleans, New York, Newark, Paris, Sao Paulo, Washington, D.C. 

DIVERSITY LEADERSHIP 

Head(s) of Firm: Joseph Leccese, Chairman 

Diversity team leader(s): Peter Wilson, Jr., Diversity and Inclusion Officer 

NUMBER OF ATTORNEYS 

TOTAL NUMBER OF ATTORNEYS 

Currently As of December 31, 2014 

Firmwide 741 765 

U.S. offices only 670 695 

Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database 

(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.



Law Firm Demographic Profile 

Does your firm have more than one tier of partnership? 

Yes 

ASSOCIATES (2014) SUMMER ASSOCIATES (2014) 

Men 

Women 

White/Caucasian 185 138 

African-American/Black 9 4 

Hispanic/Latino 12 4 

Alaska Native/American Indian 0 0 

Asian 23 26 

Native Hawaiian/Pacific Islander 0 0 

Multiracial 8 3 

Openly GLBT 10 5 

Individuals with disabilities n/a n/a 

Total 237 175 

We do not track lawyers with disabilities. 

Men 

Women 





Asian 2 8 





Total 42 31 


EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) 

Men 

Women 





Asian 1 3 





Total 189 40 

The data provided includes equity and non-equity partners. The Firm does not 

provide data that would distinguish equity from non-equity partners. We do 

not track lawyers with disabilities. 

Men 

Women 

White/Caucasian n/a n/a 

African-American/Black n/a n/a 

Hispanic/Latino n/a n/a 

Alaska Native/American Indian n/a n/a 

Asian n/a n/a 

Native Hawaiian/Pacific Islander n/a n/a 

Multiracial n/a n/a 

Openly GLBT n/a n/a 


Total n/a n/a 

The Firm does not provide data that would distinguish equity from non-equity 

partners. We do not track lawyers with disabilities. 

OF COUNSEL (2014) NEW HIRES (2014) 

Men 

Women 





Asian 2 0 





Total 40 14 


Men 

Women 





Asian 7 8 





Total 78 41 






Strategic Plan and Diversity Leadership 

How does the firm's leadership communicate the importance of diversity to everyone at the firm? 

Proskauer's diversity initiative is part of the Firm's overall strategic plan, and is communicated through various methods and channels, including: Partners Retreats, Executive 

Committee meetings, Partner lunch meetings, formal training programs, town hall meetings, special events open to clients and guests, Legal Directors meetings, public support 

(financial and other) of various diversity-related organizations, pro bono work, Heritage Month observances, Web site, e-mail updates and announcements, our intranet, and the 

diversity brochure and newsletters. 

Who has primary responsibility for leading diversity initiatives at your firm? 

Peter Wilson, Jr., Diversity and Inclusion Officer 

Does your law firm currently have a diversity committee? 

Yes 

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

No 

If yes, how many attorneys are on the committee, and in 2014, what was the total number of hours collectively spent by the committee in the furtherance of 

the firm's diversity initiatives? 

Total attorneys on committee: 27 

Total hours spent on diversity: [No response] 

Comments: The Diversity Steering Committee meets on a bi-monthly basis, and each member is also assigned to one or more subcommittees. The committee members regularly 

work on a variety of events and projects to further the Firm's diversity efforts including interviews, internal and external events, outside organization functions, mentoring, panel 

discussions and more, amounting to a significant commitment of time by all members. Additionally, the Diversity and Inclusion Officer and members of the diversity team devote 

their time to forwarding the Firm's diversity efforts. 

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

Yes 

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

Yes 

If yes, is it formal or informal? 

Formal 

How often does the firm's management review the firm's diversity progress/results? 

Quarterly 

How is the firm's diversity committee and/or firm management held accountable for achieving results? 

The Firm is committed to ensuring that both time and attention are paid to our goal of attaining equal opportunity and diversity in the practice of law. We have enhanced our efforts 

by forming a national Diversity Steering Committee comprised of representatives from many of the Firm's offices. This committee is comprised of Partners, Senior Counsel, 

Associates and other professionals that lend their unique perspectives in conceiving and implementing our diversity-related programs and initiatives. This range of membership 

allows for the continual review of progress, including the evaluation of statistics and demographics. Our Diversity Steering Committee meets on a bi-monthly basis to work on a 

variety of events and projects to further the Firm's diversity efforts, including affinity group sponsored CLE programs, professional development workshops, social and networking 

programs, Heritage Month celebrations, and more. The Diversity Steering Committee has also created a diversity and inclusion Strategic Plan that allows the committee to track 

progress throughout the year. 

Is your firm minority-owned or women-owned? 

No 





Law Firm Diversity Initiatives 

INITIATIVES FOR ALL DIVERSE ATTORNEYS 

Already 

Completed 

Currently 

Addressing 

Not a Current 

Priority 

X 

X 

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

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

X X Conduct firmwide diversity training for all attorneys and staff 

X 

Focus on strengthening firm's mentoring program 

X 

Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity 

consultant to examine how firm culture might be more welcoming of minorities 

X 

X 

X 

X 

Support law firm's internal affinity networks 

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

Coordinate or work with clients on diversity issues 

Develop/expand relationships with minority bar associations and other legal diversity organizations to offer 

firm's support of these networks 






INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS 

Already 

Completed 

Currently 

Addressing 

Not a Current 

Priority 

X 

X 

X 

Increase the number of minority attorneys at the associate level 

Increase the number of minority attorneys at the partnership level 

Increase the number of minority attorneys in leadership positions 

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

X 

Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal 

access/inclusion on top client matters 

INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS 

Already 

Completed 

Currently 

Addressing 

Not a Current 

Priority 

X 

Institute a formal part-time policy that addresses partnership prospects 

X 

X 

X 

Increase the number of women at the associate level 

Increase the number of women at the partnership level 

Increase the number of women in leadership positions 

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

X 

Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/ 

inclusion to top client matters 






INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS 

Already 

Completed 

Currently 

Addressing 

Not a Current 

Priority 

X 

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

X 

X 

X 

Increase the number of GLBT attorneys at the associate level 

Increase the number of GLBT attorneys at the partnership level 

Increase the number of GLBT attorneys in leadership positions 

X 

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

INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES 

Already 

Completed 

Currently 

Addressing 

Not a Current 

Priority 

X 

X 

X 

Increase the number of attorneys with disabilities at the associate level 

Increase the number of attorneys with disabilities at the partnership level 

Increase the number of attorneys with disabilities in leadership positions 

X 

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





Pipeline Initiatives 

Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting them 

in pursuing such opportunities? 

Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law 

Fund scholarships for minority high school or college students 

Mentor high school or college students 

Participate in or host mock trial programs or career events 

Provide internships or employment to minority high school or college students 

Outreach to middle school students 

Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students. 

Proskauer is actively engaged in diversity initiatives to build a pipeline of legal talent for the future. These initiatives include established programs, internships, awards, workshops 

and mentoring opportunities for students at various stages of their academic careers. Externally, we work with organizations including: America Needs You (ANY); The Bronx 

School for Law, Government and Justice; The Constitutional Rights Foundation; Council on Legal Education; Cristo Rey New York High School; Legal Outreach; The National 

Diversity Pre-Law Conference & Law Fair; The PENCIL Partnership Program; Prep for Prep; Sponsors for Educational Opportunity (SEO); and, Street Law. 





Recruitment - New Associates 

Does your firm annually recruit at any of the following types of institutions? 

Ivy League schools: Columbia University, Cornell University, Harvard University, University of Pennsylvania, Yale University 

Other private schools: Boston College, Boston University, Brooklyn Law School, Cardozo Law School, Duke University, Emory University, Fordham University, George 

Washington University, Georgetown University, Hofstra University, Loyola Law School (LA), Loyola University (New Orleans), New England School of Law, New York Law 

School, New York University, Northeastern University, Northwestern University, Pepperdine University, Seton Hall University, Stanford University, Suffolk University, Tulane 

University, University of Chicago, University of Southern California, Vanderbilt University, Washington University (St. Louis), Washington & Lee University 

Public state schools: Louisiana State University, Rutgers University-Newark, University of California-Berkeley, University of California-Davis, University of California-Hastings, 

University of California-Los Angeles, University of Connecticut, University of Illinois, University of Iowa, University of Michigan, University of Minnesota, University of 

Mississippi, University of North Carolina-Chapel Hill, University of Texas, University of Toronto, University of Virginia, College of William & Mary, University of Wisconsin 

Historically Black Colleges and Universities (HBCUs): Howard University 

Diversity job fairs: Boston's Lawyers Group Job Fair, CLEO Career Fair, Harvard BLSA Fair (1L), Harvard BLSA Fair (2L/3L), International Student Interview Program (ISIP), 

Hispanic National Bar Association Career Fair (HNBA), Lavender Law Job Fair, LeGaL Career Fair, Northeast BLSA Job Fair, BU BLSA Employer Information Fair 

Do you have any special outreach efforts directed to encourage minority law students to consider your firm? 

Hold a reception for minority students 

Advertise in minority law student association publications 

Participate in or host minority law student job fairs 

Sponsor minority law student association events 

Firm lawyers participate on career panels at schools 

Outreach to leadership of minority student organizations 

Scholarships or intern/fellowships for minority students 

Other (please specify) 

Do you have any programs specifically targeted at first-year students? 

Proskauer participates in numerous 1L panels aimed at introducing first-year law students to Proskauer, the types of law our lawyers practice and the legal community as a whole. 

Every summer, we host a diverse 1L student from the New York City Bar Fellowship program for our summer associate program. The Firm also participates in the LCLD Scholars 

Program. Our signature pipeline initiative, the Silver Scholar Program, awards scholarships of up to $30,000 to first- and second-year law students who combine outstanding 

academic achievement with demonstrated leadership abilities and active community involvement. Finally, the Firm hosts an annual 1L Diversity Reception in our New York 

Office, where we invite diverse 1L students at local law schools to build connections with our lawyers and other students. 





Recruitment - New Associates 

ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) 

Men 

Women 





Asian 2 8 





Total 38 28 

* Summer associates who received an offer of full-time employment 

Men 

Women 





Asian 2 8 





Total 35 28 



OFFERS ACCEPTED* (2014) NEITHER ACCEPTED NOR DECLINED (2014) 

* Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-time 

employment because of postgraduate clerkship/fellowship 

Men 

Women 





Asian 2 6 





Total 27 25 

Men 

Women 





Asian 0 2 





Total 3 2 





Recruitment - Lateral Associates and Partners 



LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) 

Men 

Women 





Asian 4 3 





Total 40 14 


Men 

Women 





Asian 0 0 





Total 0 1 


LATERAL PARTNER HIRES* (2014) NEW PARTNERS PROMOTED* (2014) 

* Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank 

Men 

Women 





Asian 0 1 





Total 7 2 


Men 

Women 





Asian 0 2 





Total 3 3 


NEW EQUITY PARTNERS* (2014) 

* Whether hired laterally or promoted from within 

Men 

Women 





Asian n/a n/a 





Total n/a n/a 

The Firm does not provide data that would distinguish equity from non-equity 

partners. 



Recruitment - Lateral Associates and Partners 



What activities does the firm undertake to attract diverse attorneys? 

Partner programs with women, minority, gay/lesbian or disability-focused bar associations 

Participate at diversity job fairs 

Attend events at diversity legal organizations 

Seek referrals from other attorneys 

Utilize online job services (e.g., MCCA Job Bank) 

Hire recruiting professional who specializes in identifying diverse candidates 


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

Yes 

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

Yes 

If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months: 

J. Smith Associates Inc., RMB Legal Search, Kauffman Davidson 





Retention and Professional Development 

A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 4 

1ST-YEAR ASSOCIATES 

Men 

Women 





Asian n/a n/a 





Total n/a n/a 

2ND-YEAR ASSOCIATES 

Men 

Women 





Asian n/a n/a 





Total n/a n/a 

3RD-YEAR ASSOCIATES 

Men 

Women 





Asian n/a n/a 





Total n/a n/a 

4TH-YEAR ASSOCIATES 

Men 

Women 





Asian n/a n/a 





Total n/a n/a 


Men 

Women 





Asian n/a n/a 





Total n/a n/a 


Men 

Women 





Asian n/a n/a 





Total n/a n/a 






A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 4 


Men 

Women 





Asian n/a n/a 





Total n/a n/a 

8TH-YEAR PLUS ASSOCIATES 

Men 

Women 





Asian n/a n/a 





Total n/a n/a 

OF COUNSEL 

Men 

Women 





Asian n/a n/a 





Total n/a n/a 

NON-EQUITY PARTNERS 

Men 

Women 





Asian n/a n/a 





Total n/a n/a 

EQUITY PARTNERS 

Men 

Women 





Asian n/a n/a 





Total n/a n/a 






Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys. 

Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, gay/lesbian attorneys, or individuals with disabilities) 

Increase/review compensation relative to competition 

Increase/improve current work/life programs 

Adopt dispute resolution process 

Succession plan includes emphasis on diversity and greater inclusion of non-white men and women in firm leadership 

Work with diverse attorneys to develop career advancement plans 

Introduce diverse attorneys to key clients, including to lead engagements 

Review work assignments and hours billed to key client matters to make sure diverse attorneys, particularly non-white attorneys (i.e., minority attorneys, for whom research 

indicates a greater inclusion problem), are not being excluded: 

Strengthen mentoring program for all attorneys 

Professional skills development program for all attorneys 

Provide a gender-neutral parental leave policy that covers adoptions 


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

Yes 

What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at your 

firm? 

Eligibility will not be affected, although timing of consideration may be delayed. 

How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 

[No response] 






PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS 

(2014) Men Women Total (full and part-time) 

Associates 2 16 18 412 

Of counsel 0 3 3 54 

Non-equity partner n/a n/a n/a n/a 

Equity partner 0 1 1 229 

The data provided for 'Equity partners' includes equity and non-equity partners. The Firm does not provide data that would distinguish equity from non-equity partners. 





Management Demographic Profile 

F I R M W I D E C O M M I T T E E S 2 0 1 4 

EXECUTIVE/MANAGEMENT COMMITTEE* 

HIRING COMMITTEE* 

* Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent 

Men 

Women 





Asian 0 0 





Total 5 2 


Men 

Women 





Asian 2 4 





Total 35 20 

We do not track lawyers with disabilities. Each office has its own hiring 

committee. The data provided include individuals from our three largest 

summer programs (New York, Boston, and Los Angeles). 

PARTNER REVIEW COMMITTEE* 

ASSOCIATE REVIEW COMMITTEE* 

* Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent 

Men 

Women 





Asian 0 0 





Total 5 2 


Men 

Women 





Asian 0 0 





Total 15 3 


ATTORNEYS ON THE DIVERSITY COMMITTEE OR 

EQUIVALENT 

Men 

Women 





Asian 2 3 





Total 16 11 






Management Demographic Profile 

O T H E R L E A D E R S H I P R O L E S 

Leadership positions (2014) 

U.S. office heads 

Practice group/ 

department leaders 

Committee leaders 

Total number of positions 7 136 28 

Number of such positions held by: 

Minorities 0 4 1 

Women 0 26 8 

GLBT attorneys 0 2 0 

Individuals with disabilities n/a n/a n/a 


Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses in 

the following format: Attorney, Office location/Practice group/Committee (No. of attorneys in office/practice group/committee). 

U.S. OFFICE HEADS 

How many offices does your firm have in the United States? 8 

Minorities heading offices: 0 

Women heading offices: 0 

GLBT attorneys heading offices: 0 

Individuals with disabilities heading offices: We do not track lawyers with disabilities. 

PRACTICE GROUP/DEPARTMENT LEADERS 

Minorities heading practices: Keisha-Ann Gray, Co-Chair of the Employment Litigation & Arbitration Group (147); Frank Lopez, Co-Chair of the Capital Markets Group (39); 

Carlos Martinez, Co-Chair of the Latin America Practice Group (28); Nigel Telman, Co-Chair of the Employment Litigation & Arbitration Group (147) 

Women heading practices: Julie Allen, Co-Chair of the Capital Markets Group (39); Connie Bertram, Co-Chair of the Government Contractor Compliance & Relations Practice 

Group (6); Connie Bertram, Co-Chair of the Whistleblowing & Retaliation Group (17); Elise Bloom, Co-Chair of the Class/Collective Action Group (32); Erika Collins, Co- 

Chair of the International Labor & Employment Group (23); Sandra Crawshaw-Sparks, Co-Chair of the Entertainment Industry Group (31); Daryn Grossman, Co-Chair of 

the Life Sciences Group (53); Daryn Grossman, Co-Chair of the Technology, Media & Communications Group (8); Daryn Grossman, Co-Chair of the Corporate Department 

(266); Keisha-Ann Gray, Co-Chair of the Employment Litigation & Arbitration Group (147); Helene Jaffe, Chair of the Antitrust Group (66); Kristen Mathews, Chair of the 

Privacy & Data Security Group (23); Kathleen McKenna, Co-Chair of Employment Litigation & Arbitration Group (147); Elizabeth Mills, Co-Chair of the Not-for-Profit/Exempt 

Organizations Group (37); Amanda Nussbaum, Co-Chair of the Not-for-Profit/Exempt Organizations Group (37); Robin Painter, Co-Chair of the Private Investment Funds 

Group (123); Katharine Parker, Co-Chair of the Employment Law Counseling & Training Group (132); Katharine Parker, Co-Chair of the Government Contractor Compliance 

& Relations Group (6); Betsy Plevan, Co-Chair of the Class/Collective Action Group (32); Betsy Plevan, Co-Chair of the International Labor & Employment Group (23); Gail 

Port, Chair of the Environmental Practice Group (7); Andrea Rattner, Co-Chair of the Tax Practice Group (47); Kathy Rocklen, Co-Chair of the Broker-Dealer & Investment 

Management Regulation Group (29); Jennifer Scullion, Chair of the International Practice Group (17); Nancy Sher Cohen, Co-Chair of the Insurance Recovery & Counseling 

Group (23); Monica Shilling, Chair of the Private Equity Group (64) 

GLBT attorneys heading practices: Kathy Rocklen, Co-Chair of the Broker-Dealer & Investment Management Regulation Group (29); Peter Sherwin, Chair of the International 

Arbitration Group (11) 

Individuals with disabilities heading practices: We do not track lawyers with disabilities. 

COMMITTEE LEADERS 

Minorities heading committees: Jamiel Poindexter, Chair of the Diversity Steering Committee (27) 

Women heading committees: Julie Allen, Chair of the Audit Letter Review Committee (6); Julie Allen, Co-chair of the New Business Committee (11); Julie Allen, Chair of the 

Opinion Review Committee (16);Lauren Boglivi, Co-chair of the Summer Program Committee (16);Sandra Crawshaw-Sparks, Chair of the Lateral Integration Committee (14); 

Kristen Mathews, Co-chair of the Knowledge Management Committee (6);Kathleen McKenna, Chair of the Personnel Practices Committee (13);Amanda Wiley, Co-chair of the 

Associate Council (29) 

GLBT attorneys heading committees: 0 

Individuals with disabilities heading committees: We do not track lawyers with disabilities. 





The Firm Says 

At Proskauer, our commitment to diversity and inclusion is essential to our commitment to excellence. Our dedication to this principle is reflected not only in how we embrace 

the diversity of the people at the firm, but also in the long-standing support we have given to the communities in which we live and work. We are committed to creating a culture 

that embraces our core values of teamwork, respect, professional integrity and diversity. Hiring, retaining and promoting diverse professionals enables us to be a top-tier firm, and 

makes us a better and more appealing place to work. 

Our Diversity Steering Committee is comprised of partners and associates, a diversity and inclusion officer, and a team of diversity professionals. They work collaboratively to 

develop innovative programs to advance the goals of diversity and inclusion. These efforts include training, professional development, and retention and promotion strategies. 

Our retention efforts take a variety of forms. For example, our diverse affinity networks foster pride and collaboration among lawyers of specific backgrounds or experiences. The 

affinity groups advocate on behalf of their respective constituencies, hold heritage celebrations, and provide opportunities for speaking engagements, business and professional 

development workshops, social and networking events, continuing legal education programs, community service activities and pro bono work. Recent examples of affinity groupsponsored 

events range from "Now What? The Aftermath of Ferguson and Eric Garner," a charged conversation about American race relations to mark Black History Month, to a 

joyous Lunar New Year tasting of Asian teas and pastries. The firm's diverse affinity networks include: Asian Lawyer Affinity Group, Black Lawyer Affinity Group, Flex-Time 

Lawyer Affinity Group, Hispanic/Latino Lawyer Affinity Group, LGBT Affinity Group, Religious Observers Affinity Group and the Proskauer Women's Alliance. 

We believe that a diverse workforce enables the firm to offer the highest quality of service to our clients by affording them the benefits of varied perspectives on and approaches to 

legal issues. We actively recruit candidates from a diverse pool of applicants in order to maintain a collective workforce that is reflective of a broad range of ideas and talent. We 

recruit at over 40 law schools, participating in programs including: Boston Lawyers Group Fall Interview Program, Harvard Black Law Students Association Job Fair, Hispanic 

National Bar Association, International Student Interview Program, Lavender Law Career Fair, LGBT Law Association of Greater New York (LeGaL) Job Fair, New York City 

Bar Diversity Fellowship Program and the Northeast BLSA Job Fair. 

Our signature pipeline initiative is the Silver Scholar Program, which is designed to increase diversity at Proskauer and in the legal profession more broadly. Named after Edward 

Silver (the firm's first elected chairman and a premier labor lawyer of his time), the program awards scholarships of up to $30,000 to first- and second-year law students who 

combine outstanding academic achievement with demonstrated leadership abilities and active community involvement. 

We recently introduced three creative programs in order to enhance the experience of our diverse lawyers and provide resources for their continued success at our firm: 

The Women's Sponsorship Program (WSP) aims to retain our talented mid- and senior-level women lawyers by taking a special interest in their careers and providing them with 

tools that can help them to assume leadership roles in the future. WSP takes career development beyond traditional mentoring. The firm selects partner sponsors who not only 

serve as advisers, but also proactively advocate on behalf of their prot•g•es. In addition, sponsors are expected to ensure that each prot•g•e is given challenging work assignments 

that will maximize her potential; introduce her to other partners and clients; and bring her to outside events such as client gatherings. In addition, prot•g•es attend training sessions 

focused on key skills such as business development and executive presence. 

Our Diverse Lawyer Mentoring Circle Program (MCP) aims to enhance the development of junior-level diverse associates and help them better integrate into the firm by giving 

them one-on-one support from designated partner mentors. MCP amplifies the core benefits of individual mentoring - coaching, counseling and networking - by creating circles 

(i.e., teams) of mentor-mentee pairs, with each circle encompassing four or five mentees and their mentors. Mentees develop a relationship with their mentor, while also gaining 

exposure to the different working approaches, management styles, insights and networks of their circle's partners, and learning from the experiences of their fellow mentees. 

Finally, our New Parent Career Coach (NPCC) program helps Proskauer women lawyers navigate the transitions from working fulltime to maternity leave, and from maternity 

leave back to work. The program was created to meet a need expressed by the many associates who told us that coming back to work from an extended leave - particularly after 

childbirth - could be very difficult. To address the issue, we engaged a workforce strategies consulting group to design a customized program. Participating lawyers benefit from 

working with experienced career coaches who help them manage the challenges of being a new parent and a practicing lawyer at the same time. Our diversity professionals 

personally reach out to participants when they go on or return from maternity leave, and connect them with their coaches. We believe that we are one of the first large law firms to 

offer this type of program. 

The success of our diversity and inclusion initiatives is reflected in our many recent accolades. In the 2015 Vault Guide to the Top 100 Law Firms, Proskauer was ranked as one 

of the top 25 law firms - the best of the best - in three diversity-related categories: overall diversity, minorities and women. We achieved 2014 Gold Standard Certification from 

the Women in Law Empowerment Forum, a distinguished recognition for the leadership roles achieved by women equity partners. In addition, The New York Law Journal has 

recognized Proskauer for our WSP and MCP programs by honoring the firm as one of a handful of winners of its 2015 Diversity Initiative Project. Most recently, Proskauer was 

honored in the "Gender Equity" category by the Yale Law Women's 2015 Top Ten Family Friendly Firms Survey, for having women lawyers comprise at least 50 percent of its 

2014 partner promotions in the United States. 

As a firm, we aim to engage in activities that support diversity in the legal profession, both internally and externally. We believe that by producing opportunities for one another to 

learn, discuss and debate issues relating to our community, we will enhance our firm culture and the experiences of the professionals that join the Proskauer family.

Our commitment to diversity is essential to our commitment to excellence

Create successful ePaper yourself

Delete template?

Save as template?