CMCP Diversity Matters - May/June 2018

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practical tools and concrete takeaways for addressing bias. We will also have a two-hour session “Power Up Your Diversity Committee” focused on sharing best practices and tackling the challenges of building, revitalizing and effectively employing diversity committees. Other sessions at the 2018 Annual Business Conference will provide resources on financial planning and career development (looking especially at issues for women attorneys), and our inaugural Speed Mentoring session will allow attorneys at any stage of their career, to get focused advice on building a practice, decision-making, and other topics. Networking and business development opportunities will still be abundant, as at every conference, and for the 2018 conference we will provide a twohour bootcamp for associates and newer partners on business development. Meanwhile we continue to recruit more and new companies to participate in Corporate Connections as we seek to match or exceed the 38 companies that interviewed outside counsel last year. Please mark your calendars for a great conference, October 10 – 12, 2018 at the Palace Hotel in San Francisco. Let’s also enjoy the success stories in the legal community: we will shortly be featuring the stories of new minority partners in the CMCP Newsletter; already in this year, we have provided programs in Los Angeles, San Francisco, San Diego, Orange County, and for the first time in Sacramento with programs in the works for Silicon Valley. Many thanks to the member organizations that have or have committed to sponsor or host a program this year: • Allen Matkins Leck Gamble Mallory & Natsis LLP • Carothers DiSante & Freudenberger LLP • Clyde & Co US LLP • Farella Braun + Martel LLP • Fisher & Phillips LLP • GitHub, Inc. • Jones Day • Kaiser Foundation Health Plan, Inc. • Meyers Nave Riback Silver & Wilson, PLC • PG&E Corporation • Payne & Fears LLP • Procopio, Cory, Hargreaves & Savitch LLP • Robins Kaplan LLP • Sidley Austin LLP 4 | California Minority Counsel Program
Returning to my starting point on bias in the legal profession and elsewhere, unfortunately, there are no cops to call on individual attorneys and organizations that cling to negative views of people who don’t fit their molds of what a successful attorney should look like. However, we can do a few things: we can create and where needed force spaces for constructive and honest dialogue; and we can create more opportunities for those organizations and individuals which genuinely support diversity; and we can support the individuals and organizations that really are acting as diversity leaders pushing law firms and legal departments to take practical steps in hiring, retaining and promoting minority attorneys. CMCP’s strength is in the commitment of the many fine individuals who support us and diversity. These are the individuals who have buy-in and walk the walk. They are not all GCs and managing partners or even practicing attorneys, and they are not always diverse; they are people who push through the various screens between them and decision-makers because they care deeply about having an impact on diversity, more than being recognized, more than the comfort of just keeping their heads down and not getting involved. So thank you, to all those who have gotten us to this point, and for you and others who are looking to contribute, please partner with us as we drive the legal profession toward diversity, equity and inclusion. Here’s to the good work we can do together, Robert May/June 2018 | 5
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Page 14 and 15: DEVELOPMENT OF WORKPLACE VIOLENCE P
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