Moore & Van Allen - Vault.com · 2019. 9. 3. · Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2018) SUMMER ASSOCIATES ... how

Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database

(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Moore & Van Allen

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

100 N. Tryon StreetSte. 4700Charlotte, NC 28202Phone: 704-331-1000Fax:http://www.mvalaw.com

LOCATIONSCharlotte, NC; Charleston, SC.

DIVERSITY LEADERSHIPHead(s) of Firm: Tom Mitchell, Chair, Moore & Van Allen PLLCDiversity team leader(s): Amy Johnson & Valecia McDowell, Members and Co-Chairs of the Diversity Committee

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 319 315U.S. offices only 319 315

Moore & Van Allen2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

Yes

ASSOCIATES (2019) SUMMER ASSOCIATES (2019)

Men Women

White/Caucasian 50 38African-American/Black 1 4

Hispanic/Latinx 0 4Alaska Native/American Indian 0 0

Asian 3 2Native Hawaiian/Pacific Islander 0 0

Multiracial 0 3Openly LGBTQ 0 0

Individuals with Disabilities n/a n/aTotal 54 51

Men Women






NOTE: Employees of Moore & Van Allen are not asked to identify theirdisability status.


EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019)

Men Women






Men Women








OF COUNSEL (2019) NEW HIRES (2019)

Men Women






Men Women











Strategic Plan and Diversity Leadership

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

Matters of diversity and inclusion are communicated by way of the firm's external website, internal website postings and e-mail; as well as, through Diversity Committee meetings,the MVA Diversity Annual Report, presentations and lunch & learn sessions on various diversity issues that are important to Moore & Van AllenPLLC.

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

Amy Johnson, a Financial Services member, and Valecia McDowell, a Litigation member, serve as co-chairs of the Diversity Committee, along with the support of our managingmember, Tom Mitchell, and the firm's Management Committee Members.

Does your law firm currently have a diversity committee?

Yes

If yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee?

Yes

If yes, how many attorneys are on the committee, and in 2019, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 10Total hours spent on diversity: [No response]Comments: Moore & Van Allen does not systematically record hours on diversity related matters.

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?

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 Diversity Committee is held accountable to the firm's Management Committee for achieving diversity objectives. Team leaders also have responsibilities towards achievingthe objectives laid forth in the firm'sdiversity strategic plan as well as the firm's diversity work stream efforts which focus on the recruitment, retention and promotion of minorityand female attorneys.

Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

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

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

X Conduct firmwide mandatory diversity training for all attorneys and staff annually

X Implement bias interrupters with respect to hiring/assignments/evaluations/compensation reviews/promotions/etc.

X Focus on strengthening firm's mentoring program

X Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversityconsultant to examine how firm culture might be more welcoming of minorities

X Support law firm's internal affinity networks

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

X Coordinate or work with clients on diversity issues

X Develop/expand relationships with minority bar associations and other legal diversity organizations to offerfirm's support of these networks





INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Increase the number of minority attorneys at the associate level

X Increase the number of minority attorneys at the partnership level

X Increase the number of minority attorneys in leadership positions

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 equalaccess/inclusion on top client matters

XOther (please specify): MVA's Lawyers of Color (LOC) affinity group, led by Bankruptcy Member LuisLluberas and Litigation Member Nader Raja, endeavors to support its members through a variety of networking,professional development and client development opportunities. MVA LOC works to raise the visibility of bothminority partners and associates at the Firm and within the community.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Institute a formal part-time policy that addresses partnership prospects

X Increase the number of women at the associate level

X Increase the number of women at the partnership level

X Increase the number of women in leadership positions

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

X Provide accommodations specific to mothers (e.g., lactation rooms)

X Implement policies to address gender pay equity

XOther (please specify): The Women of Moore & Van Allen (WoMVA) affinity group brings together womenattorneys across the firm to support the advancement of its membership and their legal practices. Led by FinanceMember Meredith Reedy, WoMVA hosts events that promote the interests and progress of women lawyers.





INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X Increase the number of LGBTQ attorneys at the associate level

X Increase the number of LGBTQ attorneys at the partnership level

X Increase the number of LGBTQ attorneys in leadership positions

X Focus on strengthening firm’s mentoring program for LGBTQ attorneys

X Manage/monitor allocation of work assignments and/or hours billed to ensure LGBTQ attorneys have equalaccess/inclusion on top client matters

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

X Provide accommodations for LGBTQ attorneys (e.g. bathroom facilities)

XOther (please specify): Moore & Van Allen continues to maintain a 100/100 score on the Human RightsCampaign Corporate Equality Index - the national benchmarking tool that evaluates corporate policies andpractices pertinent to lesbian, gay, bisexual, transgender and queer employees.





INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


X Increase the number of attorneys with disabilities at the associate level

X Increase the number of attorneys with disabilities at the partnership level

X Increase the number of attorneys with disabilities in leadership positions

X Focus on strengthening firm’s mentoring program for attorneys with disabilities

X Manage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities haveequal access/inclusion on top client matters

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

X Implement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)




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 themin 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 minority 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.

Moore & Van Allen continues to work with a local 90/90/90 elementary school - 90% or more of the students are eligible for free and reduced lunch, 90% or more of the studentsare members of an ethnic minority group, and 90% or more of the students meet the district or state academic standards. Through this partnership,volunteer attorneys and staffprovide weekly mentoring to the school's entire fourth grade class. Furthermore, the firm is a key supporter of the Citizen Schools Mock Trial Apprenticeship and Lunch with aLawyer programs targeting middle school students, as well as the Court Camp and Urban Promise programs targeting high school students.

Additionally, in 2019 MVA launched its Career Day program for rising junior and senior high school students. This day-long program provided student guests with exposure tocareer opportunities in law, accounting, human resources, marketing, public affairs, and information technology. Professionals from MVA and our corporate partners began the daywith a panel discussion highlighting various career opportunities in the legal profession.




Recruitment - New Associates

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

Ivy League law schools: Harvard Law School

Other private law schools: Georgetown, Duke, Wake Forest, Washington & Lee, Vanderbilt, Emory University, University of Richmond, Boston University

Public state law schools: University of North Carolina, University of South Carolina, University of Texas, University of Georgia, University of Virginia, University of Alabama,William & Mary

Law schools of Historically Black Colleges and Universities (HBCUs): Howard University

Diversity job fairs: None

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?

In early 2019, MVA hosted its inaugural Diversity Conference — a one-day seminar designed to introduce 1L law students to leaders and career opportunities in the legal industry.20 law student participants were selected through a competitive application process and gained exposure to the climate of diversity in the legal industry through various networkingopportunities, interactive panels, and presentations from MVA members, clients and other leaders in the legal profession

Additionally, MVA launched its Diversity Scholarship in early 2019. The program a unique summer employment opportunity for students just finishing their first year in lawschool. Open to all first-year law students, MVA evaluates candidates based on their academic performance, communication skills, demonstrated leadership qualities, workexperience and community involvement. MVA also consider students' life experiences that helped shaped their values and professional goals. Selected candidates have theopportunity to participate in the firm's summer associate program for 2Ls and may have a chance to earn up to $15,000 in scholarship money.

Moore & Van Allen continues to participate in the Charlotte Legal Diversity Clerkship that targets diverse 1L candidates for summer employment. The clerkship program providesa twelve week experience to 1L candidates who split their summer between a law firm and a legal department at a large corporation in Charlotte, NC.




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019)

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

Men Women






Men Women








OFFERS ACCEPTED* (2019) NEITHER ACCEPTED NOR DECLINED (2019)

* Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-timeemployment because of postgraduate clerkship/fellowship

Men Women






Men Women











Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2019) LATERAL OF COUNSEL HIRES (2019)

Men Women






Men Women








LATERAL PARTNER HIRES* (2019) NEW PARTNERS PROMOTED* (2019)

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

Men Women




Multiracial 0 0Openly LGBTQ 0 n/a


Men Women








NEW EQUITY PARTNERS* (2019)

* Whether hired laterally or promoted from within

Men Women










Recruitment - Lateral Associates and Partners

What activities does the firm undertake to attract diverse attorneys?

Partner programs with women, minority, LGBTQ 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

Firm is Mansfield Rule certified

If the firm is not Mansfield Rule certified, does it plan to be certified?

Other (please specify)The Firm relies on referrals, outreach efforts to minority law student organizations, and participation in such programs as the Charlotte Legal Diversity Clerkship and its DiversityScholarship and Diversity Conference programs to source 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:

SJL Attorney Search; Blackbyrd Attorney Search




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 9

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES

Men Women






Men Women








3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES

Men Women






Men Women








5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES

Men Women






Men Women












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 9

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES

Men Women






Men Women








OF COUNSEL NON-EQUITY PARTNERS

Men Women






Men Women








EQUITY PARTNERS

Men Women











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, LGBTQ attorneys, or individuals with disabilities)

Increase/review compensation relative to competition

Implement procedures to ensure gender pay equity

Increase/improve current work/life programs

Adopt dispute resolution process

Succession plan includes emphasis on diversity and greater inclusion of minority 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 minority attorneys (for whom research indicates a greaterinclusion 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

Other (please specify)

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 yourfirm?

We have members who work reduced hours with no impact on their membership status. Our alternative schedule policy also accommodates those associates or counsel whowork reduced hours. They may remain on partnership track with the possibility of deferral based on time omitted from their work schedule. Attorneys who elect to participate inalternative arrangements are not precluded from election to membership or progression to equity membership. Attorneys who work reduced hours become eligible for nominationunder a modified schedule. The reduced-hours agreement provides for a one-year deferral of membership eligibility for each year of cumulative time omitted. A partial six or moremonths is treated as a full year.

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

An equity partner is expected to be fully engaged in the practice in all aspects, including rainmaking, practice management, client service, etc. As such, this position doesn't lenditself to part-time. An equity member choosing to move to part-time would likely move to Fixed Equity or Non-Equity.





PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2019) Men Women Total (full and part-time)

Associates 0 1 1 105

Of counsel 2 12 14 42

Non-equity partner 7 2 9 80

Equity partner 0 0 0 75




Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 9

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE*

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

Men Women






Men Women








PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE*

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

Men Women






Men Women








ATTORNEYS ON THE DIVERSITY COMMITTEE OREQUIVALENT

Men Women










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 (2019) U.S. office headsPractice group/

department leaders Committee leaders

Total number of positions 2 17 12

Number of such positions held by:

Minorities 0 1 1

Women 0 0 5

LGBTQ attorneys 0 0 0

Individuals with Disabilities n/a n/a n/a

NOTE: Employees of Moore & Van Allen are not asked to identify their disability status.

Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses inthe 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? 2

Minorities heading offices: [No response]

Women heading offices: [No response]

LGBTQ attorneys heading offices: [No response]

Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Joe Fernandez, Corporate (36)

Women heading practices: [No response]

LGBTQ attorneys heading practices: [No response]

Individuals with Disabilities heading practices: [No response]

COMMITTEE LEADERS

Minorities heading committees: Valecia McDowell, Diversity Committee (10)

Women heading committees: Valecia McDowell, Diversity Committee (10); Amy Johnson, Diversity Committee (10); Kimberly Zirkle, Public Service Committee (18); CaitlinHorne, Young Professionals Network (11); Lesley Lewis, Hiring Committee (4)

LGBTQ attorneys heading committees: [No response]

Individuals with Disabilities heading committees: [No response]




The Firm Says

One of Moore & Van Allen's important missions is to support a culture of diversity and inclusion at our firm and in the many communities we serve. As a firm, we understandthat our success in this mission is critical to our ability to provide the highest level of legal services to our clients. Moore & Van Allen continues to implement strategic practicesdesigned to support and promote the recruitment, retention and promotion of minority and female attorneys within our firm. These efforts are outlined below.

MOORE & VAN ALLEN'S DIVERSITY STATEMENT

At Moore & Van Allen, we recognize that having people with different racial, ethnic and religious backgrounds, countries and regions of origin, genders, gender identitiesand expressions, generations, physical abilities and sexual orientations is critical to our ability to provide the highest level of legal services. By fostering an inclusive workenvironment, we come together as one extraordinary team with the common purpose of providing truly outstanding legal services to our clients. Our commitment to diversity goesbeyond our Firm to the communities we serve through extensive outreach initiatives. These core principles are embraced by the Firm's leadership.

COMMITMENT TO WORKPLACE EQUALITY

MVA earned a perfect score on the 2019 and 2020 Corporate Equality Index (CEI) - a national benchmarking survey and report administered by the Human Rights CampaignFoundation. The report evaluates LGBTQ-related policies and practices, including non-discrimination workplace protections, domestic partner benefits, transgender-inclusivehealth care benefits, competency programs and public engagement with the LGBTQ community. The firm earned a 100 percent ranking by satisfying all of the CEI's criteria andhas been designated as a Best Place to Work for LGBTQ Equality. MVA is one of two Charlotte-based organizations to receive this designation.

MVA DIVERSITY SUPPLIER INITIATIVE

As an outgrowth of the principles reflected in the Moore & Van Allen Diversity Statement, the firm is committed to an intentional approach to expanding opportunities for Moore& Van Allen to conduct business with minority, women, veteran and LGBTQ owned businesses. Such businesses must demonstrate an ability to provide competitive marketprices, high quality products and/or services, and timely delivery on expectations. Departments and/or individuals who make purchasing decisions on behalf of Moore & Van Allenare asked to consider minority, LGBTQ, veteran, and women- owned vendors.

MOORE & VAN ALLEN'S DIVERSITY COMMITTEE

Established in 2000, the Diversity Committee's purpose is to raise awareness and foster understanding and appreciation of the various ethnicities, races, religions, countries andregions of origin, physical abilities and sexual orientations represented within Moore & Van Allen and the clients and community we serve. The Committee is led by MVAFinancial Services Member Amy Johnson and Litigation Member Valecia McDowell. The Committee includes representation from all of MVA's offices, as well as representationfrom the MVA Management Committee.

In 2019, the Committee and its affinity groups continued to focus its efforts on the recruitment, retention and advancement of minority and female attorneys. Outlined below are ahandful of key initiatives achieved and sustained through the Committee's work over the last year.

• MVA received over 70 applicants for its inaugural Diversity Scholarship Program offering a unique summer opportunity for first-year law students. Two candidates were selectedas MVA's first scholarship recipients.

• The firm hosted 20 first-year law students at the inaugural MVA Diversity Conference — a one-day seminar designed to introduce law students to leaders and careeropportunities in the legal industry.

• MVA expanded its gender neutral parental leave policy to provide all exempt employees with six weeks of paid parental leave, in addition to any paid disability leave due topregnancy or childbirth, and it is intended to allow all employees time to care for their newly born or adopted child.

• MVA amended its onboarding/self-identification documentation for new and current employees to voluntarily select options beyond male and female and voluntarily providebinary or non-binary pronouns.

• Female representation among all associates reached fifty percent in 2019 exceeding the U.S. national average reported by the National Association for Law Placement (NALP).

• Minority representation among all associates reached seventeen percent in 2019; minority female representation among all associates reached thirteen percent which is equal tothe U.S. national average reported by the NALP.

• Twenty-nine percent of MVA's 2020 summer associates were sourced through the 2019 and 2020 Diversity Conferences.

The Committee also actively supports a variety of organizations devoted to advancing appreciation for diversity in the workplace and in the community. The Committee continuesto cultivate and maintain relationships with a number of community partners including, but not limited to, the following:

• Community Building Initiative (CBI), a nonprofit organization designed to give people and organizations the knowledge, skills, and courage to fight bias, remove barriers toopportunity and build a more equitable and just Charlotte-Mecklenburg.

• Harvey B. Gantt Center for African-American Arts+Culture, which is dedicated to promoting African American art, culture and history.

• MVA is a founding law firm and current participant in the Charlotte Legal Diversity Clerkship - a highly competitive summer program for first-year law students who advancethe value of diversity.

• Carolinas Minority Supplier Development Council, that expands business opportunities for Minority Business Enterprises by adding economic value to the supply chain, whileincreasing economic opportunities for the minority business community.

• MVA serves as a sponsor of the Women Lawyers of Charlotte and ensures membership to the organization for our female lawyers.

• MVA is a proud sponsor of the HRC Gala in Charlotte, NC. The firm continues to participate in the HRC's Corporate Equality Index and has achieved a 100/100 on the index forfive consecutive years.

• MVA is a proud sponsor of the annual YMCA MLK Holiday Breakfast benefitting the McCrorey YMCA.




• MVA is a sponsor of the Mecklenburg Bar Foundation's annual McMillan Dinner which recognizes a diversity champion within the local bar; funds from the event helpunderwrite summer clerkship opportunities at local legal services institutions.

Women of Moore & Van Allen (WoMVA)

WoMVA, a subcommittee of the firm's Diversity Committee, brings together female lawyers at our firm for mentoring, networking and career development opportunities devotedto promoting the interests and progress of women lawyers. WoMVA is led by Financial Service Member Meredith Reedy.

Lawyers of Color (LOC)

Moore & Van Allen's newly established Lawyers of Color (LOC) group focuses on networking, peer-to-peer support, leadership development and mentoring opportunitiesfor attorneys of color. The group works to support the success of its three core goals: to increase cohesiveness among current MVA LOC members; to establish networking ordevelopment opportunities of benefit to its members; and to increase community outreach efforts to the legal community and community at-large. MVA LOC is led by MVABankruptcy Member Luis Lluberas and Litigation Member Nader Raja.

Documents

Moore & Van Allen - Vault.com · 2019. 9. 3. · Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2018) SUMMER ASSOCIATES ... how