Annual Meeting April 8, 2015

Valerie Jensen, JD

Executive Director

Member Recognition

Wells FargoLand O’LakesCargill

Corporate Members

Member Recognition

Large – Dorsey & Whitney Mid – Fish & Richardson Small – Zelle Hoffman

Law Firms

Twin Cities Diversity in Practice The Past 10 Years

 Challenges and Opportunities As We Move Forward

Why It Still Matters…

Where We Began….

Our Board/Our Members 2006

26 Members

14 Board Directors

Our Members/Our Board 2015

46 Members

26 Board Directors

Efficient and Effective Use of Resources

Staff Members

30 Law Firms

16 Law Departments

46 Total

EA

ED

Attract/Recruit 2006 Flying Squads• Chicago, Washington

DC, Nashville, Madison

1L Clerkship Program • Six Clerks

Community Outreach

Attract/Recruit 2015 Flying Squads• Chicago

Ambassador Program • Mentoring Program• All Three Law Schools

MMRC• Recruitment Conference• National Recruitment

1L Clerkship

16 Clerks

Advance Retain 2006

Creating Connections

New Associate Welcome

Partners of Color

Directory

Advance/ Retain 2015

PDC Programs

Sponsorship Pilot

Young Lawyers Group

Mentoring Circles

Member/Community Engagement

Challenges and Opportunities

Members

Diversity in

Practice

Lawyers of Color

Building Our Brand in 2015

• PDC• Young

Lawyers Group

• Determining High Touch Events for Students

• Getting Our Name Out Through Social Media

Attract Recruit

RetainAdvance

Doing What Matters

Understanding Why People LeaveCreating a PlanGetting Engaged at All Levels

+

Locally, Nationally, Globally

Fastest Growing Populations• What does that

mean?• Comfort and

competence?• What Is Expected?

Changing Face of Law

Shift Happens ----2050?National Geographic Predictions

What is your organization doing that is different or innovative?

It Is Time to Move Beyond Checking the Box!

What does success look like for your organization?

What Can We Do To Help All Lawyers Advance?

1. Help Lawyers build skills through challenging, varied work.

2. Provide support and encouragement and make lawyers feel like and become a valuable member of the team.

3. Ensure colleagues are culturally competent and know how to work with attorneys of color.

What Can We Do To Help All Lawyers Advance?

4. Acknowledge the level of work quality through transparent, periodic performance reviews.

5. Tie compensation and merit bonuses to performance reviews.

6. Ensure reduced-time schedules are not barriers to success.

7. Evaluate the performance of partners and managers and provide development or remove direct reports for sub-standard managers.

What‘s the Difference

Thought Provoking

High Touch

Engagement

Our Priorities 2015

Metrics

Sponsorship

Many Faces of Diversity in Practice

TakeawaysEach organization needs to be intentional from

Attract through RetainReview Business Plans with diversity in mind Get Engaged – Diversity & Inclusion Work

Requires Your EngagementStep Outside Your Comfort Zone….

Collects Data From

Members

Creates a Platform to

Share Ideas

Creates a Safe Place to

Have The Hard

Conversations

Twin Cities Diversity in Practice

Final Thoughts

Thank You!