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‘DIVERSITY CHAMPION AWARD’
The New York City Bar’s Enhance Diversity Committee will be presenting the fourth annual Diversity Champion Award at an Award Luncheon on May 27, 2009, at the New York City Bar Association, 42 West 44th Street, from 12:30 p.m. - 2:00 p.m. The award recognizes the critical role individuals have played in initiating and sustaining change within their organizations and the overall New York legal community.
This Year's Diversity Champion Award winners:
LaShann DeArcy, Associate, Gibson Dunn & Crutcher LLP
Hon. Charles J. Hynes, Kings County District Attorney
James R. Silkenat, Partner, Arent Fox LLP
LaShann DeArcy, Associate, Gibson Dunn & Crutcher LLP
LaShann DeArcy has made a lasting impact on the diversity of the New York legal community both through her active participation in the diversity efforts at Gibson, Dunn & Crutcher LLP where she is a senior associate, as well as through her public service in the community. LaShann is remarkably adept at using her energy and enthusiasm, often described as “contagious,” to create a diverse and inclusive environment at her firm. As chair of the firm's New York diversity committee, LaShann was key in revamping the structure of the committee -- making it a priority to specifically target the unique needs of Gibson's minority, women, and LGBT communities. Through the committee she spearheaded several important community outreach and professional development initiatives, including the creation of a diversity speaker series, the formation of a mentoring circle for young mothers, and a collaboration with Howard University School of Law to host networking events in New York. In recognition of her contributions, Gibson Dunn's management invited LaShann to participate on its Diversity Task Force, an executive level diversity committee chaired by the managing partner. In addition to her work at Gibson Dunn, LaShann has served as a mentor to many young lawyers and students of color and has volunteered at a wide array of community organizations.
Hon. Charles J. Hynes, Kings County District Attorney
Hon. Charles “Joe” Hynes, in his fifth term as the District Attorney of Kings County (Brooklyn), has redefined the job of a District Attorney in ways that reflect his unwavering commitment to diversity. From the beginning, he has insisted on a diverse office like the community which he serves, and his current staff, which is over 50% diverse, illustrates that his efforts and commitment to diversity have paid off. Through the minority attorney hiring and recruiting program, he has been able to employ a staff comprised of men and women of all races, ages, religions, sexual orientations, and nationalities. As both a community leader and prosecutor, Mr. Hynes has used his expansive view of diversity and inclusion to establish innovative programs that empower and strengthen Brooklyn’s diverse community while at the same time serve as nation-wide models (i.e., the Drug Treatment Alternative-to-Prison Program) for others to follow. Reaching out to the non-legal community, he also actively encourages diverse students of all ages from junior high through college to consider law as a career option.
James R. Silkenat, Partner, Arent Fox LLP
James R. Silkenat supports diversity through his role as a corporate partner at Arent Fox LLP, as Chair of the American Bar Association's Legal Opportunity Scholarship Fundraising Committee, and as an active participant in the legal community. He is a tireless advocate concerning the need for and the importance of diversity in the legal profession within his firm and through his bar association involvement. Mr. Silkenat's efforts are all commendable, but his role in the creation, funding, and operation of the American Bar Association's Legal Opportunity Scholarship Fund, which is intended to make sure that the legal profession mirrors the public it serves, truly demonstrates his dedication to making the legal profession more diverse. To date, the Scholarship Fund has arranged three-year law scholarships for more than 180 minority students, who can point to Mr. Silkenat's ability to "single handedly pull resources together" for the success of the program. Without prompting, and on his own initiative, Mr. Silkenat has personally raised more than $1,200,000 in additional funding.
Criteria
Overall, this award recognizes individuals who champion the ideals embodied in the New York City Bar’s Statement of Diversity Principles—“facilitate diversity in the hiring, retention and promotion of attorneys and in the elevation of attorneys to leadership positions within our respective organizations.” To that end, we will assess a nominee’s excellence in one or more of the following areas:
1. Influencing Others
Successful diversity efforts have champions who discuss the importance of diversity at every possible opportunity. Diversity champions can exert influence, not necessarily because of their titles, but by making a persuasive connection between organizational performance and progress on diversity. Speaking engagements, both internally and externally, can be one mechanism for making the case for diversity.
2. Being a Role Model
Champions “talk the talk and walk the walk.” It is not just what champions say, it is how they act that signals whether diversity is truly important to the organization. For example, champions can demonstrate that mentoring is valued by personally mentoring someone from a different background. In addition, it is a powerful communication tool when champions discuss openly and honestly how they manage their professional and personal lives.
3. Continually Learning
To be an effective champion, it is important to understand the challenges faced by different groups in the profession. These challenges and the barriers they can present often unintentionally go unnoticed by members of a majority group who have never experienced being an outsider in their profession. A diversity champion regularly reaches out to a diverse array of attorneys to understand first-hand the experiences of someone from a different background.
4. Cultivating Diverse Teams
Whether staffing teams internally or externally, diversity champions seek out diverse talent in its many forms. Diversity champions place a premium on good management, both for themselves and others. They strive to develop and retain their diverse team members, by mentoring, coaching, and providing constructive feedback.
5. Innovating and Taking Risks
In order to make diversity a reality, creative and practical solutions must be identified and implemented. Diversity champions believe change is possible and see opportunities where others see obstacles. For example, a champion could spearhead the creation of an affinity group or a pilot flexible work program in one department in order to assess effectiveness and build the case for broader implementation.
6. Holding yourself and others accountable for diversity
Accountability is an evolutionary process beginning with systematically making the case that diversity is beneficial to the organization’s and individual’s bottom-line. When individuals are not participating, diversity champions can use their personal influence to encourage others to take action. As clients, champions can identify ways to meaningfully foster diversity in their outside counsel, such as through the RFP process and ensuring inquiries regarding diversity efforts and achievements of outside counsel.
7. External Leadership Involvement
On its own or in conjunction with internal activities, diversity champions can take an active role in fostering diversity in the profession. Individuals may take an active role in minority bar associations or in diversity committees in local or national bars. Diversity champions can also forge connections with law schools, colleges, high schools, and other organizations in order to broaden the diversity pipeline. Pro bono activities are another important way in which individuals may have an impact on diversity within the profession and society in general.
Frequently Asked Questions
Who should we nominate?
- Attorneys : Nominations are limited to attorneys, although they need not be actively practicing law.
- Time period : While our emphasis is on actions taken within the last year, we recognize that it may be difficult to isolate certain achievements within a calendar year. Notable achievements from the past or that occur on an ongoing basis may be included as well.
- Level : It is important to recognize that leaders can be found throughout any organization, and successful diversity efforts empower and cultivate champions at all levels. In addition, we encourage nominations from a range of positions, from diversity professionals to practicing attorneys with no direct responsibility for diversity efforts.
- Internal or External : Nominations can come from within or outside the organization. Individuals are eligible in connection with their efforts to increase diversity within their own employer as well as outside the organization, such as bar association initiatives.
- Type of Employer : Diversity champions can hail from any sector of the legal profession—government, firm, corporation, academia, or non-profit. To that end, individuals do not need to be employed by signatories of the statement of diversity principles to be eligible, but special consideration will be given to those affiliated with signatories.
- Number of Nominations : Individuals and organizations may nominate multiple individuals on separate nomination forms.
When are nominations due?
Check back for information regarding the 2010 submission deadline in the fall of 2009
Where do I submit my nomination form?
Nominations can be submitted to the attention of Elizabeth Dorfman, Assistant to the Office for Diversity by e-mail to edorfman@nycbar.org; by fax to 212-768-8116; or by mail to 42 West 44th Street , New York , NY 10036 .
How many winners will be chosen?
The number of winners will be determined by the pool of nominations, but will not exceed three winners.
What is the process for selecting the winners?
The Enhance Diversity in the Profession Committee has established the criteria listed above. A panel of committee members representing a cross-section of legal employers will be convened, ensuring that there are no conflicts. Interviews will be conducted with finalists and their references in March and April. The subcommittee will contact winners.
Key Dates:
Please be advised that finalists and their references are expected to be available for interviews in March. In addition, winners are expected to be available to attend the Diversity Symposium to accept the award.
- Nomination submission deadline (February 12th)
- Interviews with finalists and references (March-April)
- Second Annual Diversity Champion Award Dinner (June)
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2008 Diversity Champion Award
2007 Diversity Champion Award
2006 Diversity Champion Award
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