‘DIVERSITY CHAMPION AWARD’

This Year's Diversity Champion Award winners:
George Cheeks & Andra Shapiro, Executive Vice-Presidents, Co-General Counsels, MTV Networks
Duane L. Hughes, Executive Director, Morgan Stanley
Marissa C. Wesely, Partner, Simpson Thacher & Bartlett LLP

George Cheeks and Andra Shapiro
Andra Shapiro joined MTV Networks as Counsel in 1988, and during her 20+ year tenure at the company has managed the business and legal affairs for the Nickelodeon children's television network. She is currently Executive Vice President/General Counsel for the Nickelodeon Kids and Family Group and Co-General Counsel of MTV Networks along with George Cheeks. Prior to joining MTV Networks, Andra was an associate attorney with the intellectual property firm Cowan, Liebowitz and Latman. Andra graduated magna cum laude from Barnard College. She holds a MA in Art History from NYU's Institute of Fine Arts and a JD from NYU's School of Law.

George Cheeks began his career as an entertainment associate at Loeb & Loeb. In addition, he served as Vice-President, Business Affairs for Castle Rock Entertainment and worked as an entertainment attorney at the boutique entertainment firm of Hansen, Jacobson, et al. In 1998, Andra hired George as a junior lawyer for MTV Networks in the Business and Legal Affairs (BALA) Department for Nickelodeon. In December of 2002 he was promoted to Senior Vice President and General Counsel of MTV, MTV2, MTVu and MTV Films. In January of 2005, he was promoted to Executive Vice President and General Counsel of MTV, MTV2, MTVu, MTV Films, VH1, CMT and LOGO. George’s current title is Executive Vice President, Business Affairs, Co-General Counsel, MTV Networks and General Counsel, Music Group & Entertainment Group. George graduated from Yale University (Phi Beta Kappa) and received his JD cum laude from Harvard Law School.

George and Andra have made a lasting impact on the diversity of the MTV Networks community. As Executive Vice Presidents, Co-General Counsels of MTV Networks (MTVN), they have built a law department that is more than one-third persons of racial/ethnic minorities and diverse in every way – by race, gender, sexual orientation, age, religious affiliation, personality, work style, and family life. Their success is evident in their retention of diverse lawyers, where the average length of service exceeds eight years.

Their innovation in instilling diversity into the fabric of BALA’s culture cannot be overstated. Together, they have built a law department that is both diverse and supportive—fostering their employees’ professional and personal needs.

Duane L. Hughes
Duane L. Hughes is currently an Executive Director in the Legal and Compliance Division at Morgan Stanley, where he advises on structured debt capital market transactions. Fluent in Spanish and Portuguese, Duane’s career has focused on Latin American capital markets at both Shearman & Sterling and Simpson Thacher & Bartlett, with an in-between stint at Lucent Technologies, prior to joining Morgan Stanley nearly a decade ago. Duane holds JD, MBA and MA degrees from the University of Pennsylvania and a BA degree summa cum laude in Economics from Howard University.

Duane Hughes reflects his passion for diversity and inclusion in a variety of ways within Morgan Stanley and the greater legal profession. His comprehensive and strategic approach to diversity at Morgan Stanley has led to a Legal and Compliance Division diversity committee with over 40 members worldwide and a host of initiatives including: unique diversity awareness and training sessions; an annual outside counsel survey and reception on diversity matters; a summer internship for first year law students and market leading partnerships with the City Bar’s South African Visiting Lawyer Program, and the Legal Outreach Program.

As a member of the Committee to Enhance Diversity in the Profession of the New York City Bar Association, he played a key role in drafting the City Bar’s Statement of Diversity Principles and the creation of the City Bar’s Office for Diversity. Last year, Duane spearheaded fundraising for Pathways to Achievement and Community Transformation (PACT), a high school initiative for 25 young African American and Latino males interested in future law careers, and addressed hundreds of professionals through his diversity presentations at conferences, law firms, and law departments around the country. Duane bases his efforts on the fundamental principle that people with different perspectives working together achieve better results. His contagious enthusiasm for diversity matters has contributed tremendously to the greater legal community.

Marissa C. Wesely
Marissa C. Wesely is a partner at Simpson Thacher & Bartlett LLP where she has practiced law since 1980. Marissa, a member of the firm’s Corporate Department, specializes in domestic and international bank finance transactions, with an emphasis on leveraged acquisition finance, recapitalization, and debt restructuring transactions, principally advising equity sponsors and corporate borrowers. Marissa graduated magna cum laude from Williams College in 1976 and received her JD, cum laude, from Harvard Law School in 1980.

Marissa is a tireless advocate concerning the need for, and the importance of, diversity within her firm and in the legal profession. Through her continued advocacy, Simpson Thacher recently elected two women partners to the firm’s Executive Committee, which marked the first time in the firm’s 125-year history that women partners became members of the Executive Committee. In addition, in the past three years, 50% (2008), 40% (2009) and 33% (2010) of the firm’s newly elected partners were women. Marissa is not just satisfied with their elevation, but she continues to work to ensure their success through mentorship. Through her work as Co-Chair of the Diversity Task Force, Marissa was instrumental in the creation of Women’s and Diversity Advisory Councils to solicit feedback on the firm’s women’s and diversity initiatives and the appointment of Diversity Partners to monitor the professional development of women and minorities.

Marissa has also been very active in advancing women’s issues outside of Simpson Thacher. One of Marissa’s recent achievements is the establishment of the Kate Stoneman Project, a leadership organization for the women partners of 10 leading New York-based firms. The Kate Stoneman Project is committed to advancing women in the profession and using the group’s collective strength to promote their leadership in civic, educational, and charitable endeavors.

In addition, as a member of the New York City Bar Association’s Committee on Women in the Profession, Marissa has helped to promote the New York City Bar Report on “Best Practices for the Hiring, Training, Retention and Advancement of Women Attorneys.” In addition to her leadership at the New York City Bar, Marissa is an active member of the Boards of Directors of Legal Momentum and The Global Fund for Women, and is on the Executive Committee (and Co-Chair of the Development Committee) of DirectWomen, a project of the American Bar Association and Catalyst to improve corporate board diversity.

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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