|
‘DIVERSITY CHAMPION AWARD’
The New York City Bar’s Enhance Diversity Committee
will be presenting the second annual Diversity Champion Award at an Award
Ceremony and dinner being held on June 4, 2008, at the New York City
Bar Association, 42 West 44 th Street . The award recognizes the critical
role individuals have played in initiating and sustaining change within
their organizations and the overall New York legal community.
Last Year's Diversity Champion Award winners:
Winner Descriptions
Sharon Y. Bowen is apowerful role
model and catalyst for change in her roles as Vice Chair of Latham & Watkins
Diversity Committee, a partner in the firm’s corporate practice,
and a leader within the legal profession. Involved since the Diversity
Committee’s inception more than a decade ago, Ms. Bowen also serves
as Chair of the Diversity Hiring Subcommittee of the firm’s Global
Recruiting Committee . She is viewed as the “creative force” behind
many of the firm’s efforts, from organizing to soliciting others
to participate. Ms. Bowen’s recent accomplishments at the firm
include establishing the annual Diversity Weekend for new recruits and
the Latham Diversity Scholars Program. Ms. Bowen is also passionate about
working on behalf of young people, for example working with the Harlem-based
Roberto Clemente Middle School ’s Legal Studies Academy . In order
to maximize her impact, Ms. Bowen cultivates other attorneys who can
gain exposure and leadership skills by taking over the replication of
successful programs.
Laurie N. Robinson has been
described as a “visionary” whether
it is in reference to her role as founder and CEO of Corporate Counsel
Women of Color or her internal efforts at CBS. A practicing employment
lawyer in CBS Broadcasting’s legal department, Ms. Robinson recently
assumed additional responsibilities as Director of Training and Development
at CBS. Ms. Robinson established Corporate Counsel Women of Color (CCWC)
to provide a critical support network to in-house women attorneys of
color and to promote the advancement of women of color in the legal profession
and workplace. Since 2004, Ms. Robinson has grown the organization to
a membership roster of over 1,700 women attorneys of color who work in-house
for Fortune 1000 companies, Forbes 2000 companies, not-for-profit corporations,
and other entities in the United States and abroad. Displaying an entrepreneurial
spirit, Ms. Robinson built CCWC by starting small and working with available
resources and leveraging additional resources to fuel organic growth
in a “virtuous circle.”
Zakiyyah T. Salim, although an associate only six
years out of law school, is already a role model in her own right. Motivated
by her own path to becoming an attorney to create opportunities for disadvantaged
young people to have successful lives and careers, Ms. Salim is involved
in a remarkable array of diversity and community activities in addition
to her responsibilities as a securities litigation associate at Heller
Ehrman LLP. As a member of the firmwide diversity and New York office
hiring committees, Ms. Salim recently devised a process for the diversity
and hiring committees to collaborate during the fall recruiting season
and was instrumental in rolling out a new mentoring program for associates
of color. Among her many external activities, Ms. Salim organizes a series
of annual panels at law schools to increase the number of law students
of color who apply for state and federal clerkships. In the third year
of organizing, each event attracts over 70 participants and has generated
interest from other cities and courts looking for ways of replicating
the panel. Ms. Salim is able to extend her influence as an associate
by forging coalitions and building ownership both internally and externally.
Hon. John E.H. Stackhouse has
been a tireless advocate and pioneer for diversity issues throughout
his over thirty year career. As a New York County Supreme Court Justice,
he is currently the Co-Director of the Supreme Court Civil Division Anti-Bias
Committee, which is charged with the court’s internal diversity
efforts. A long-time advocate for a broad range of diversity initiatives,
such as women’s, disabilities
and gay rights, long before they were on the radar screen of others in
the legal community, his participation has raised the stature and visibility
of diverse groups. Motivated by a life-long conviction to fight intolerance
and social injustice, Judge Stackhouse has been described as a “trailblazer” by
many in the profession. Judge Stackhouse also has a long-standing commitment
to listening to the insights and mentoring a diverse array of young people.
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.
back to top
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? The
final day submissions will be accepted is February 13, 2008 .
Where do I submit my nomination form? Nominations
can be submitted to the attention of Alex David, Director of the
Office for Diversity by e-mail to adavid@nycbar.org;
by fax to 212-768-8116; or by mail to 42 West 44 th 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 on the next page. 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 13th)
- Interviews with finalists and references (Week of March 17th)
- Second Annual Diversity Champion Award Dinner (June 4th)
back to top
2006 Diversity Champion Award
|
