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Jeff King is an oil and gas trial lawyer. He represents oil and gas producers and marketing companies in MDLs, class actions, and individual cases before state courts, federal courts, and arbitration panels throughout the western United States, Oklahoma, Kansas, and Ohio. This includes royalty, environmental, drilling, offshore, hydraulic fracturing, surface, municipal, lease termination, failure to develop, drainage, and title disputes. King is also a noted author and speaker on many oil and gas issues. Jamie Bryan concentrates her practice on the oil and gas industry in both the upstream and midstream sector and complex multi-district litigation. For the past 18 years, she has focused on a broad range of energy issues including royalty disputes, lease termination issues, surface use issues, municipal ordinances, environmental claims, right to take challenges, and eminent domain.
K&L Gates Adds Five-Lawyer Energy Team in Texas
They ramped up in the early s as many firms invested heavily in programs designed to recruit and retain minority and women lawyers. However, the recession hit in and significantly challenged law firm diversity efforts. This article explores some of the reasons for the current state of diversity with respect to minority and women attorneys in law firms, and provides some insight on how law firms can work their way to better results with their diversity-focused efforts.
As revenues declined, so did firm headcounts and the amount of resources that could be devoted to diversity programs. Their diversity makes them better able to connect with juries, judges and governmental bodies. As law firms slowly recovered from the effects of the recession in , many were recharging the batteries that energized diversity efforts.
Data show that the recession had a negative impact on some diversity efforts, but not all. Despite the recession, they continue to advance in leadership roles in their firms. However, the data is more troubling for minority attorneys. The recession has hit them harder, especially law students, and the decline in their ranks may linger for years. This was based on an extensive survey of offices or firms that responded to a NALP survey.
The percentage of non-equity partners who were minorities was 8. That means that in the period between and , diversity at the partner level declined or remained flat. And, it is not as if law firms have few minorities or women at their disposal to promote.
In , according to a NALP survey, Clearly, there is a major gap between the numbers of minority attorneys at major law firms, who of course form the pool eligible for partnership, and the numbers who actually become partners who hold a financial stake in their firms. The percentage of minority attorneys in the largest firms is consistent with the percentage of minority attorneys in general in the United States: According to the American Bar Association, African Americans account for 4.
So the issue does not seem to be who is hired by the major firms; it is who stays long enough and does well enough to become a partner. Corporations, on the other hand, have done significantly better than law firms, as the percentage of minority general counsels in major U.
Diversity Efforts Challenged to Move Forward in For both minorities and women the equity partner numbers remain quite low. Law firms are challenged once more to focus their efforts on diversity. There is no question that diversity is good business. As respected law firm economist and blogger Adam Smith, Esq. It also shows that a diverse and inclusive workforce is crucial for companies that want to attract and retain top talent.
An MCCA study indicates that a growing set of data shows that businesses that succeed financially have a higher number of women and minorities at the highest rank of leadership.
There remain significant challenges to increasing the percentage of minority and women partners in law firms and increasing it even to the 9. First, many diverse candidates do enter law firms right out of school, but as an MCCA study has noted, these minority and women lawyers are often not given the same opportunities for growth and advancement as their non-diverse peers. One common explanation is that law firm partners subconsciously devote more mentoring time to other lawyers with whom they identify more closely, which often equates to people of similar racial, ethnic, and economic backgrounds.
Second, perhaps as a result, minority and women attorneys tend to leave large law firms earlier and in larger numbers than men. Fourth, like all other attorneys, there are only a limited number of diverse attorneys who have the experience and skill to become law firm partners, and many of them are in high demand to move to in-house legal positions, government positions, and other jobs.
Best Practices The leading firms that succeed in the diversity arena view the issue as an internal strategy, driven by the desire to be a firm that is a destination for talent. They do not develop diversity programs because clients are pushing them to have higher numbers of diverse partners; they embrace the diversity efforts organically and champion their own cause for having more diversity in their firm.
Second, since attrition of diverse lawyers is a serious issue, these law firms focus on retaining the diverse attorneys whom they already have.
A large majority of major law firms start with diverse lawyers at the associate level; the question is what comes next. Many firms have formed committees, led by senior members of the firm in order to convey the importance of the goal, to address retention of minority attorneys.
Some have even established systems that provide monetary incentives for their partners who are able to successfully retain diverse attorneys in their teams and practice groups. Many firms have established formal mentoring programs, often monitored by their diversity committee, that often pair a senior partner with a young, diverse associate who works and travels frequently with the senior partner. This permits the firms to identify the lawyers who are falling behind and, if possible, help them return to the partnership path.
Many firms have said that this secondment relationship has resulted in diverse lawyers having the opportunity to build a strong relationship with a strong client, benefitting the firm and leading to greater job satisfaction for the lawyer.
Conclusion Ultimately, strong nationwide demographic trends in the 21st century may lead law firms to embrace diversity. Hints of these changes can already be seen in the ranks of law school graduates. According to the American Bar Association, in the percentage of minorities among graduates of ABA-accredited law schools was In , that figure was So, the diversity goals that have proved tantalizingly difficult to achieve since the s may actually be made much more possible by the broader trends that are changing the society that we live in.
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Winstead Expands with the Addition of Leading Airline Finance Attorneys and Opens New York Office
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They ramped up in the early s as many firms invested heavily in programs designed to recruit and retain minority and women lawyers. However, the recession hit in and significantly challenged law firm diversity efforts. This article explores some of the reasons for the current state of diversity with respect to minority and women attorneys in law firms, and provides some insight on how law firms can work their way to better results with their diversity-focused efforts. As revenues declined, so did firm headcounts and the amount of resources that could be devoted to diversity programs.SEE VIDEO BY TOPIC: Ashen Review
Winstead Business Divorce is a go-to resource for majority owners and minority investors in private Texas companies. The site features business news, legal trends, insights and blog posts that will be of interest to those holding an ownership stake in private companies, as well for those affiliated with or providing advice to private companies, which includes officers and directors, accountants, estate planners, wealth management advisors and business and family lawyers. Learn more. Our accomplished team understands the business challenges, governance issues, and federal and state laws involved in achieving a separation among private company business partners, including the type of issues that arise when this parting of the ways takes place in the context of a family divorce case. Winstead attorneys are recognized for their experience in optimizing business outcomes for their clients while effectively managing their legal fees and expenses. Ladd Hirsch is a solution-oriented trial attorney with more than 30 years experience representing companies and high net worth business clients in complex litigation cases and arbitration matters.
WINSTEAD PC Employee Reviews
Черт побери, немедленно отключить. Мидж появилась в дверях со свежей распечаткой в руке. - Директор, Стратмору не удается отключить ТРАНСТЕКСТ. - Что?! - хором вскричали Бринкерхофф и Фонтейн. - Он пытался, сэр! - Мидж помахала листком бумаги. - Уже четыре раза. ТРАНСТЕКСТ заклинило. Фонтейн повернулся к окну.
Необходимо было срочно что-то придумать. - Con permiso! - крикнул санитар. Мимо стремительно проплыла каталка.
Таких посланий она получила больше двух десятков. И все был подписаны одинаково: Любовь без воска. Она просила его открыть скрытый смысл этих слов, но Дэвид отказывался и только улыбался: Из нас двоих ты криптограф.
Очевидно, там у него был адрес, который он сумел утаить. Это хорошо защищенный почтовый ящик, и мне лишь случайно удалось на него наткнуться. - Он выдержал паузу.
На легком летнем костюме, как и на загорелой коже, не было ни морщинки. Его густые волосы имели натуральный песочный оттенок, а глаза отливали яркой голубизной, которая только усиливалась слегка тонированными контактными линзами.
Фонтейн подошел к ней, едва сдерживая гнев. - Это его прерогатива. Я плачу вам за то, чтобы вы следили за отчетностью и обслуживали сотрудников, а не шпионили за моим заместителем. Если бы не он, мы бы до сих пор взламывали шифры с помощью карандаша и бумаги.
Я понимаю, - сказал. - Извините за беспокойство. Повернувшись, он направился через фойе к выходу, где находилось вишневое бюро, которое привлекло его внимание, когда он входил. На нем располагался щедрый набор фирменных открыток отеля, почтовая бумага, конверты и ручки.
Беккер вложил в конверт чистый листок бумаги, надписал его всего одним словом: Росио - и вернулся к консьержу. - Извините, что я снова вас беспокою, - сказал он застенчиво.
Беккер попробовал его обойти, но парень ему не позволил. - Я сказал тебе - подними. Одуревшие от наркотиков панки за соседними столиками начали поворачивать головы в их сторону, привлеченные перепалкой.