2009 Report and Recommendations of the Patton Boggs Diversity Committee

    9 June 2010

    Patton Boggs' Diversity Program saw some successes in 2009: the Firm’s 2009 summer class was 60 percent diverse and the 2010 class is expected to be 45 percent diverse; we held our first Diversity Advisory Board meetings and implemented the ideas generated at the meetings; we published a Diversity Brochure; and the Compensation Committee’s published criteria for evaluating the non-formula portion of a partner’s compensation now includes a commitment to diversity.

    At the same time, 2009 demonstrated to us that with the exception of those areas lead by our Administrative Departments – law school recruitment, marketing and business development, and human resources – we have not truly achieved institutionalization of our diversity goals throughout the Firm. For example, too many of our efforts still rely on individual attorneys, are “one-off” efforts, and have not become regularly-repeated practices. Similarly, not all of our attorneys include diversity when they select a client pitch team, client service team, or conference panel. Patton Boggs also faces new challenges in 2010. Three of our African American partners departed in 2009 for high-profile jobs: De Smith to become Executive Director of the NFL Players Association, Stephanie Peters to become Microsoft’s Director of Federal Government Affairs, and Denise Vanison to head the Immigration and Custom Enforcement Agency’s Office of Policy. Their presence and leadership in the partnership will be greatly missed. We will continue to explore ways to expand our diversity efforts in the areas of recruitment and retention as well as facilities management and general services procurement. These realities guide our focus in 2010, as we seek to develop diversity-related programs that involve more members of the Firm and attract more diverse attorneys to Patton Boggs.

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