Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
420 20th Street
Suite 3400
Birmingham, AL 35203
Phone: 205-251-3000
Fax:
Burr.com
LOCATIONS
Atlanta,GA; Birmingham, AL; Bluffton, SC; Charleston, SC; Charlotte, NC; Columbia, SC; Fort Lauderdale, Fl; Greenville, SC; Hilton Head, SC; Jackson,
MS; Jacksonville, FL; Mobile, AL; Montgomery, AL; Myrtle Beach, FL; Nashville, TN; Orlando, FL; Raleigh, NC; Tampa, FL; Wilmington, DE
DIVERSITY LEADERSHIP
Head(s) of Firm: Ed Christian, CEO; Erich Durlacher, President
Diversity team leader(s): Ginger Busby, Diversity Committee Chair
NUMBER OF ATTORNEYS
TOTAL NUMBER OF ATTORNEYS
Currently As of December 31, 2019
Worldwide 348 363
U.S. offices only 348 363
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Law Firm Demographic Profile
Does your firm have more than one tier of partnership?
Yes
ASSOCIATES (2019) SUMMER ASSOCIATES (2019)
Men Women
White/Caucasian 40 32
African-American/Black 3 4
Hispanic/Latinx 1 1
Alaska Native/American Indian 0 0
Asian 0 3
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 1
Openly LGBTQ 0 0
Individuals with Disabilities 1 1
Total 44 41
Men Women
White/Caucasian 13 12
African-American/Black 0 5
Hispanic/Latinx 1 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 1
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 14 18
EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019)
Men Women
White/Caucasian 127 20
African-American/Black 2 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 1
Native Hawaiian/Pacific Islander 0 0
Multiracial 4 0
Openly LGBTQ 0 0
Individuals with Disabilities 4 2
Total 133 21
Men Women
White/Caucasian 52 23
African-American/Black 1 1
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 1 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 1
Individuals with Disabilities 1 1
Total 55 24
One individual did opt out of having their demographics shared.
OF COUNSEL (2019) NEW HIRES (2019)
Men Women
White/Caucasian 32 12
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 1
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 32 13
Men Women
White/Caucasian 76 30
African-American/Black 3 3
Hispanic/Latinx 1 0
Alaska Native/American Indian 0 0
Asian 1 1
Native Hawaiian/Pacific Islander 0 0
Multiracial 1 1
Openly LGBTQ 1 0
Individuals with Disabilities 6 1
Total 82 35
Also includes "staff attorneys."
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Strategic Plan and Diversity Leadership
How does the firm's leadership communicate the importance of diversity to everyone at the firm?
Firm leadership takes a purposeful approach in communicating the importance of diversity through a number of avenues which include: personal communication to those in
management positions, Employee Appreciation Week, internal D&I training, firm's intranet, and internal newsletters that highlight the firm's diversity efforts. In addition, firm
leadership has included diversity as part of the firm's new five year strategic plan, which is shared throughout the firm.
Who has primary responsibility for leading diversity initiatives at your firm?
Ginger Busby, Partner & Diversity Committee Chair
(In collaboration with the firm's Diversity Committee and the firm's Executive Committee.)
Does your law firm currently have a diversity committee?
Yes
If yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee?
Yes
If yes, how many attorneys are on the committee, and in 2019, what was the total number of hours collectively spent by the committee in the furtherance of
the firm's diversity initiatives?
Total attorneys on committee: 24
Total hours spent on diversity: 100
Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities?
Yes
If yes or partially, please explain.
The diversity committee sets goals that align with the firm's current strategic plan.
Diversity Goals
To recruit and hire lawyers that are diverse in gender, race, disabilities, age, religion, national origin, sexual orientation or veteran status.
To promote qualified lawyers to equity partner status in keeping with the firm's desire to have a diverse partnership.
To encourage and support minority and women's organizations and efforts related to the practice of law.
Expand efforts to recruit diverse students in law schools with larger minority populations.
Assign recruiting committee members and/or mentors to assist recruits and to encourage their acceptance of summer clerkships and associate positions in the Firm.
Provide an assigned mentor for associates during their first two years of employment with the Firm and thereafter as needed.
Include diverse attorneys in mentoring less experienced attorneys and students.
Monitor allocation of work assignments and billable hours to encourage minorities, females and other diverse lawyers to be productive and to have equal access to top client
matters.
Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm?
Yes
If yes, is it formal or informal?
Yes, as included in our firm's diversity goals:Diversity GoalsTo recruit and hire lawyers that are diverse in gender, race, disabilities, age, religion, national origin, sexual
orientation or veteran status.To promote qualified lawyers to equity partner status in keeping with the firm's desire to have a diverse partnership.To encourage and support
minority and women's organizations and efforts related to the practice of law.Expand efforts to recruit diverse students in law schools with larger minority populations.Assign
recruiting committee members and/or mentors to assist recruits and to encourage their acceptance of summer clerkships and associate positions in the Firm.Provide an assigned
mentor for associates during their first two years of employment with the Firm and thereafter as needed.Include diverse attorneys in mentoring less experienced attorneys and
students.Monitor allocation of work assignments and billable hours to encourage minorities, females and other diverse lawyers to be productive and to have equal access to top
client matters.
How often does the firm's management review the firm's diversity progress/results?
Firm management is given retention and diversity data on a monthly basis but it likely gets reviewed in-depth on a quarterly basis.
How is the firm's diversity committee and/or firm management held accountable for achieving results?
In addition to monitoring diversity recruitment and retention data, the firm's Diversity Committee is responsible for providing an update to the firm's Executive Committee on a
monthly basis.
Is your firm minority-owned or women-owned?
No
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Law Firm Diversity Initiatives
INITIATIVES FOR ALL DIVERSE ATTORNEYS
Already
Completed
Currently
Addressing
Not a Current
Priority
X
Undertake communication from firm management that diversity is a top priority of the firm
X
Formalize diversity plan and committee with action steps and accountability to management
X
Conduct firmwide mandatory diversity training for all attorneys and staff annually
X
Implement bias interrupters with respect to hiring/assignments/evaluations/compensation reviews/promotions/
etc.
X
Focus on strengthening firm's mentoring program
X
Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity
consultant to examine how firm culture might be more welcoming of minorities
X
Support law firm's internal affinity networks
X
Hire a director of diversity or other full-time professional to implement the firm's diversity program
X
Coordinate or work with clients on diversity issues
X
Develop/expand relationships with minority bar associations and other legal diversity organizations to offer
firm's support of these networks
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Law Firm Diversity Initiatives
INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS
Already
Completed
Currently
Addressing
Not a Current
Priority
X
Increase the number of minority attorneys at the associate level
X
Increase the number of minority attorneys at the partnership level
X
Increase the number of minority attorneys in leadership positions
X
Focus on strengthening firm's mentoring program for minority attorneys
X
Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal
access/inclusion on top client matters
X
Other (please specify): Created a pipeline program (Pre-Law Program) to recruit minority attorneys.
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Law Firm Diversity Initiatives
INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS
Already
Completed
Currently
Addressing
Not a Current
Priority
X
Institute a formal part-time policy that addresses partnership prospects
X
Increase the number of women at the associate level
X
Increase the number of women at the partnership level
X
Increase the number of women in leadership positions
X
Focus on strengthening firm's mentoring program for women
X
Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/
inclusion to top client matters
X
Provide accommodations specific to mothers (e.g., lactation rooms)
X
Implement policies to address gender pay equity
X
Other (please specify): Creating an alternative partnership track.
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Law Firm Diversity Initiatives
INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS
Already
Completed
Currently
Addressing
Not a Current
Priority
X
Offer same-sex domestic partners the same benefits available to married individuals
X
Increase the number of LGBTQ attorneys at the associate level
X
Increase the number of LGBTQ attorneys at the partnership level
X
Increase the number of LGBTQ attorneys in leadership positions
X
Focus on strengthening firm’s mentoring program for LGBTQ attorneys
X
Manage/monitor allocation of work assignments and/or hours billed to ensure LGBTQ attorneys have equal
access/inclusion on top client matters
X
Ensure that EEO and non-discrimination policies specifically address gender identity
X
Provide accommodations for LGBTQ attorneys (e.g. bathroom facilities)
INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES
Already
Completed
Currently
Addressing
Not a Current
Priority
X
Increase the number of attorneys with disabilities at the associate level
X
Increase the number of attorneys with disabilities at the partnership level
X
Increase the number of attorneys with disabilities in leadership positions
X
Focus on strengthening firm’s mentoring program for attorneys with disabilities
X
Manage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities have
equal access/inclusion on top client matters
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
X
Ensure that EEO and non-discrimination policies specifically address individuals with disabilities
X
Implement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Pipeline Initiatives
Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting them
in pursuing such opportunities?
Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law
Fund scholarships for minority high school or college students
Mentor minority high school or college students
Participate in or host mock trial programs or career events
Provide internships or employment to minority high school or college students
Outreach to middle school students
Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students.
1.) Pre-Law Program. Our firm's pre-law program hires undergraduate students interested in a career in law for a four week internship during the summer. The program consists of
real projects, case assessments, mock trials, events, resume classes and speakers from admissions from law schools in our region. For 2020, due to the pandemic, the firm will host
its first-ever virtual pre-law class. The class will include nearly 40 undergraduate students across the U.S.
2.) "Legal Eagles" Program. This program provide middle school students a glimpse into the legal field. Our attorneys visit local middle schools and host a mock trial as well as
teach students legal vocabulary and the basics of law.
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Recruitment - New Associates
Does your firm annually recruit at any of the following types of institutions?
Ivy League law schools: Columbia; Cornell; Harvard; Yale
Other private law schools: Barry University School of Law; Belmont University School of Law; Benjamin N. Cardozo School of Law; Boston College of Law; Boston University
School of Law; Brigham Young University Law School; Capital University Law School; Case Western Reserve University School of Law; Charleston School of Law; Charlotte
School of Law; Cumberland School of Law; DePaul University College of Law; Duke University School of Law; Emory University School of Law; Florida Coastal School of
Law; George Washington University Law School; Georgetown University Law Center; Loyola University Chicago School of Law; Mercer University School of Law; Mississippi
College School of Law; Nashville School of Law; New York Law School; New York University School of Law; Northwestern School of Law of Lewis and Clark College; Notre
Dame Law School; Southern Methodist University School of Law; Southwestern University School of Law; St. John's University School of Law; Stanford University School of
Law; Stetson University College of Law; Suffolk University Law School; Syracuse University College of Law; The John Marshall Law School; Touro College Jacob D. Fuchsberg
Law Center; Tulane University School of Law; University of Chicago Law School; University of Edinburgh School of Law, UK; University of Miami School of Law; University
of Richmond School of Law; University of San Diego School of Law; Vanderbilt University of Law; Villanova University School of Law; Wake Forest University School of Law;
Washington and Lee University School of Law; Western Michigan University Cooley Law School; Western New England College School of Law; Widener University School of
Law; William and Mary School of Law
Public state law schools: Birmingham School of Law; Cleveland State University College of Law; Florida State University College of Law; Georgia State University College
of Law; Indiana University Maurer School of Law; Indiana University School of Law Indianapolis; University of Alabama School of Law; University of Arkansas School of
Law; University of California Berkeley School of Law; University of Connecticut School of Law; University of Florida College of Law; University of Georgia School of Law;
University of Kentucky College of Law; University of Memphis Cecil C. Humphreys School of Law; University of Michigan Law School; University of Mississippi School of
Law; University of Missouri School of Law; University of North Carolina School of Law; University of Tennessee School of Law; University of Texas School of Law; University
of Virginia School of Law; University of Wisconsin School of Law
Law schools of Historically Black Colleges and Universities (HBCUs): Florida A&M College of Law; Howard University
Diversity job fairs: Lavender Law Annual Conference Job Fair; Southeast Region of the Black Law Students Association's Annual Job Fair; University of Alabama School of Law;
Atlanta Bar Association
Do you have any special outreach efforts directed to encourage minority law students to consider your firm?
Hold a reception for minority students
Advertise in minority law student association publications
Participate in or host minority law student job fairs
Sponsor minority law student association events
Firm lawyers participate on career panels at schools
Outreach to leadership of minority student organizations
Scholarships or intern/fellowships for minority students
Other (please specify)
For the past two years, our firm has hosted the Southeast Region of the Black Law Students Association's regional "Academic Retreats." In addition, each year we host students
from the Atlanta Bar Association's minority clerkship.
Do you have any programs specifically targeted at first-year students?
Although our summer clerkship includes first-year AND second-year students, projects and resources are assigned based on the level of law school and experience.
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Recruitment - New Associates
ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019)
* Summer associates who received an offer of full-time employment
Men Women
White/Caucasian 6 7
African-American/Black 0 4
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 1
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 6 12
Men Women
White/Caucasian 6 8
African-American/Black 0 4
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 1
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 6 10
OFFERS ACCEPTED* (2019) NEITHER ACCEPTED NOR DECLINED (2019)
* Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-time
employment because of postgraduate clerkship/fellowship
Men Women
White/Caucasian 6 4
African-American/Black 0 4
Hispanic/Latinx 0 4
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 1
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 6 9
Men Women
White/Caucasian 2 2
African-American/Black 0 3
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 1
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 2 6
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Recruitment - Lateral Associates and Partners
LATERAL ASSOCIATE HIRES (2019) LATERAL OF COUNSEL HIRES (2019)
Men Women
White/Caucasian 12 4
African-American/Black 1 2
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 1 0
Total 13 6
Men Women
White/Caucasian 19 5
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 1 0
Individuals with Disabilities 2 0
Total 19 5
includes "staff attorneys"
LATERAL PARTNER HIRES* (2019) NEW PARTNERS PROMOTED* (2019)
* Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank
Men Women
White/Caucasian 42 16
African-American/Black 0 1
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 1
Native Hawaiian/Pacific Islander 0 0
Multiracial 1 0
Openly LGBTQ 0 0
Individuals with Disabilities 3 0
Total 43 18
Men Women
White/Caucasian 11 6
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 11 6
NEW EQUITY PARTNERS* (2019)
* Whether hired laterally or promoted from within
Men Women
White/Caucasian 20 8
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 1 0
Openly LGBTQ 0 0
Individuals with Disabilities 1 0
Total 21 8
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Recruitment - Lateral Associates and Partners
What activities does the firm undertake to attract diverse attorneys?
Partner programs with women, minority, LGBTQ or disability-focused bar associations
Participate at diversity job fairs
Attend events at diversity legal organizations
Seek referrals from other attorneys
Utilize online job services (e.g., MCCA Job Bank)
Hire recruiting professional who specializes in identifying diverse candidates
Firm is Mansfield Rule certified
If the firm is not Mansfield Rule certified, does it plan to be certified?
Other (please specify)
Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)?
Yes
If yes, are any of these executive recruiting/search firms women and/or minority-owned?
Yes
If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months:
Career Connections; Carolina Legal Associates; 9 to 5 Staffing Solutions; IHT Staffing; Godshall Staffing
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Retention and Professional Development
A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 9
1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES
Men Women
White/Caucasian 1 1
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 1 1
Men Women
White/Caucasian 0 3
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 0 3
3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES
Men Women
White/Caucasian 0 1
African-American/Black 0 0
Hispanic/Latinx 0 1
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 0 2
Men Women
White/Caucasian 0 1
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 0 1
5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES
Men Women
White/Caucasian 0 0
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 0 0
Men Women
White/Caucasian 2 0
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 2 0
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Retention and Professional Development
A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 9
7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES
Men Women
White/Caucasian 0 0
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 0 0
Men Women
White/Caucasian 1 1
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 1 1
OF COUNSEL NON-EQUITY PARTNERS
Men Women
White/Caucasian 6 3
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 6 3
Men Women
White/Caucasian 7 4
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 7 4
EQUITY PARTNERS
Men Women
White/Caucasian 0 1
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 0 1
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Retention and Professional Development
Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys.
Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, LGBTQ attorneys, or individuals with disabilities)
Increase/review compensation relative to competition
Implement procedures to ensure gender pay equity
Increase/improve current work/life programs
Adopt dispute resolution process
Succession plan includes emphasis on diversity and greater inclusion of minority men and women in firm leadership
Work with diverse attorneys to develop career advancement plans
Introduce diverse attorneys to key clients, including to lead engagements
Review work assignments and hours billed to key client matters to make sure diverse attorneys, particularly minority attorneys (for whom research indicates a greater
inclusion problem), are not being excluded
Strengthen mentoring program for all attorneys
Professional skills development program for all attorneys
Provide a gender-neutral parental leave policy that covers adoptions
Other (please specify)
Equip every attorney with an individual business development budget and training.
Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules?
Yes
What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at your
firm?
The firm takes into consideration an alternative partnership track for those attorneys who may need to take a step back.
How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability?
We have one.
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Retention and Professional Development
PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS
(2019) Men Women Total (full and part-time)
Associates 0 1 1 85
Of counsel 2 3 5 45
Non-equity partner 1 0 1 79
Equity partner 0 0 0 154
Of Counsel number also includes staff attorneys.
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Management Demographic Profile
F I R M W I D E C O M M I T T E E S 2 0 1 9
EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE*
* Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent
Men Women
White/Caucasian 9 2
African-American/Black 1 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 1 0
Total 10 2
Men Women
White/Caucasian 9 2
African-American/Black 1 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 n/a
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 1 0
Total 10 2
Our firm's Executive Committee approves new hires so these are the same
stats as previously entered.
PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE*
* Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent
Men Women
White/Caucasian 9 2
African-American/Black 0 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 0
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 1 0
Total 10 2
Men Women
White/Caucasian 6 1
African-American/Black 1 0
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 1
Native Hawaiian/Pacific Islander 0 0
Multiracial 0 0
Openly LGBTQ 0 0
Individuals with Disabilities 0 0
Total 7 2
Again, same as above.
ATTORNEYS ON THE DIVERSITY COMMITTEE OR
EQUIVALENT
Men Women
White/Caucasian 7 11
African-American/Black 4 1
Hispanic/Latinx 0 0
Alaska Native/American Indian 0 0
Asian 0 1
Native Hawaiian/Pacific Islander 0 0
Multiracial 1 0
Openly LGBTQ 0 1
Individuals with Disabilities 0 1
Total 11 13
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Management Demographic Profile
O T H E R L E A D E R S H I P R O L E S
Leadership positions (2019) U.S. office heads
Practice group/
department leaders Committee leaders
Total number of positions 19 17 17
Number of such positions held by:
Minorities 0 0 1
Women 3 6 1
LGBTQ attorneys 0 0 0
Individuals with Disabilities 1 1 1
Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses in
the following format: Attorney, Office location/Practice group/Committee (No. of attorneys in office/practice group/committee).
U.S. OFFICE HEADS
How many offices does your firm have in the United States? 19
Minorities heading offices: *prefer not to disclose individual names related to this category.
Women heading offices: Cheri Gatlin, Jackson, MS (5); Jennifer Blumnenthal, Charleston, SC (10); Alicia Thompson, Myrtle Beach, SC (4)
LGBTQ attorneys heading offices: N/A
Individuals with Disabilities heading offices: *prefer not to disclose individual names related to this category.
PRACTICE GROUP/DEPARTMENT LEADERS
Minorities heading practices: N/A
Women heading practices: Cheri Gatlin, Construction & Project Development (14); India Vincent, Intellectual Property (15); Erin Hewitt, Real Estate (40); Callie Whatley,
Corporate and Tax (45); Ginger Busby, TIPS (26); Jennifer Blumenthal, Lending (20)
LGBTQ attorneys heading practices: N/A
Individuals with Disabilities heading practices: *prefer not to disclose individual names related to this category.
COMMITTEE LEADERS
Minorities heading committees: *prefer not to disclose individual names related to this category.
Women heading committees: Ginger Busby, Diversity Committee (24); Jennifer Moseley, Associate's Committee (10)
LGBTQ attorneys heading committees: N/A
Individuals with Disabilities heading committees: *prefer not to disclose individual names related to this category.
Burr & Forman LLP
2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
The Firm Says
At Burr & Forman, diversity is an important issue for one simple reason: a variety of opinions make our firm better; it helps us serve our clients more effectively. If our opinions
are formed by our experiences, then we logically get a broader perspective, and a greater range of views when we add people from differing backgrounds. We recognize that our
ability to serve our clients is strengthened by establishing a diverse workforce in which differences are accepted and valued on an inclusive basis.
Burr & Forman LLP desires to foster a multi-cultured atmosphere that provides a cooperative work environment where everyone is treated with mutual respect, trust and
understanding, and where everyone can reach their full potential. The firm values the knowledge and talents of a multicultural team in order to meet and exceed individual and
business goals, and client expectations.
Diverse Firm Leadership & Diversity InitiativesIn addition to our community involvement and efforts to recruit and hire diverse individuals, we have implemented initiatives with
the goal to promote diverse leadership within our organization.
Diversity Goals• To recruit and hire lawyers that are diverse in gender, race, disabilities, age, religion, national origin, sexual orientation or veteran status.
• To promote qualified lawyers to equity partner status in keeping with the firm's desire to have a diverse partnership.
• To encourage and support minority and women's organizations and efforts related to the practice of law.
• Expand efforts to recruit diverse students in law schools with larger minority populations.
• Assign recruiting committee members and/or mentors to assist recruits and to encourage their acceptance of summer clerkships and associate positions in the Firm.
• Provide an assigned mentor for associates during their first two years of employment with the Firm and thereafter as needed.
• Include diverse attorneys in mentoring less experienced attorneys and students.
• Monitor allocation of work assignments and billable hours to encourage minorities, females and other diverse lawyers to be productive and to have equal access to top client
matters.
Community Leadership:
Our dedication to diversity is demonstrated by our firm's engagement with a number of professional and civic organizations who promote diversity, not only in the legal
profession, but in business communities across our footprint. With partnerships with more than 60 diverse organizations, our firm fully supports and encourages our professionals
to take on leadership positions within organizations whose mission is to promote diversity and inclusion.
Pre-Law Program and Diversity Pipeline
The Burr & Forman Pre-Law Program is an internship opportunity for students of diverse backgrounds who have demonstrated interest and potential to succeed in law school and
beyond through accomplishments in their undergraduate careers. Pre-law interns receive hands-on experience, mentorship, and advising all before starting their first year at law
school.
In 2019, Burr & Forman welcomed 12 undergraduate students across fives offices into the program, the largest pre-law class in firm history. For its 2019 pre-law program, the
firm's diversity committee set out to overhaul and revitalize its former program to better focus on activities and applicable experience to provide career resources to students who
are passionate about diversity and inclusion. The program also focused on building legal skills as well as professional skills to carry students through law school, and ultimately, a
career in the legal field.
Over the five-week summer program, students were tasked to complete case assessments, participate in a mock trial class and complete legal research for active cases on behalf of
attorneys. Additionally, the program was pumped with speakers and professors from area law schools who were brought in to talk about the law school admission process.
Pre-law students also prepared oral arguments for their own personal mock trial where students served as opposing counsel against each other and were judged by a group of
associates at the firm. In addition, students spent time meeting with attorneys one-on-one to learn about their practice as well as attended practice group meeting and court hearings
across the firm.
The firm also brought all 12 pre-law students to the Birmingham office for the firm's first-ever "Pre-Law Retreat." There in Birmingham, pre-laws listened to an associate panel
talk about the life of an associate as well as a professional communications coach that gave pointers on the best way to communicate in business. As part of the retreat, the firm
also taught a resume best practices class, led by the firm's recruiting committee.
Support and Empower Women
Burr & Forman's women's initiative program "Burr Women in Business" focuses on supporting female attorneys in the firm by creating resources and tools for business
development and career advancement.
With monthly firm-wide programming, female attorneys across all offices are able to come together to form an internal network. In addition, the program consists of social events
in each office where our attorneys can invite female clients in their communities for networking opportunities. The firm also sponsors and hosts a number of events aimed at
supporting women including:
• American Bar Association's "Achieving Long-Term Careers for Women in Law" Initiative.• American Intellectual Property Law Association (AIPLA) "Women in IP Law."•
Annual Momentum Conference, Birmingham, AL.• Atlanta Business Chronicle's Women's Leadership Forum• "Bizwomen" Mentor Program, Orlando Business Journal.•
Habitat for Humanity's "Couture Construction" event benefiting Women Build in Nashville.• JP Morgan Chase's "Women's Interactive Network" events in Atlanta, Orlando and
Nashville.• Mobile Bar Association Women Lawyers Committee.• "Women's Summit" Birmingham Business Journal.• Women's International and Shipping Trade Association
"WITSA."
