Managing Partners' Diversity Initiative 20th Anniversary by Columbus Bar Lawyers Quarterly

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C O LU M B U S B A R A S S O C I AT I O N

MANAGING PARTNERS’

DIVERSITY INITIATIVE In 2001, the Columbus legal community made a historic public pledge to significantly increase the racial diversity of its ranks.

In a competitive environment, in a diverse country, in a global economy, law firms must seek to reflect the face of the clients we serve. It has always been the right thing to do. Now it is a business as well as cultural imperative.” -Columbus Managing Partners’ Diversity Initiative

Celebrating the Columbus Bar Association’s 20 Year Commitment to Supporting Diversity, Equity, and Inclusion in our Legal Community. The Managing Partner’s Diversity Initiative is a shining example of your steady, determined leadership.

Belief in the value of

diversity�

Kegler Brown is excited to celebrate the 20th year of the CBA Managing Partners’ Diversity Initiative. As a proud charter member of this initiative, we reaffirm our commitment to creating and supporting the diverse community of lawyers in Columbus.

REFLECTIONS from the CBA A MESSAGE FROM CBA EXECUTIVE DIRECTOR Jill M. Snitcher, Esq. Twenty years ago, 20 Columbus law firms made a commitment. This commitment was to attract minority law candidates to the city; to increase the number of minorities hired out of law school; and to create an atmosphere that encourages minority attorneys to advance in their firms and ultimately become partners. The project was known as the Columbus Managing Partners’ Diversity Initiative. Here we stand in 2021, renewing and expanding that commitment with 33 signatories—law firms, government agencies, law schools and minority bars. Having worked with the CBA for more than 20 years, I’ve witnessed a lot of changes in the profession. Through law firm mergers, leadership changes and economic challenges, little has remained the same. And yet, the Managing Partners’ Diversity Initiative has endured. This is indicative of the ongoing dedication among central Ohio attorneys to continue to do better. Year after year, central Ohio’s law firms have worked hard to recruit and retain diverse talent, making Columbus, Ohio one of the best legal markets in the country. There is a deliberate and intentional effort to encourage minorities to become lawyers, beginning with our law schools. Our legal employers have been able to recruit, retain and promote talented minority attorneys through improved mentoring, support, education and a change in firm culture. To be sure, we must remain vigilant. A pledge to improve diversity is a pledge that will endure throughout our lifetime. But the growth we

have achieved through the past 20 years is a demonstration of what we can achieve in the future, and I am confident that diversity in the central Ohio legal community will continue to grow and improve. I am both humbled and proud to be a leader among such a fine group of attorneys who genuinely believe in making the profession better. I applaud the enduring dedication of our legal community to work together in fostering a diverse community of lawyers, and I look forward to another 20 years of success.

Jill M. Snitcher, Esq.

STRONGER TOGETHER. PROUD TO SUPPORT THE

Columbus Bar Association’s Managing Partners’ Diversity Initiative We are most unified when we bring all perspectives to the table. Roetzel applauds the CBA for leading this important work to ensure a more diverse, representative legal community.

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MPDI History MANAGING PARTNERS’ DIVERSITY INITIATIVE: Twenty Years and Counting In 1999, the National Association of Law Placement Directors reported that in Columbus, as elsewhere, there was a substantial disparity between the number of minority associates and partners and their white counterparts in the legal field. 90 percent of all jobs in the Columbus legal field were granted to white attorneys, followed by 4.3 percent for Asian/ Pacific Islander attorneys, 3.5 percent for Black attorneys, 1.7 percent for Hispanic attorneys, and zero percent going to Native American attorneys. Other reports brought to light that, nationwide, only 3 percent of attorneys at the partner level were people of color. These numbers closely correlated with law school graduation rates for attorneys of color as well, a sign that this disparity began early on in the pipeline of a standard legal career. Another report by NALP in 1999 shined more of a negative light on Columbus specifically; representation of attorneys of color (and women lawyers) among associates and partners was significantly below the nationwide average. In 2000, the Columbus legal community did a similar study, engineered by the Managing Partners at 24 law firms. The disparity was confirmed; for the 19 firms who replied, only 2 percent of attorneys were Black, 0.9 percent were Asian-American, 0.3 percent were Hispanic and 0.1 percent were Native American.

In 2001, as a response to this disparity between white attorneys and attorneys of color, the Columbus legal community made an historic public pledge to significantly increase the racial diversity of its ranks. The focus was, and remains, centered on increasing racial diversity, but all involved understand and attest that diversity in all its forms – gender, ethnicity, religion, sexual orientation, etc. – enrich our individual lives and the legal profession, and continue to make strides to encourage and support participation in the legal field for all those who previously have not been afforded the same opportunities. The city’s largest law firms joined the Columbus Bar Association, the John Mercer Langston Bar Association and the two area law schools, the Ohio State University Moritz College of Law and Capital University Law School signed a five-year commitment to attract minority law candidates to the city, increase the number of minorities hired out of law school, and create an atmosphere that encourages minority attorneys to advance in their firms and ultimately become partners. The project is known as the Columbus Managing Partners’ Diversity Initiative, or MPDI, for short.

The original signatories of the Managing Partners’ Diversity Initiative, in 2001

MPDI History When participating organizations sign the plan, they commit to taking specific action steps to improve and report on diversity in their group. The first action plan, spanning 2001—2006, was quickly followed by more, as more groups joined the MPDI and committed to increasing the diversity of the legal field throughout Columbus. Currently, we have gone through four plans, culminating 20 years of growth. Each action plan is carefully thought through by members of the Advisory Committee, a subcommittee of the MPDI which leads the program. It is comprised of managing partners, law school leaders, presidents of local minority bar associations and representatives from two government employers. The Advisory Committee works closely with bar association staff to develop each plan and ensure that they are addressing myriad aspects with regards to how to recruit, retain, and support attorneys of color in Columbus.

Celebrating those who take steps to increase diversity in the legal profession now.

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To ensure that the plans are relevant and carefully pieced together, the MPDI runs an annual diversity survey to track progress on the goals set out in the initial pledge. These numbers, and the longform responses, are used to inform the next action plan so that the goals and objectives actively address the most pertinent issues regarding a lack of diversity in the profession.

Diversity Initiative

The following firms and organizations signed the five-year pledge in 2001: Arter & Hadden LLP Baker & Hostetler LLP

There’s no lack of good news, either. In 2006, after the conclusion of the first action plan, an MPDI study revealed that the number of attorneys of color had more than doubled, increasing from 46 to 102. The number of attorneys of color at the partnership level had also increased from 14 to 28. Additionally, representation of attorneys of color had increased in firms of every size since 2000. Not bad for the first five years. The law schools were seeing change as well. An MPDI survey conducted in 2014 showed that minority enrollment at the law schools has increased since the inception of MPDI.

Blaugrund Herbert & Martin, Inc. Bricker & Eckler LLP Buckingham, Doolittle & Burroughs, LLP Carlile Patchen & Murphy LLP Chester Willcox & Saxbe LLP Cloppert Portman Sauter Latanick & Foley Crabbe Brown & James Isaac, Brant, Ledman & Teetor Jones, Day, Reavis & Pogue Kegler, Brown, Hill & Ritter Co., L.P.A. Lane, Alton & Horst Luper Sheriff & Neidenthal Maguire & Schneider, L.L.P. Porter Wright Morris & Arthur, LLP Schottenstein Zox & Dunn

The growth has continued, as well, although not as quickly as we would like. An MPDI study conducted in 2018 showed that there had been significant increases across the board, but there’s still progress to be had and more efforts can be made to ensure that, from law student to partner, attorneys of color are being supported and given the same opportunities as their white colleagues. Which leads us to today. This year marks the 20th Anniversary of the MPDI and the end of our fourth fiveyear plan. The Advisory Committee has been hard at

Squire, Sanders & Dempsey, LLP Thompson Hine LLP Vorys Sater Seymour and Pease, LLP Wiles Boyle Burkholder & Bringardner Co., LPA Zeiger & Carpenter Capital University Law School The Ohio State University College of Law John Mercer Langston Bar Association Columbus City Attorney’s Office

MPDI History work putting together the next action plan and has come to the conclusion that with how fast the legal field is changing and shifting, the next plan will span only three years (2021—2024) and will focus heavily on mentoring programs (namely, how the existence of effective mentorship programs, or lack thereof, impact retention rates of attorneys of color). After the three years are up, the Committee will re-evaluate once more, and determine to go from here. Since the inception of the program, the MPDI has retained the original members and added five more firms, along with adding the Asian Pacific American Bar Association of Central Ohio, the central Ohio chapter of the Hispanic National Bar Association, the Columbus City Attorney’s Office and the Ohio Attorney General. But MPDI isn’t the only diversity program that is geared specifically toward giving attorneys and law students of color experience, support, and opportunities. The Columbus Bar also helps to conduct the Minority Clerkship Program, established in 1987. It’s a collaboration between the Columbus Bar, OSU Moritz, and Capital Law, and is supported in part by the Columbus Bar’s Minorities in the Law Committee. Several hundred attorneys and law students have participated during the life of the program as partners, associates and summer associates at the participating firms. In addition, employers have generously contributed more than $6 million in salaries, employing more than 800 summer clerks. Several firms also host Law and Leadership Institute Students during their summer career exploration. LLI is an Ohio-centric legal program that grants high school students from underserved communities the chance to learn more about careers within the legal profession. The Columbus Bar Foundation provides ongoing support to the Columbus branch of LLI. There’s also the Summer Work Experience in Law Program, founded in 1988, another Ohio program that provides Black undergraduate students with the chance to explore different aspects of the legal profession. SWEL gives these students unique experiences where they can learn more about the

opportunities and challenges of practicing law before committing to going to law school. Many local law firms participate, with more joining each year. There are numerous opportunities for attorneys of color in Columbus, and it’s the mission of the MPDI to continue this progress to ensure that all attorneys are given the same level of opportunities and support. It may take us a while to get there, and according to a number of recent reports, it’s clear that while we’re still not exactly where we want to be, the progress that we’ve made has made ripples throughout the Columbus legal community. We are going to continue to press forward over the next three years as we implement our next action plan, and we hope that we can continue to see the diversity of the legal field increase exponentially. Hopefully, in 20 more years, we can look back with pride and a sense of accomplishment at what we’ve managed to achieve.

THE LAW & LEADERSHIP INSTITUTE thanks the Managing Partners' Diversity Initiative for your investment in the next generation of leaders.

www.lawandleadership.org LLI prepares students from underserved communities for post-secondary and professional success by supplementing students' regular school program with 700 hours of intensive, law-based academic enrichment over the course of their four years in high school.

NEW Leadership HISTORIC DIVERSITY PLEDGE PREPARES FOR RECHARGE with Michael Jordan at Helm This year marks the 20th anniversary of the Columbus legal community uniting to establish the Managing Partner’s Diversity Initiative (MPDI). In 2001, 20 of the city’s largest law firms, alongside the Columbus Bar Association (CBA), the John Mercer Langston Bar Association (JMLBA), the Ohio State University Moritz College of Law and Capital University Law School publicly pledged to improve and report on diversity within their ranks. Four 5-year plans later, after marked results in both recruitment and retention, it’s time to look forward to the next set of objectives. New leadership “It was an incredible honor and a quick yes to take over as Chair of the MPDI Advisory Board,” said Michael Jordan, one of the Managing Partners of Ice Miller. Jordan takes the reins as Chair from Bill Nolan, Managing Partner at Barnes & Thornburg. The Advisory Board serves the mission of the MPDI which coincides with Ice Miller’s diversity and inclusion goals and the deepening of our firm’s engagement in the Central Ohio community,” Jordan continued. Jordan’s legal career has been dedicated to helping people. He has worked to facilitate opportunities for people to reach their goals. As a law student participant in the CBA’s minority clerk ship program, he learned vital skills that helped him succeed professionally and personally, that he likely would not have had the opportunity to learn.

He is adept at listening, caring and facilitating change by examining short-term needs to achieve long-term objectives. This expertise will help ensure that the next initiative continues to move the central Ohio legal community forward. Jordan recognizes the critical importance of this next initiative. “Right now, there is a focus on greater equality for diverse and underrepresented populations,” said Jordan. He believes these amplified voices — alongside COVID-induced changes to the workplace and recruiting — will have a meaningful influence on how the next plan moves forward. Future advancement Jordan is proud to step into his role and continue the history of progress realized by MPDI through the years. His role to crafting meaningful and measurable goals will help ensure that the CBA stays focused and committed. While there are many impressive results to reinforce and build upon, he understands there is still more work to be done. “I envision us evolving and naturally shifting some previously aspirational goals to executable goals with a focus on narrower targets within equity and inclusion,” Jordan shared.

ACTION Plans TRACKING PROGRESS: A History of the MPDI’s Action Plans When the Managing Partners’ Diversity Initiative was formed, the Columbus Bar and participating organizations committed to a detailed five-year action plan to improve and report on diversity in their group. Since 2001, there have been four five-year plans. When new participants (law firms, law schools, or affinity bar associations) sign on to the Diversity Initiative, they commit to the criteria outlined in the current action plan, and the goals of the plans moving forward. It’s important for each and every signatory to do their part. It’s also important to note that, while the Initiative mostly turns its focus on increasing racial diversity, it also recognizes and acknowledges the importance of diversity in all its facets, including ethnicity, gender, religion, sexual orientation, neurodivergence and physical disability. The first five-year plan, from 2001—2005, was a step forward for twenty local firms, as well as the Columbus Bar, the John Mercer Langston Bar Association, Capital University Law School, and The Ohio State University Moritz College of Law. There were seven main objectives, all geared toward the same goal of increasing the diversity of the legal profession in Columbus. The objectives include, but are not limited to: recruiting and hiring law students and attorneys of color; establishing at least one minority hiring initiative; developing and running an intrafirm associate mentoring program to promote retention of attorneys of color; and participating in diversity training programs. Recruitment action steps, for example, included: review hiring criteria to ensure it did not disproportionately screen out minority candidates; actively recruit at law schools with significant numbers of minority law students; monitor the number of minority candidates interviewed. The results were impressive: this plan was especially successful with helping firms improve recruitment of minority attorneys, the number of attorneys

Cheers to 20 Years! We salute the dedication of the Columbus Bar Association’s Managing Partners’ Diversity Initiative. As a proud founding member of MPDI, Bricker remains committed to collaborating with our partners in improving the diversity of central Ohio’s legal industry.

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ACTION Plans of color more than doubled, and representation across firms of every size increased (significantly so in smaller firms). It was an auspicious start to the Initiative, and led to all the participating firms deciding to develop a second five-year plan that built on the experience and success of the first five years. The second plan stretched from 2006 to 2010, introducing new strategies and objectives for all participating members. It identified four focus areas, with retention of attorneys of color being a critical component, along with recruitment efforts. The focus areas also included law firm culture (i.e., creating an environment for attorneys of color to thrive and grow at all levels of the firm) and creating and maintaining an infrastructure for inclusion (including diversity and inclusion strategic plans, a process for sharing progress and data, and developing marketing materials to position Columbus as a diverse community. Firms also agree to make a financial commitment to help support programming; they collectively contributed $85,000 earmarked for the focus areas. The timeframe of this plan also saw the Columbus City Attorney’s office join the Initiative, along with the Asian Pacific American Bar Association of Central Ohio. Over the course of 10 years: minority partners increased 114 percent; minority associates increased 35 percent; minority summer associates increased 106 percent; and minority attorneys overall increased 74 percent. The firms’ and law schools’ commitment to diversity, along with the efforts of the Columbus Bar, were starting to make a significant difference in our community. As such, when 2010 came and went, all the signatories developed and presented a third plan, once again building off of what they’d learned over previous years. The third five-year plan lasted from 2011–2016 and, similarly to the second action plan, identified retention as the primary objective to maintain the progress gained throughout the first 10 years. A study commissioned in 2011 interviewed Columbus attorneys of color on why they departed from law firms. Many identified mentoring, firm culture and insensitivity as areas to target.

At Dickinson Wright, diversity is fundamental to who we are as an organization, frames how we view our work, and is a strategic priority essential to the Firm’s continued success. We are committed to advancing diversity, equity, and inclusion in our firm and in all the places where we do business. Dickinson Wright shares the Columbus Bar Association’s commitment to developing diverse lawyers and creating a profession that is inclusive and equitable. We are proud to support this year’s Managing Partners’ Diversity Initiative. Scot C. Crow, 614.744.2585 | scrow@dickinsonwright.com J. Troy Terakedis, 614.744.2589 | tterakedis@dickinsonwright.com Harlan W. Robins, 614.744.2575 | hrobins@dickinsonwright.com ARIZONA CALIFORNIA FLORIDA ILLINOIS KENTUCKY MICHIGAN NEVADA OHIO TENNESSEE TEXAS WASHINGTON DC TORONTO | DICKINSONWRIGHT.COM

ACTION Plans So, the initiative followed the guidelines of the second action plan, choosing to target the same four main focus areas, albeit with updated objectives to continue building on the progress that had been made. Once again, when 2016 rolled around, it was clear that progress has been made, although there was still a long way to go. The fourth, and current, plan is in its final year, having been slated to run from 2016—2021. It is focused on the future while building on the accomplishments of the previous plans and identifies new areas and objectives for signatories to focus on. These new focus areas include supporting the legal pipeline (i.e., identifying organizations to help encourage and aid people of color at each stage of the pipeline, from law student to managing partner) and mentorship (designing programs to help retention and growth of law students and attorneys of color). Along with these two main facets, the Initiative continues to request implementation of specific diversity programs, increase awareness of opportunities and efforts that they are making, and ensure ownership and accountability from each participating signatory. According to the 2018 annual survey, firms reported significant increases in attorneys of color at many levels compared to 2000: minority partners increased from 14 to 42; minority associates increased from 31 to 57; and minority summer associates increased from 18 to 37. While this growth is impressive, we know there is still more to be done. 2021 marks the 20th anniversary of this Initiative, and the end of the fourth five-year action plan. The Columbus Bar, the advisory committees, and all of the different participants have had 20 years to track the growth of diverse attorneys in Columbus, learn from previous action plans, and continuously build their commitment to the goals and objectives outlined by the Managing Partner’s Diversity Initiative in 2001. This year, amid rapid and pervasive change in the legal profession, the MPDI is putting forward a three-year plan, stretching from 2021—2024. The pandemic

BakerHostetler is deeply committed to Inclusion and Diversity at all levels. We value people of all backgrounds as essential to the success of our firm, our clients and our community. BakerHostetler was a charter member of the CBA’s Managing Partners’ Diversity Initiative and we are proud to support its 20th Anniversary.

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ACTION Plans has changed numerous things about the way we work, with remotely connecting to peers and colleagues becoming more and more common. Limiting the plan to three years will enable the Initiative to remain nimble and responsive to law school graduation trends, hiring challenges, and overall growth in demand. This three-year plan will have a similar focus as the fourth plan, with an increased emphasis on mentorship as a means of fostering retention. Recruitment of attorneys of color has improved dramatically over the past 20 years, but that is only the first step. Being able to retain attorneys of color, and provide them with the skills and tools needed to succeed in the legal field, is an important focal point of this new plan. While mentoring programs already exist at many firms, the MPDI wants invest in the development and support of programs where people of color at all stages of the legal profession can access mentors who will be willing to encourage their professional growth. Law students and attorneys of color will be involved in the process, so they can have a voice at the table when determining what it is they need to be successful in this field. Providing support at all levels of the legal pipeline will still be a major focus, as will continuing to coordinate the infrastructure for inclusion. Ensuring that each participating signatory has active, easily identifiable objectives and a framework by which to improve and measure their efforts is one of the main ways that MPDI keeps this project moving forward. There’s been incredible growth, both in the community and in the Initiative itself. MPDI has grown from 20 law firms to 34, adding government offices and two more affinity bar associations since its inception in 2001. But there is always room for improvement; we still want to see more firms and local organizations involved with the MPDI. We’ve seen real, impactful change over the past 20 years, and we know that with the buy-in of all of the signatories, and the continued commitment of the participating organizations, we can continue to ensure that all attorneys of color are given the same chance to thrive in their chosen profession. We can’t wait to see where the next three years takes us.

Perez Morris celebrates the 20th anniversary of the CBA Managing Partners Diversity Initiative, supporting diversity, equity, and inclusion in the Columbus legal community and beyond.

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Good People, Doing Great Legal Work, Exceptionally Well.

MCP History MINORITY CLERKSHIP PROGRAM Gives Opportunities to Law Students of Color

The Columbus Bar Association’s Minority Clerkship Program was established in 1987, and is a collaboration of the Columbus Bar, The Ohio State University Moritz College of Law and Capital University Law School. The program was a major initiative of former Columbus Bar President Ben Zox and was launched under the leadership of Guy Reece, who chaired the Minorities in the Legal Profession Committee. Norton Webster, an active member of the committee for over twenty years, chaired the subcommittee that designed and nurtured the program. MCP’s immediate goal is to provide legal experience and education for Black, Asian, Hispanic and Native American law students through summer placement at local law firms, government and corporate offices. A secondary goal is to increase and integrate attorneys of color into the Columbus legal community, a goal that aligns with the Managing Partners’ Diversity Initiative. Even amid the pandemic, the Columbus Bar was proud to have a robust, talented and competitive class in 2021. For law students, having a summer internship position is an invaluable and, in many cases, essential experience to their law careers. It allows students to learn in a hands-on, fast-paced environment and develop necessary personal and professional skills that they will carry with them into a future career. Placements also give students the chance to expand their network and form connections with the local legal community. The MCP focuses primarily on arranging clerkship positions for first-year students, as a student’s placement in a law firm after their first year of school increases their competitive advantage in vying for

clerkships for the second, and more critical, summer. However, all first and second-year students of color are welcome to apply for the program. In order to participate in the program, interested students must first attend a mandatory orientation where they learn more about the program and the expectations of the employers involved. Students receive training on law firm etiquette, legal research and writing and expected professional dress and mentoring by the Columbus Bar Minorities in the Law Committee. Once they apply for the program, they will be scored on the basis of their writing, resume, grades and class rank by potential employers. Employers are actively involved in the interview and screening process and provide preferences for the clerk matched to their organization; after reviewing application materials, they select which candidates they would be interested in interviewing. Students are asked to indicate whether they prefer clerking in the public or private sector.

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MCP History During the interviews, students meet with multiple employers; the interviewers will evaluate their skills during the interview and, upon conclusion of the interview, select a student (or group of students) who they will offer internship opportunities to. Students are given a list of which employers selected them following the interview, and are given the chance to make their final choice. Clerkships typically run from early June through mid-August. All MCP clerkships are paid positions, and employers pay students from the MCP the same as other first and second-year law clerks. Throughout the entire life of the program, employers have generously contributed more than $6 million in salaries, employing 800+ summer clerks. Since the inception of the program in 1987, law students and employers in Central Ohio have benefited from the existence of the CBA Minority Clerkship Program. Carlile Patchen & Murphy, Crabbe Brown & James, Kegler Brown Hill & Ritter, Porter Wright Morris & Arthur, Schottenstein Zox & Dunn, Squire Sanders & Dempsey and Vorys Sater Seymour and Pease have been part of the MCP since the beginning. Today, myriad employers are involved. The MCP experience continues to serve as an important tool in the growth of first and second year minority law students. Several current and former board members of the Columbus Bar have benefited from their clerkship experience, and you can read more about the MCP, and individual experiences of different participants, throughout the rest of this publication.

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WHERE Are They Now? JUDGE KIMBERLY COCROFT Franklin County Court of Common Pleas Recently, Judge Kimberly Cocroft was elected by her peers as Administrative Judge in the Franklin County Court of Common Pleas. This accomplishment has been part of a storied trajectory in law.

Background information: • • • • •

Raised in Columbus as the youngest of 4 children Dad has owned a business for 50 years in the Milo Grogan community Mother is retired from the City of Columbus after 30 years of employment Graduated from Bishop Hartley High School 3-time graduate of The Ohio State University (1995 BS in Psychology, 1997 Sports Management, 2000 Moritz College of Law)

Her story: Faith, family, mentors, and hard work are the foundation of success for Judge Kimberly Cocroft. From her first clerkship with Justice Alice Robie Resnick, to her time as an Associate Attorney in a mid-size law firm, to serving under Governor Strickland as Deputy Chief Counsel-Civil, Judge Cocroft faced many challenges throughout her career. She was often the only person of color in a work environment, and, at times, felt like an outsider. But she leaned on her faith and summoned the courage to embrace these experiences as teachable moments and opportunities to be intentional in her work, words and actions, while also educating others about her professional experiences as a Black woman. Judge Cocroft had strong mentors, who believed in her abilities and encouraged her to aspire higher. Justice Resnick and Kent Markus helped her gain more confidence in her abilities, challenged her to think bigger, and motivated her to pursue opportunities she might not otherwise have thought possible. Their encouragement and support have been instrumental in her professional growth. Judge Cocroft’s father has been a business owner for over 50 years and demonstrated a legacy of breaking barriers in his industry and not allowing any obstacle to limit his success. Based on the example set by both her father and mother, Judge Cocroft pushed herself professionally and has persevered – after

Diversity and inclusion are fundamental to our commitment to equality and our growth as a law firm. We proudly support the Managing Partners Diversity Initiative. SCAN HERE TO LEARN ABOUT OUR DIVERSITY, EQUITY AND INCLUSION EFFORTS.

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WHERE Are They Now? being first elected in 2010 and serving on the Bench for over twelve years, she was recently chosen by her peers to serve as Administrative Judge for the Franklin County Court of Common Pleas, General Division, in 2022.

Her experience in the CBA’s Minority Clerkship Program: Applying for the Minority Clerkship Program in 1988 was a difficult decision for Judge Cocroft. She feared there might be a stigma attached to her participation and that she would be treated differently from those selected for opportunities through more traditional means. That, however, was not the case. In fact, Judge Cocroft was treated no differently than any of the other clerks working alongside the attorneys at Vorys, Sater, Seymour and Pease LLP. This experience crystallized the importance of creating a work environment that inspires, challenges and brings out the best in employees, no matter how they arrive at an opportunity.

What does Judge Cocroft see for her future and the future of the legal community? Judge Cocroft remains honored to serve as a judge in the General Division and credits any success that she has attained to her professional mantra that “Success comes when opportunity meets preparation.” Judge Cocroft remains passionate about her responsibilities and envisions continued success and service in the General Division. She is committed and connected to the citizens of Franklin County through mentoring and speaking engagements that illuminate the kind of work she does and how the justice system operates. Judge Cocroft is grateful that the legal community in Columbus is embracing diversity in a more intentional way, though she recognizes that there is still much work to be done. It is her continued hope that the legal community understands the importance of substantive change, not just the image of change, and continues its efforts to ensure that the Bar and Bench reflect the diversity of the people we serve.

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WHERE Are They Now? GARRISON CARR, ESQ. Decker Vonau, LLC Background information: • • • • •

Attended Capital University Law School Law clerk at the Columbus City Attorney’s Office Prosecutor at the Columbus City Attorney’s Office Prosecutor for the City of Hillard Now is an Associate Attorney with Decker Vonau, LLC

His story: Garrison grew up in Cincinnati, Ohio where people around him did not know or understand their legal rights and couldn’t afford to hire a lawyer. While growing up, this stimulated Garrison’s interest in becoming a lawyer. He went on to attend Capital University Law School, and after passing the bar, he interned at Nationwide Insurance, conducting legal research and drafting opinions. He later went on to be a prosecutor with the cities of Columbus and Hilliard, and is now an associate attorney with Decker Vonau, LLC. While moving through these various legal positions, Garrison credits his family, his wife, and other attorneys with helping him develop the confidence and success he has achieved. Garrison tries to emulate the mentoring and support he has received by paying it forward to help new African American attorneys and students. He has found reaching back to help new attorneys is one of the most rewarding parts of his life as a lawyer. His experience has helped him achieve greater appreciation and respect for upholding our Constitutional rights and Garrison firmly that everyone is afforded their day in court.

The role of the CBA’s Minority Clerkship Program: In 2011, Garrison worked with Nationwide Insurance through the CBA’s Minority Clerkship Program. It was his first real job and one that taught him the value of loving the work you do—among other things. During his time in the program, Garrison had the opportunity to meet other successful African American attorneys at the top of their game. They demonstrated what was possible, and they inspired him to be among them someday. He was fortunate to meet Nicole Makeda, who proved to be inspirational to him after leaving Nationwide Insurance. While an

intern at Nationwide, Garrison would always reach out to Nicole for guidance on navigating the day-to-day life at a large, corporate business. Even after Garrison left Nationwide, Nicole always had positive words of encouragement. Garrison credits Nicole with firmly instilling in him that reaching back to new attorneys is one of the most important aspects of his life. His most memorable experience was meeting other successful African American attorneys. Not only were they at the top of their game as lawyers, but they showed Garrison what was possible, and he looks forward to being able to be such an influence with other attorneys as his legal career continues.

What does Garrison see for the future of the legal community? For Garrison, the different perspective brought into the legal profession by a diverse workforce is an important consideration. He echoes the need for retaining and recruiting a diverse candidate pool and shares in the vision that having differences enables us to have a fairer society. He also believes that it is critical to have programs such as the Minority Clerkship Program and he applauds the companies who have participated over the many years. Garrison remains grateful that the Columbus Bar Association and the local legal community have always welcomed him with open arms.

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536 South High Street Columbus, Ohio 43215 (614) 221-1342 www.tyacklaw.com Legal issues often arise when you least expect them, and when they do, it is important to contact a law firm you can trust.

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WHERE Are They Now? JANAY STEVENS, ESQ. Vorys, Sater, Seymour and Pease LLP & CBA Board Member Background information: • • • • •

Graduate Moritz College of Law in 2013 and admitted that year After graduation, worked at Dinsmore & Shohl, LLP as associate in the Labor and Employment group Worked at Dinsmore for 5 years in Labor and Employment Associate at Vorys, Sater, Seymour and Pease LLP since June 2018 Past President of John Mercer Langston; current board member, CBA Board of Governors

Her story: Janay’s grandmother once told her “Never forget to look back and bring others along with you.” Janay has taken that to heart and works hard to bring other diverse attorneys along so the legal profession will look and feel very different from when she began practicing law. In her early years of practicing law, Janay recalls the difficulty she had in finding the confidence to show up authentically in spaces of the profession where she was one of few or often the only Black attorney in the room.. After eight years of practicing law, she has come to realize the importance of being true to oneself. She now finds it critical to express her opinions and model confidence, so others feel confident expressing themselves. One of Janay’s strategies for success has been to create her own personal board of directors. She has thoughtfully and carefully cultivated a diverse board of advisors who are successful and whom she looks up to and respects. Each director is part of a group that encourages her to explore what she wants to do and challenges her to succeed in where she wants to go with her career. Janay credits their insights, perspectives, and support in helping her become the professional she is today.

Her experience in the CBA’s Minority Clerkship Program: Janay clerked with Dinsmore & Shohl, which allowed her to evaluate whether working in a larger firm was an environment where she could succeed. During her summer in the Minority Clerkship Program, Janay had the opportunity to connect

WE’RE PROUD TO HAVE BEEN INVOLVED WITH THE MANAGING PARTNERS’ DIVERSITY INITIATIVE FROM THE START AND ARE EXCITED TO CELEBRATE THE PROGRAM’S FIRST 20 YEARS! At Vorys, diversity, equity and inclusion are not only long-standing core values, but also key strategic priorities. We work each day to create a culture where everyone can feel meaningfully included in the entire firm experience, including enjoying a genuine sense of belonging and equal access to professional opportunities.

Vorys, Sater, Seymour and Pease llp 52 East Gay Street Columbus, Ohio 43215 614.464.6400 vorys.com

ISAAC WILES IS PROUD TO SUPPORT

THE COLUMBUS BAR ASSOCIATION IN CELEBRATING

20 YEARS

OF THE MANAGING PARTNERS’ DIVERSITY INITIATIVE Isaac Wiles is committed to cultivating and preserving a culture of diversity and inclusion for our employees, vendors and clientele. Our firm is stronger on every level when we appreciate the strength of our differences vs. the complacency of our similarities.

www.isaacwiles.com

614.221.2121 or 800.337.0626 Columbus Cincinnati Worthington

WHERE Are They Now? with a network of legal professionals, built relationships and gained professional insights in a structured setting that was the foundation for her professional development.  The program was a wonderful experience and impacted her career by allowing her the opportunity to experience the law firm culture while still in law school.

What does Janay see for the future of the legal community? Janay feels that diversity in the legal community is moving in the right direction, and she looks forward to the Columbus Bar Association’s next pledge to impact change. She feels that the CBA’s leadership is critical to helping not only recruit a diverse candidate pool but also retain the talent that is currently present in Central Ohio. Through this leadership, we can create more opportunities for both lawyers and law firms to invest in people. To succeed at continued growth and progress, the legal industry must commit to provide diverse attorneys with equal access to stretch assignments, trusted mentors, and engaged sponsors.

A better and brighter future starts with all of us. Benesch is proud to celebrate the 20th Anniversary of Managing Partners’ Diversity Initiative! Congratulations to the CBA in advancing this critical initiative.

www.beneschlaw.com

Invested in our clients, our people, and our community

Crabbe, Brown & James is honored to support the Columbus Bar Association’s “Managing Partners’ Diversity Initiative”. We celebrate and applaud the 20 Years of hard work, dedication, committment and loyalty given to ensure a diverse legal community in Columbus! Congratulations to all our fellow law firms, law schools, government agencies and minority bar associations who are commited to uniting as one! “Thank you for making a difference; we are still a work in progress” Larry H. James, Managing Partner

WHERE Are They Now? ARACELY TAGLIAVENTI, ESQ. Central Ohio Transit Authority (COTA) & CBA Board Member Background information: • • • •

First generation new American Attended Law School at Capital University Admitted to Law Practice in 2013 Senior Associate Counsel at COTA

Her story: Aracely was inspired to become a lawyer by observing lawyers navigate clients through the U.S. immigration process. Lawyers provided solutions to difficult problems, and she wanted to be a problem solver, so she went to law school. When Aracely first started thinking about being a lawyer, she wanted to be a person of the people, working with clients one-on-one. Working in the trenches was what she thought it meant to be a lawyer. Now, as in-house counsel, she is learning how to be an advocate for the public in the board room and encouraging business leaders to do what is best for the community. Her first job out of law school was as a staff attorney in the Franklin County Court of Common Pleas. She left there to become a county prosecutor. A few positions later, she is now a Senior Associate Counsel with COTA. As a young lawyer, Aracely struggled to find her own voice. But with the guidance of many mentors over the years, she has successfully found her own voice in how she presents, prosecutes and negotiates. Her countless mentors and sponsors have helped her grow and were instrumental in steering her into a variety of different opportunities. All these unique experiences opened her eyes to the many different opportunities available to young lawyers and helped her redefine how her skills and attributes can best help the community.

The role of the CBA’s Minority Clerkship Program: Aracely participated in the Minority Clerkship Program during the summer of 2011, working with a mid-size law firm, Kegler, Brown, Hill & Ritter. This was Aracely’s first opportunity to work with clients. The clerkship afforded her the opportunity to not only put her education into practice, but to learn office decorum and steer clients through legal issues.

Her clerkship experience involved labor and employment, international business contracts, and regulatory work. She learned to think creatively to find various solutions and options for clients. Working in a highly professional environment through the Minority Clerkship Program set her up for success. She later went on to serve as co-chair of the program, participated in the CBA’s Barrister Leader Program, and was recently elected to the CBA Board of Governors, where she continues to channel her enthusiasm for the practice of law into helping others.

What does Aracely see for her future and the future of the legal community? Aracely enjoys being in-house counsel and is grateful for the variety of experiences she has acquired thus far in her career. Upon reflecting on her past and what’s next, Aracely hints that she may have political aspirations as a jurist – similar to her mentors. For now, she continues to take joy in her work at COTA and “moving every life forward”. Aracely believes there is a willingness to hire diverse talent in the Columbus legal community, but she sees difficulty in retaining this talent. There is a need to create strategies that the community are unaccustomed to and taking the first step can be scary. She is grateful for the CBA’s commitment in continuing to lead the change throughout the Columbus legal community. As a change agent herself, Aracely challenges other leaders to commit to ensuring there are opportunities at every level for minorities to succeed.

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