INCLUSION IN ACTION Holland & Knight’s Diversity, Equity and Inclusion Newsletter
Winter 2021/2022 INSIDE THIS ISSUE Making Connections............................................................................................................................................................. 1 Diverseability and Veterans Group Initiatives....................................................................................................................... 5 LGBTQ Equality................................................................................................................................................................... 8 Hispanic Heritage Month...................................................................................................................................................... 9 Native American Heritage Month........................................................................................................................................ 11 Awards, Accolades and Achievements............................................................................................................................... 13 Take Five with Eddie Jauregui............................................................................................................................................ 17
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MAKING CONNECTIONS
Driving DEI Dialogues
Tracking Progress in the Tech and Legal Industries
At no time has there been more emphasis on ensuring diversity, equity and inclusion (DEI) among major employers. But is what’s being done enough, and is it leading to real progress? What are potential clients of major law firms such as Holland & Knight looking for on the DEI front, and how important is it to them when hiring legal representation?
Thomas Kim
Patricia MenendezCambo
Tiffani Lee 1
According to Thomas Kim, law firm DEI efforts are not only a consideration among potential clients, but of major importance to many companies, including tech giant Thomson Reuters Corp., where he is chief legal officer and corporate secretary. Mr. Kim joined Patricia Menendez-Cambo, deputy general counsel of SoftBank Group, for “Dialogues in Tech DEI: Creating Leadership and Driving Innovation,” a Sept. 22 webinar hosted by the Technology & Telecommunications Industry Sector Group’s DEI subcommittee and moderated by Diversity Partner Tiffani Lee (MIA), who also serves as chair of the firm’s Diversity Council.
Ms. Cambo said that in the current economic climate, diversity is simply good business. Mr. Kim concurred, saying that it’s not only the right thing to do, “it’s the best way to run a business and drive innovation and creativity in an organization.” While agreeing that the tech and legal industries have been “DEI-challenged,” Mr. Kim said there have been decades of struggle and hard work to overcome, but it is starting to pay off. “There is consumer and investor sentiment, which is to say, ‘I want to hear where you, a place where I may spend or invest my money, stand on such issues.’ This is a real moment we can use for people who actually do care to get further accountability from these institutions,” he said. “It’s great to see this happening, but it’s really just another step for the long term.” Ms. Cambo said that Holland & Knight is among the firms that have directly addressed diversity issues. “A benefit of the time we’re living in now is people have had the opportunity to see these programs, and now people are talking about accountability,” she said. “What are the results of that? And if it’s not working, what are you doing to make it better? There’s a tone to this initiative that focuses much more on accountability and getting results.”
Accelerating Change The goals of DEI are clear, but how to make them reality is not. When asked what can be done to increase the pace of change, Ms. Cambo suggested setting three-year goals, then “reverse-engineering” how to achieve them. “One of the challenges for law firms is that lateral partner recruiting disproportionately favors men, either because women don’t put their resumes out there or because they’re afraid they won’t be able to achieve the same level of success they have at their current firm,” Ms. Cambo said. “Having something that’s attractive at a firm for female laterals is great for business.”
EXPECTATIONS FOR OUTSIDE COUNSEL Thomas Kim of Thomson Reuters and Patricia Menendez-Cambo of SoftBank Group provided a few key considerations that they and their companies are looking for from outside counsel in regards to DEI:
The introduction of diverse rising talent to in-house counsel, keeping in mind that they will be watching to see who gets elevated.
Pitch teams should be diverse and stay diverse. They do not want to be pitched one team and receive another.
According to Mr. Kim, the key is to “encourage people not to be discouraged” and that the arc to justice is long.
Partnership opportunities between in-house counsel and outside counsel are welcomed.
“When I started in private practice, the system was one of seniority, and when you have some who have started further back, it’s almost impossible to catch up,” he said. “A big focus of mine has been putting systems in motion where you’re reevaluating talent in a dynamic manner and allowing it to rise. You also have to be honest about where you’re not successful and change your approach. An organization has to be strong enough to say, ‘This is not working, and we need to specifically address the issue.’ “
Diversity successes should be shared with in-house counsel on an ongoing basis; use social media to highlight successes real time.
GRASPING THE POWER OF DIVERSITY Holland & Knight’s strong commitment to diversity, equity and inclusion (DEI) was the subject of a Nov. 3 webinar hosted by Managing Partner Steven Sonberg, Diversity Partner Tiffani Lee (both MIA) and Partners Dan Mateo, John Martini (both PHL), Kwamina Williford (WAS) and Max Bodoin (BOS). “The Power of Diversity” program examined the intersection between DEI, business opportunities, strengthened relationships and revenue. It also presented recent examples of how the firm’s Diversity and Inclusion Engagement Initiative has been leveraged by partners across the firm to open doors with clients and land engagements that might have otherwise been awarded to other firms. Tools and resources available to support the business development efforts of all Holland & Knight lawyers also were shared.
5 PRACTICAL TIPS FOR ENGAGING CLIENTS ON DEI The Power of Diversity is real. Engaging clients on DEI is for everyone throughout the firm. Are you eager to talk to your clients about our shared values? Below are five practical tips you can use to engage your clients on DEI. For more details, see this expanded guide. 1. Know our effort. 2. Understand our talent platform. 3. Think about the client’s needs and preferences. 4. Talk to your clients. 5. Leverage the D&I Engagement Initiative.
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MAKING CONNECTIONS
The Leadership Council on Legal Diversity (LCLD) hosted its 12th Annual Virtual Membership Meeting on Oct. 18-19. Some 15 Holland & Knight attorneys attended, and the firm received two awards – Top Performer and Compass – for its participation in LCLD programs and promotion of the organization’s mission.
First-year Associate Yemi Adewuyi (DAL) participated in the second annual Charting Your Own Course First Year Academy, which is designed to help first-year attorneys of color accelerate their professional progress.
Ari Alvarez, left, and Zoe Phelps
THE IMPORTANCE OF SELF-PROMOTION The Dallas/Fort Worth Women’s Initiative hosted an interactive discussion, “Self-Promotion of Women and Diverse Lawyers,” on Oct. 1. Associate Zoe Phelps (DAL) moderated the discussion and Q&A with Partner Ari Alvarez (FTL), who offered tips for self-promotion. Among the topics covered: what self-promotion is and why it’s important, how attorneys can implement it in their daily lives inside and outside of work, who the target audiences should be and how they may differ for partners and associates, how to develop the best elevator speech for successful self-promotion and the importance of positive reinforcement of colleagues.
INCREASING ENGAGEMENT AND CONNECTIONS
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In December, the Law Firm Antiracism Alliance (LFAA) hosted its third summit, “Maintaining the Momentum.” The three-day virtual event included a review of ongoing LFAA work and the challenges that lie ahead. Holland & Knight is a charter member of the organization, which is a coalition of law firms that aims to leverage resources of the private bar in partnership with legal-services organizations to amplify the voices of communities and individuals oppressed by racism, better use the law as a vehicle for change that benefits communities of color, and promote racial equity in the law. Holland & Knight Partner Paul Kiernan (WAS), chair of the firm’s Public and Charitable Service Department, is the firm’s liaison to the LFAA, co-chair of its Banking and Consumer Working Group, and co-chair of its Projects Committee. Members of the LFAA community heard from colleagues and thought leaders on critical threats to racial justice, including voter suppression, police violence and the shortage of affordable housing. The summit’s final day featured discussions with leading experts – including keynote speaker Nikole HannahJones, Pulitzer Prize-winning creator of the 1619 Project – about how best LFAA can advance racial equity in the law and multiracial democracy in the U.S.
Yemi Adewuyi
Holland & Knight was well-represented at the 21st annual Charting Your Own Course Conference, with eight attorneys attending the event on Dec. 5-8. The group was comprised of Partners Loren Forrest (NYC), Kwamina Williford (WAS), Brandon White (MIA), Kevin Gooch and Alvin Johnson (both ATL), Senior Counsel Nneka Obiokoye (DEN) and Associates Andrea James (HOU) and Kristina Rochester (MIA).
Holland & Knight sponsored the 2021 NAPABA Convention, which was designed to help Asian American and Pacific Islander attorneys achieve optimal representation and influence in every facet and level of the legal profession and beyond. Associates Lawrence Liu (LAX), Sheila Shen (LAX) and Eric Yoon (PHL) represented the firm at the Dec. 9-12 event in Washington, D.C.
Four Holland & Knight attorneys attended the Sept. 22-25 Corporate Counsel Women of Color Conference in Los Angeles, which is known as one of the most valuable business development and networking conferences due to its large size and draw of women of color attorneys who work primarily for Fortune 1000 and Forbes 2000 corporations and legal departments. Partners Vivian Arias (NYC) and Nadia Haghighatian (DAL), along with Associate Kendall Wilson (TPA) and former Associate Sydne Collier (DAL), took part in the event’s many professional development and networking opportunities.
More than a dozen Holland & Knight attorneys and professionals participated in the 2021 Seramount Working Mother Conference on Dec. 9 as part of the firm’s Women’s Initiative sponsorship of the event. Partner and Government Section Leader Karen Walker (TAL/WAS) was part of a breakout session addressing how to stem the “great resignation” of women professionals during the pandemic. Other speakers included leaders from Seramount and several major corporations and advisory groups. Seramount provides organizations guidance, strategies and tools to navigate the changing DEI workplace landscape.
Ten Holland & Knight attorneys attended the Corporate Counsel Men of Color Conference in September. The mission of this conference, which is a subsidiary of the Corporate Counsel Women of Color Conference, is to provide a professional support network to men of color in the workplace. Holland & Knight attendees were Partners Loren Forrest, Duvol Thompson (both NYC), Kyrus Freeman (WAS), Omari Sealy (MIA), Kevin Gooch, Alvin Johnson (both ATL) and Brandon White (MIA), along with Associates Kenny Jefferson (WAS), Samir Patel (MIA) and Fernando Tevez (TYS).
2021 Corporate Counsel Men of Color Annual Conference Attendees
Left to right: Loren Forrest, Kyrus Freeman, Kevin Gooch, Kenny Jefferson, Alvin Johnson
Left to right: Samir Patel, Omari Sealy, Fernando Tevez, Duvol Thompson, Brandon White 4
DIVERSEABILITY AND VETERANS GROUP INITIATIVES
ALL IN
Moving the Needle on Disability Inclusion in the Workplace
You might find it surprising that about 15 percent of the world’s population, or more than 1 billion people, have a disability. If you didn’t know that, here’s probably the reason why: 70 percent of them have a disability that is unseen. Those numbers were provided by Jill Houghton, president and CEO of Disability:IN and the featured speaker at a July 2021 webinar titled “DiverseAbility: The Importance of Disability Workforce Jill Houghton Inclusion and Development.” The event was sponsored by Holland & Knight’s DiverseAbility Affinity Group and hosted by its co-chairs: Partner Dan Sylvester (CHI), Staff Attorney Michelle DeVos (MIA) and Practice Development Manager John Eix (DAL). Ms. Houghton’s nonprofit organization works with companies – more than 270 leading brands to date – to build an inclusive global economy where people with disabilities can participate fully and meaningfully in the workforce. These goals mesh with the DiverseAbility Affinity 5
Group’s mission to attract, support and promote Holland & Knight attorneys and staff affected by all types of physical and mental disabilities and help maintain an inclusive, challenging and supportive environment where employees can maximize their personal and career success. This support also extends to employees who take care of disabled family members at home. The main question that Houghton poses to employers: “Are you IN?” “We rebranded a couple of years ago because we believe a disability is a strength. It’s part of the human experience – a natural one,” said Ms. Houghton, who herself is learningdisabled. “If we don’t have a disability today, over time we’re likely to encounter one.”
Asked what change she is working to drive across various industries, including the legal profession, Ms. Houghton said that those with disabilities historically have been unemployed and underemployed and have found it difficult to engage in the economic mainstream. “We recently celebrated the 31st anniversary of the Americans with Disabilities Act. In that time, we’ve gained so much ground. Yet, the one area where we’ve struggled is employment,” she said. “Your firm and your lawyers really have the power to move the needle on these issues. You’re engaging with countless companies on this journey.” By Any Measure What gets measured, gets managed, which is why Houghton’s company teamed with the American Association of People with Disabilities to develop the Disability Equality Index. It gauges where a company stands with regard to not only hiring people with disabilities, but meeting their individual needs in the workplace by examining six key areas: leadership and culture, enterprisewide access, employment practices, community engagement, supplier diversity and non-U.S. operations. The survey is quite thorough, requiring about 40 hours to complete. The firm will complete the Disability Equality Index survey for the first time this year. “If you score 80 to 100, we celebrate you as a best place to work for disability inclusion. If you score under 80, no one will ever know you took the survey. That’s by design. It’s a carrot, not a stick,” Ms. Houghton said. “We’re here to incentivize and help companies identify measurable actions that can be taken.” As for what Holland and Knight can do to continue growing in the disability-inclusive sphere, Ms. Houghton said leadership sets the tone. She said 96 percent of companies that have strong programs have an executive sponsor.
HOLLAND & KNIGHT AND BEST BUDDIES: OPENING DOORS TO THOSE WITH IDD Holland & Knight highlighted National Disability Employment Awareness Month and the firm’s nearly 30 years of work with Best Buddies in an Oct. 20 webinar that showed how the long relationship has produced positive results. Based in Miami, Best Buddies works to create opportunities for one-to-one friendships, integrated employment, leadership development and inclusive living for individuals with intellectual and developmental disabilities (IDD). Partner Bob Friedman (MIA) shared how he began providing pro bono legal services for Best Buddies in 1992 and has been on the organization’s board since 1995. He said the firm’s strong commitment is reflected in the fact that at one time, Holland & Knight employed as many as 14 individuals from Best Buddies, including in the Bogotá and Mexico City offices. Perhaps the best testament to that commitment came from some of those employees, such as Guest Services Specialist Barbie Torres (MIA), who has been with Holland & Knight for 26 years and been recognized by Best Buddies as an employee of the year. “I help with restocking office supplies and making sure the office looks beautiful,” Barbie said. “My favorite part of the job is getting Cuban coffee for all the lawyers around the office. I have met some of my best friends at my job, and I am so grateful to be in the Holland & Knight family.”
“When leaders openly own it, it matters in your company. Be a good listener and acknowledge what your colleagues are saying. Be an inclusive leader. Make sure people’s needs are being met, and avoid comparing people’s experiences,” she said. “Everybody can be an ally. We need to create a culture where the needs of employees are met.”
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Office Services Specialist Otis Brown (CHI), who has been with the firm since 2014, said that time on the job has made him more comfortable with his responsibilities. “Becoming more independent in my job made me feel more confident. I love my job,” said Otis, who is completing a degree in sports management. “Holland & Knight has been supportive of my personal and professional growth.” Office Services Specialist Joshua Felder (TPA) began with Holland & Knight in June 2021. His work includes maintaining supplies, scanning and copying documents, preparing conference rooms for meetings and restocking the kitchen. “My job requires a lot of multitasking, but I keep a positive attitude throughout the process,” Joshua said. “I have the ability to work independently with little or no supervision. I really enjoy going to work and look forward to growing and progressing with Holland & Knight.” These examples also show how the two organizations help those with IDD beat long odds, with unemployment in that demographic at about 84 percent, according to David Quilleon, Best Buddies senior vice president for global mission, state development and operations. “Holland & Knight has been part of changing the game for what’s possible for people with IDD and made a significant commitment to diversifying its workforce,” Mr. Quilleon said.
CARE FOR CAREGIVERS The effort that goes into caring for loved ones who cannot meet all their own needs was highlighted in a Holland & Knight webinar during National Family Caregivers Month in November. Emphasis was placed on how many caregivers experience conflicting responsibilities between work and caring for loved ones, reflecting the month’s #CaregiverAnd theme. Partner and Veterans Group Business Partnership Chair Dan Sylvester (CHI) and Practice Development Manager John Eix (DAL) – both of whom provide care for loved ones and serve as co-chairs of the DiverseAbility Affinity Group – welcomed Katherine Miller from the Veterans Administration Caregiver Support Program. Ms. Miller said that caring for an injured veteran or another is an act of love, but it can come with costs. For example, 40 percent to 70 percent of caregivers have symptoms of depression, and 72 percent don’t see their doctors as they should. However, there are resources offering help, including the VA Caregiver Support Program and Caregiver Action Network. “We encourage caregivers to manage their own health and stress,” Ms. Miller said. “In managing stress, you have to set boundaries, which can be difficult to balance with family, friends and even the one you’re caring for.”
FIRM SALUTES THOSE WHO HAVE SERVED WITH VETERANS DAY VIDEO More than 80 Holland & Knight lawyers and staff who are military veterans were saluted in a Veterans Day video shared on Nov. 11. The tribute focused on doing good work through raising awareness and providing pro bono and community service for veterans and their families. The firm believes that veterans should be supported and celebrated every day, a sentiment echoed by Chesterfield Smith, a founding partner of Holland & Knight and a veteran, who encouraged everyone at the firm to “Be Somebody” and to “Do Good.” The Veterans Group works to support service members, veterans and their families through legal, pro bono and community service activities. From 2016 to 2020, Holland & Knight provided nearly 25,000 pro bono hours toward veteran/military-related matters. Learn more about the Veterans Group initiative and its services, community outreach and partner organizations, as well as the firm’s pro bono and community services. If you are not a service member and wish to join the Veterans Group, email Associate Nick Hasenfus (BOS). If you are a service member or veteran and would like to receive more information on the Veterans Group, please submit your information. 7
LGBTQ EQUALITY
FIRM EARNS ANOTHER PERFECT SCORE ON CORPORATE EQUALITY INDEX For the eighth consecutive year, Holland & Knight received a perfect rating of 100 percent on the Human Rights Campaign Foundation’s 2022 Corporate Equality Index (CEI), the nation’s foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. This year, Holland & Knight is one of a record-breaking 842 businesses that earned 100 percent on the CEI and the designation of being one of the “Best Places to Work for LGBTQ Equality.” The Human Rights Campaign Foundation is the educational arm of the Human Rights Campaign (HRC), America’s largest civil rights organization working to achieve equality for LGBTQ+ people. The recognition, announced in January, was based on the firm’s practices throughout 2021. “We are proud of our ongoing efforts to foster an inclusive culture and ensure workplace equality for LGBTQ+ employees at Holland & Knight,” said Partner Dianne Phillips (BOS), co-chair of the firm’s LGBTQ Affinity Group. “HRC sets high standards for our firm and others to meet, and we are honored to continue to be recognized by this vital organization for our longstanding commitment to diversity and inclusion.”
The CEI rates companies on detailed criteria falling under four central pillars:
non-discrimination policies across business entities
equitable benefits for LGBTQ+ workers and their families
supporting an inclusive culture
corporate social responsibility
“When the Human Rights Campaign Foundation created the Corporate Equality Index 20 years ago, we dreamed that LGBTQ+ workers – from the factory floor to corporate headquarters, in big cities and small towns – could have access to the policies and benefits needed to thrive and live life authentically,” said Jay Brown, Human Rights Campaign Senior Vice President of Programs, Research and Training. “We are proud that the Corporate Equality Index paved the way to that reality for countless LGBTQ+ workers in America and abroad.”
HOLLAND & KNIGHT ACKNOWLEDGES INTERNATIONAL PRONOUNS DAY Holland & Knight and the firm’s Lesbian, Gay, Bisexual, Transgender and Queer/Questioning (LGBTQ) Affinity Group marked the third annual International Pronouns Day on Oct. 20 with posts on Facebook, LinkedIn and Twitter and by sharing the firm’s Pronoun Policy. The policy was implemented in 2019 and permits employees to use preferred pronouns in email signatures. The goal of International Pronouns Day is to make respecting, sharing and educating about personal pronouns commonplace and emphasize that referring to people by their chosen pronouns is basic to human dignity. Sharing personal pronouns – whether transgender, non-binary or an ally – allows employees to be their authentic selves. 8
HISPANIC HERITAGE MONTH
From Someone Who Was There: A Discussion with Sylvia Mendez You can learn about a historical event through a written account or well-made movie, but the best way to know what really happened is to hear it from someone who was there. Sylvia Mendez was there. Ms. Mendez was a guest of Holland & Knight for a Sept. 30 firmwide webinar as part of Hispanic Heritage Month. She shared the story of how her family name became part of one of the most important civil rights cases in U.S. history, Mendez v. Westminster, and how she, as an 8-year-old Mexican-American, was at the forefront of the fight for school integration in California 75 years ago. The case was a precurser to another landmark ruling, Brown v. Board of Education, less than a decade later. Before introducing Ms. Mendez, Partner Eddie Jauregui (LAX) recounted how in the 1940s, it was legal to segregate Asian-Americans and Native Americans. Although Mexicans weren’t specifically mentioned in state law, they, too, were heavily discriminated against, especially as their population swelled in Southern California. This is where Ms. Mendez’s story begins. “It all started when my father asked my aunt to take us to school. When we arrived, she was informed that we would have to go to the Mexican school,” Ms. Mendez said. This was despite the fact that her family lived next to the school, which was designated for whites only, and the Mexican school was not even in the district. The next day, her father, Gonzalo, took up the matter with the principal and, soon after, the Orange County School Board, which told him that five cities in the county decided to segregate schools. Inspired in part by a 1944 court case that desegregated public parks in San Bernardino, Gonzalo and his wife, Felicitas, decided to fight and sought out the victorious attorney in that case, David Marcus of Los Angeles.
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“On March 2, 1945, my parents and four other families filed a lawsuit in the federal district court of Los Angeles seeking an immediate injunction against segregation,” said Ms. Mendez, who did not take the stand but helped Marcus practice framing his questions to the other plaintiffs. “On Feb. 18, 1946, the Sylvia Mendez in the 1940s court found in favor of the five plaintiffs, but the school board decided to appeal. On April 14, 1947, the U.S. Circuit Court of Appeals unanimously upheld the [district court] ruling and I, along with thousands of other minority students throughout Orange County, began attending integrated schools.” Ms. Mendez, now a nationally known civil rights leader and 2011 recipient of the Presidential Medal of Freedom, also shared other aspects of her life and travels and what she has witnessed in the fight for equality. But her court victory is never far from her mind. “Mendez v. Westminster is a case that was won by David Marcus, a lawyer just like all of you,” she said. “I remember my mother saying that nobody knows about how five families fought against segregation here in California and that it was for all the children. It was that day I promised her I would go around the country and talk about it. My goal is to have Top, Eddie Jauregui (LAX) and Isabel Diaz it taught in all schools (MIA), Hispanic Affinity Group co-chair the same way Brown Bottom, Sylvia Mendez and Jorge v. Board of Education Hernandez-Toraño (MIA), is taught today.” Hispanic Affinity Group co-chair
LATIN AMERICA ATTORNEYS ELEVATED TO PARTNERSHIP
Overall, Holland & Knight’s Latin America Practice has more than 170 professionals offering a full range of services to clients engaged in business in Latin America.
HISPANIC AFFINITY GROUP LAUNCHES MENTORSHIP PROGRAM Holland & Knight added more depth to its diversity and Rafael Lafont inclusion efforts with the launch of the Hispanic Affinity Eugenio Maria Juliana Ines Vesga Grageda Saa Group Mentorship Program in 2021. The program is designed to help mentees further their personal and Several attorneys were elevated to partner in Holland & professional development through contact with talented Knight’s Bogotá and Mexico City offices in August 2021: attorney mentors at various levels throughout the firm. Inés Elvira Vesga, Maria Juliana Saa (both BOG) and Pods of thoughtfully selected mentors provide more diverse Eugenio Grageda (MEX). In addition, Rafael Lafont (BOG) perspectives to help mentees set and achieve career goals. was elevated to partner on Jan. 1. The new partners work on complex domestic and cross-border matters in their Mentors serve a wide swath of practices and industry respective markets and throughout the Americas, with a groups, including Financial Services, Intellectual Property, focus on the Latin America region. All of the lawyers were Product Liability and Technology & Telecommunications. previously senior counsel. “Our newly promoted partners have demonstrated considerable talent, excellent client service, leadership and a strong commitment to the firm,” said Partner Roberto Pupo (MIA), chair of the firm’s Latin America Practice. “We are very pleased to call them partners and celebrate their achievements. We could not be prouder of them, and we wish them continued success in their new roles.” Added Partner and Business Section Leader Jose Sirven (MIA): “Their promotion is well-deserved and highlights Holland & Knight’s belief in growing and fostering a diverse team to provide clients with superior service.” 10
NATIVE AMERICAN HERITAGE MONTH
Indian Law in California
Governor’s Tribal Advisor Discusses Her Efforts for State’s Indigenous People It’s a simple equation: More people equals more aspects of the law that need to be addressed. When you apply this to the country’s most populous state, California, the increase can seem exponential. Then consider the needs of major affinity groups in that state and the issue becomes even more daunting. One of these groups was the focus of a firmwide Nov. 10 webinar during Native American Heritage John Haney Christina Snider Month. It was moderated by Associate and Native Affinity Group Chair, John Haney (LAX), a member of the firm’s Native American Law Team for whom the topic is near and dear. His father served as chief of the Seminole Nation of Oklahoma, his mother is an attorney who practices Indian law and his brother is in-house counsel for the San Manuel Band of Mission Indians in California, a firm client. The guest speaker was Christina Snider, a tribal advisor to California Gov. Gavin Newsom who discussed her role as liaison between the state’s 109 recognized Native American tribes and the seat of power in Sacramento. Also executive secretary of the state’s Native
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American Heritage Commission (NAHC), Ms. Snider shared the balancing act that all involved are working to achieve. “We are all trying to figure out how to work together better in a way that is mutually respectful and understanding of the cultural values being brought to the table. And not just the cultural values, but also the economic, community and environmental priorities,” Ms. Snider said. “As it is now, the obligation is again under the governor’s executive order, and it’s an affirmative obligation to all of the agencies under the governor’s authority.” New Position, Old Issues Ms. Snider, who was a classmate of John’s at the UCLA School of Law, was named the state’s tribal advisor in 2018. Created through executive order by then-Gov. Jerry Brown only 10 years ago, the cabinet-level role is designed to serve as a policy driver for the governor and administration, as well as a diplomacy vehicle for the state’s tribes. The latter aspect requires her to “communicate constantly with tribal nations in the state” on areas of the law that affect them.
Though the cabinet position is fairly new, the NAHC executive secretary role was developed during Brown’s first term as governor, which spanned 1975 to 1983. The commission is comprised of nine members who are tasked with protecting sacred sites and “cultural resources” – anything important to a tribe, but not necessarily natural resources, according to Ms. Snider. They also work to defend repatriation statutes under state law. What Can Others Do? In the same way that issues facing Native American communities in California and across the U.S. didn’t develop overnight, the solutions likely won’t be found quickly. But as Ms. Snider said in response to a question from a webinar attendee, anyone involved in the legal realm can help. “I think all law is Indian law, and all Indian law is law. In terms of the legal space, I think educating yourself on how your area interacts with tribal nations, tribal law and Indian law is one thing you can do,” she said. “You don’t have to occupy that space, but you can find folks who are specialists to assist when needed.” For example, Ms.Snider cited tax and property issues. “For areas like this, the baseline would be understanding the basis for Indian law and even why we call it Indian law. It’s cross-cutting,” she said. “It’s property law, it’s child welfare, it’s tax, it’s natural resources – it’s kind of everything.”
CELEBRATING NATIVE AMERICAN HERITAGE MONTH The rich and diverse cultures, traditions, histories and contributions of Native American and Alaska Native people were celebrated in November through Native American Heritage Month, sponsored by Holland & Knight’s Diversity Council and Native American Affinity Group. In addition to the webinar discussion with Christina Snider, resources included a video series from the Native American Affinity Group highlighting perspectives from the firm’s Native American attorneys: Episode 1: Native American Affinity Group Chair John Haney Shares the Role of Art in his Family’s Culture Episode 2: Jessica Laughlin Dispels Common Misconceptions of What it Means to be Native American Episode 3: Not All Fun and Games: James T. Meggesto Shares How Native American Culture Becomes Caricature
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AWARDS, ACCOLADES AND ACHIEVEMENTS HOLLAND & KNIGHT AGAIN ACHIEVES MANSFIELD CERTIFIED PLUS STATUS In September, Holland & Knight earned “Mansfield Certified Plus” status for the fourth consecutive year. Through its participation in Diversity Lab’s Mansfield Rule Certification Program – which encourages the consideration of at least 30 percent women, minority, LGBTQ+ and disabled attorneys for leadership and governance roles, equity partner promotions, senior associate lateral positions and formal client pitches – the firm is among 118 participating firms that met the requirements to become “Mansfield Certified.” Holland & Knight also belongs to a smaller subset of firms achieving “Mansfield Certified Plus” designation, meaning that in addition to meeting or exceeding the baseline certification requirements, underrepresented lawyers represent at least 30 percent of a significant number of firm leadership roles.
Vanessa was matched with Elisheva Hirshman, a vice president and associate general counsel at PVH Corp., formerly known as Phillips-Van Heusen. Daniel was matched with Laurence Herman, the general counsel of Gerson Lehrman Group Inc. (GLG), a financial and global information services company. “AdvanceLaw’s diversity program is a tremendous mentoring opportunity for all participants,” said Partner Tammy Knight (FTL), who leads the firm’s relationship with AdvanceLaw. “We’re so excited for our next group of associates to learn from other talented attorneys who can continue guiding them down a path to long-term success.”
AWARDS AND ACCOLADES
The American Lawyer recognized Holland & Knight Staff Attorney Michelle DeVos (MIA) as a 2021 South Trailblazer in a supplement to the publication’s October/November issue. Michelle Michelle is part of a selected group of DeVos attorneys honored in the inaugural list as practitioners who are “agents of change” and have “moved the needle in the legal industry.” As someone with Asperger’s syndrome, a high-functioning form of autism, Michelle said she was bullied throughout her teen years, resulting in scars and shame to a point where she almost lost her life. “Throughout college and the beginning of law school, I finally opened up and shared with someone whom I felt comfortable talking with about how I was bullied throughout middle school and high school. Through sharing this, my healing process began,” she said. “I had an incredible career adviser who encouraged me to be open about having Asperger’s. She showed me that it was not something to be ashamed of, and she taught me to see it as my superpower. She told me that having a disability and being open about it is important to promoting diversity and inclusion in the legal profession.”
Partner Shari Levitan (BOS) was recognized as “Wealth Management Lawyer of the Year” by Euromoney Legal Media Group at the Women in Business Law 2021 Americas Awards Ceremony.
“For the past four years, we have watched Mansfield Rule policies take root in our organization and strengthen our commitment to diversity, equity and inclusion,” said Diversity Partner Tiffani Lee (MIA). “Holland & Knight has long been a supportive and pioneering workplace for underrepresented groups, but our partnership with Diversity Lab has sharpened our focus on innovative ways to achieve our diversity goals.”
MIAMI ASSOCIATES CHOSEN FOR DIVERSITY MENTORSHIP PROGRAM Associates Vanessa Lopez and Daniel Ramos (both MIA) were chosen for the AdvanceLaw’s Diversity Mentorship Program, Daniel Ramos which matches diverse, Vanessa Lopez client-service-oriented midlevel and senior associates with senior in-house lawyer mentors for career coaching, professional support and business guidance. The Diversity Mentorship Program goes hand in hand with Holland & Knight’s diversity and inclusion initiative and overall commitment to promoting diversity in the firm and the communities it serves. 13
Shari Levitan
Associate Ariel Wossene (TYS) was selected to participate in the National Bar Association Associate Kwamina Advancement Academy Ariel Wossene Williford for Excellence. Partner Kwamina Williford (WAS) is serving as a partner mentor and is involved as part of the program faculty.
The Minority Corporate Counsel Association named Partner Eddie Jauregui (LAX) a 2021 Rising Star for his accomplishments and dedication to the profession and his community, which make him an “attorney to watch” in the legal industry.
Partner Lara Rios (MIA/ NYC) was honored as part of the Next Generation of Leaders at Legal Momentum’s Christine Walz Lara Rios 2021 Aiming High Awards. Additionally, Partner Christine Walz (NYC) was recognized as the lead lawyer for an important pro bono matter handled for Legal Momentum.
Evan Nelson, a 2021 summer associate in Holland & Knight’s Dallas office, received a Purple Heart during a Sept. 7 ceremony at the Texas Military Museum Hall of Honor at Camp Mabry, with several of the firm’s attorneys in attendance. Evan, a former U.S. Army specialist and infantry team leader who is now a thirdyear law student at the University of Texas School of Law, was injured during combat seven years ago when an improvised explosive device (IED) rendered him unconscious in Afghanistan. He suffered a concussion while ground guiding a vehicle when an IED detonated in front of him, but recovered and completed his deployment overseas. Partners Ashley Phillips and Mark Davis (both AUS), co-executive partners of the firm’s Austin office, attended the ceremony. Also there to recognize Evan were fellow veterans Partner Wes Strickland (AUS/LAX) and Associate Nick Hasenfus (BOS), the co-chair of Holland & Knight’s Veterans Group. Evan said it meant a lot to him to have those who joined him at the ceremony there to show their support. “I just really appreciate everyone taking the time,” Evan said.
Partner Dianne Phillips (BOS) received one of Connect Media’s 2021 Lawyers in Real Estate Awards. The list honored 110 attorneys from across the U.S. who have made an impact through their practice in real estate-related matters as well as contributions to the industry and their community. Dianne, an environmental attorney and the co-author of Holland & Knight’s Massachusetts Climate Change Adaptation Initiatives series for real estate professionals, was nominated by an environmental consultant for the Boston and New England region.
ATLANTA ATTORNEYS HONORED AS KIND PRO BONO TEAM OF YEAR Two attorneys from Holland & Knight’s Atlanta office were recognized by Kids in Need of Defense (KIND), a nonprofit organization that helps connect unaccompanied immigrant and refugee children with pro bono representation in their deportation proceedings. Associates Grant Schnell and Jonathan Spital (both ATL) were named as part of the 2021 Pro Bono Team of the Year by KIND’s Atlanta office. Grant and Jonathan have handled a number of KIND cases during the past several years, including helping unaccompanied minors from other countries obtain a legal guardian in the U.S. They have also worked on cases where children fled to the U.S. because of threats of gang violence in their home country in which they have assisted in filing asylum applications and helped the children through the immigration application process. Holland & Knight is a founding supporter of KIND and has handled more than 70 KIND-referred matters firmwide.
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PRO BONO/ COMMUNITY SERVICE
SHINING A LIGHT ON 9/11 DAY A multi-office pro bono team of Holland & Knight attorneys assisted MyGoodDeed, now widely known as 9/11 Day, with the development, financing and execution of a television program that was broadcast throughout the country on the 20th anniversary of the Sept. 11 attacks.
“TODAY” SHOW SHARES HOW 9/11 BECAME AN ANNUAL DAY OF SERVICE On the 20th anniversary of 9/11, NBC’s “Today” show produced a segment on how Sept. 11 has become a national day of service – and how it all started in the memory of former Holland & Knight Partner Glenn Winuk (NYC), a volunteer EMT who lost his life on 9/11 in the collapse of the World Trade Center. To honor his fallen brother, Jay Winuk took the tragic event and turned it into a day that brings people together in a spirit of community and togetherness by co-founding MyGoodDeed, now widely known as 9/11 Day. The organization’s mission is to transform 9/11 from a day of tragedy into a day of doing good by inspiring millions of Americans and others throughout the world to observe the day with service, unity and peace. “Glenn was my inspiration,” Mr. Winuk said in the “Today” interview. “If I could do anything in his honor, it would be to try and encourage other people to live life the way he lived.” 9/11 Day is now the largest day of charitable service in the United States, with as many as 30 million Americans taking part each year. Holland & Knight has a tradition of observing 9/11 as a day of doing good deeds for others. In 2021, attorneys and staff from Holland & Knight’s New York office joined other volunteers at Intrepid Sea, Air & Space Museum in Manhattan to pack 200,000 meals for those facing hunger – an event the firm has participated in for a number of years. A close-up of a Holland & Knight volunteer’s 9/11 Day of Service “Tomorrow Together” T-shirt was shown in the segment. “Glenn would be the first in line,” Mr. Winuk said. “When I have down moments about his passing, that’s the place I try to go to, that if Glenn could somehow understand what the country was doing in honor of all those who are directly affected, that makes me feel good.” 15
MyGoodDeed Co-Founder and Executive Vice President Jay Winuk reached out to Partner Bob Labate (SFO/LAX) for assistance in developing the “Shine A Light” television special. The one-hour national broadcast aired on CNN on the evening of Sept. 11. It included discussions with young adults who lost parents on 9/11. Musical artists H.E.R., Brad Paisley and Common also performed during the broadcast. Bob, along with Associates Andrew Klair (SFO) and Kelly McNeill (NYC), led the team on various legal matters, including production and sponsorship agreements for the television broadcast as well as a review of the organization’s terms and conditions. The team also assisted with agreements related to the development of a virtual field trip that educated students about the good that has come out of such a tragic event. In addition, Real Estate Section Leader Joe Guay (NYC) assisted with complex COVID-19 protocol questions, and Associate Harold Lee (BOS) provided timely assistance and a successful resolution regarding a waiver of rights to certain images. When emergency bridge financing was required to complete production the week before airing, Partner Paul Cicchetti and Senior Counsel Kevin Neveloff (both NYC), with support from Partners Doug Praw (LAX) and Rita Dattola (NYC), negotiated and documented the loan, navigating the normally protracted and nuanced process in a mere four days.
PROTECTIVE ORDER SECURED FOR FEMALE CLIENTS IN HARASSMENT CASE
CHARLOTTE OFFICE JOINS CAROLINAS SOCIAL IMPACT INITIATIVE Holland & Knight has joined the Carolinas Social Impact Initiative in an effort to foster a more inclusive community and reduce systemic barriers to social and economic mobility in the Carolinas. In spring 2020, Tim Ryan Partner Tim Ryan (CLT) joined a working group of 24 Charlotte-area law firm executive partners, managing partners and other leaders to discuss and strategize on ways their firms and offices were responding to COVID-19. As the meetings continued over ensuing months, discussions transitioned to police violence, social injustices and racial disparities, and the resulting lack of economic mobility. The 24 law firm leaders formed the Carolinas Social Impact Initiative to focus on four areas: 1) supporting minorityowned businesses and entrepreneurs, 2) advancing educational opportunities, 3) supporting family stability and social justice, and 4) improving access to social capital and career opportunities. The group’s first program, the Charlotte Legal Initiative to Mobilize Businesses (CLIMB), announced on Sept. 1, will provide pro bono legal services to low-income entrepreneurs and small businesses in the Charlotte area, with a focus on small businesses whose ownership consists primarily of people of color, women, members of the LGBTQ+ community, veterans or people with disabilities. CLIMB’s mission is to support the individuals and enterprises whose success is essential to increasing economic opportunities in Charlotte’s historically underserved communities.
Holland & Knight Partner Sarah Marsey (SFO) and Associate Jacqueline Harvey (POR/SFO) obtained a long-term protective order Jacqueline Sarah Marsey on Oct. 5 for a contested civil Harvey harassment hearing involving pro bono clients Delilah Belcher, 18, and Sharon Borunda, 64, as well as the owner of The Painted Lady LLC, a femaleowned and -operated spa in Napa County, California, where Ms. Belcher and Ms. Borunda worked. After the spa owner left a note on a car that had been parked in front of her business for several days asking that the vehicle be moved for her clients’ and employees’ access, the vehicle’s owner entered the business screaming and cursing at Ms. Belcher, as well as physically intimidating and threatening her. Moments later, Ms. Borunda entered the business and asked the vehicle owner to leave, whereupon he backed Ms. Borunda against a wall, screamed and threatened her before finally leaving. The women were terrified, but the police dismissed their concern as a parking dispute. The clients eventually learned that the man lived across the street and saw him peering into the business several times after the incident. After Holland & Knight was contacted to help, Jacqueline prepared all three of the witnesses during weekends and after business hours. She also delivered the opening argument, handled all the direct exams and deftly crossexamined the vehicle owner and his surprise witness. After a powerful closing argument, the court found that Holland & Knight proved by clear and convincing evidence that the vehicle owner’s conduct was a credible threat of violence that would place a reasonable person in fear for his or her safety. After the court entered an order protecting the clients for a year and a half, the spa’s owner wrote in an email: “Without Holland & Knight, I am certain I would have not obtained the order to protect them and I would have lost two fantastic employees because of this man’s threats. This order feels like a huge weight has been lifted from all of us.”
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Take Five with Eddie Jauregui This edition of “Take Five” is with Partner Eddie Jauregui (LAX), a first-generation American born to working-class Mexican immigrant parents. Born, raised and educated in Los Angeles, Eddie is part of a large extended family with seven brothers and sisters (“and lots of nieces and nephews”), making him a son, brother and uncle as well as a proud husband and dad.
YOU ARE THE FIRST PERSON IN YOUR FAMILY TO ATTEND AND GRADUATE FROM COLLEGE. WHAT DID THAT MEAN TO YOU? Although I am proud of my roots, I know firsthand that it is hard to be a low-income or working-class person in the United States. Neither of my parents graduated from high school and both worked extremely hard to provide for us. My dad, in particular, did not want me to live with the same economic anxiety he did. He wanted me to know a life beyond struggle and he repeatedly emphasized that the way to a better life was through school. He was right, but not just because it has allowed me to live a better life economically. Higher education has allowed me to access a fuller and richer life – it opened my mind, gave me confidence, introduced me to new experiences, and brought me in contact with people from all over the country and the world. It allowed me to view myself as fully equal to other Americans, which is no small thing for a first-generation Mexican-American kid who, on top of everything else, also happened to be a closeted gay kid until after college. It also allowed me to bring other perspectives and possibilities back to my family. While I may have been the first, I was, thankfully, not the last. My brother, a former Marine (or, more accurately, a lifelong Marine), is working on an MBA, and I also have a sister in college and a few cousins who are in college or have graduated college already.
often shoulder an incredible mental and emotional weight on top of everything else and can find the profession to be unwelcoming and isolating. And I’ve seen too many diverse lawyers leave the practice of law altogether. To me, that is not just unfortunate, it is unjust, and I want to do what I can to encourage and support other diverse lawyers to stay in the profession because our system of justice needs us, and we deserve a seat at the table. I have been fortunate in my career to have been given many opportunities and to have learned from extremely talented legal professionals, including judges, federal prosecutors, federal defenders and law firm partners. I feel like it’s my duty to pay it forward and ensure other diverse lawyers are getting opportunities to grow and develop.
WHAT AREA(S) DO YOU THINK ARE DOING WELL, AND WHICH NEED MORE ATTENTION?
WHAT EXPERIENCES LED YOU TO GET INVOLVED IN THE DEI SPACE?
I was recently on a panel for law students featuring all gay partners at large law firms. The general sentiment seemed to be that although work remains to be done, large law firms have taken great strides in creating inclusive and welcoming places for LGBTQ+ attorneys. While I’m somewhat newly returned to private practice, that appears to be true. In terms of what needs more attention, I’d say it is the recruitment, retention and promotion of lawyers of color.
I am a person of color, gay man and first-generation attorney. While I know how hard this profession is for everyone, I also know that people of diverse backgrounds
The data show that the number of African-American and Native American lawyers declined slightly over the past decade, while the increases in Hispanic and Asian-
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American attorneys have been extremely modest. In law firms, African American, Latinos and Asians make up less than 10 percent of all partners, according to the National Association for Law Placement (NALP), and the numbers for women of color are particularly low, with Latinas and black women making up less than 2 percent. I think it is important that we not lose sight of these populations.
OF ALL THE WORK YOU’VE DONE IN THIS SPACE, WHAT MAKES YOU THE PROUDEST? The first would be serving as a mentor to younger attorneys and attorneys of color. I have served as a mentor, formally and informally, numerous times in my career and I just love doing it. Part of me feels an urgent need to pass on everything I learn to someone else, whether it be substantively connected with the practice of law or just sort of “secrets to success” in a particular office or space. I have been blessed with a lot of opportunities in my career, and I want to share those far and wide. The second is the work that I have done to help tell the stories of Latinos in the law and in our country. Together with a close friend, I created and taught a course at the University of Southern California Gould School of Law called “Los Angeles, Latinos, and the Law.” I was inspired to develop the class based on work I’d done at the U.S. Attorney’s Office in connection with diversity programming and Hispanic Heritage Month presentations, such as moderating panels on the story of Chavez Ravine (the present-day location of Dodger Stadium, which used to be home to a tight-knit Mexican American community) and on the Zoot Suit Riots of 1943. In our course, we are
examining a number of landmark cases involving school desegregation, redistricting, reproductive rights, criminal justice and other areas, and it is extremely rewarding to see students engage with the material and gain a whole new perspective on the social and legal history of Latinos in Los Angeles and California. While not traditional DEI work, it is, in my view, important because it centers on a group that for too long has been marginalized in history and academia, and does so in a way that honors our community’s dignity and belonging.
WHAT MAKES YOU WANT TO CONTINUE WHAT YOU DO? For me, it comes back to justice and equality of opportunity. I have lived, studied, and worked in diverse, multicultural spaces for much of my life, and my own family has become ever more diverse through marriage. What I know for sure is that regardless of race, ethnicity, class or sexual orientation, the thing we all crave most is to be treated with dignity and respect and to be given a fair chance to succeed. A lot of time, women, people of color and other marginalized people are not provided either, and that is unjust.
Thank You for Reading We hope you enjoyed this edition of Inclusion in Action and reading highlights of the firm’s efforts and successes in building a more diverse, equitable and inclusive organization in the second half of 2021. If you have any questions about the firm’s DEI initiatives, please contact Diversity Partner Tiffani Lee (MIA), Director of Diversity, Equity and Inclusion Nichole Olajuwon, Diversity and Inclusion Assistant Arleen Longoria (both HOU) or Business Analytics and Diversity Manager Hamlet Bonilla (OPC). University of Southern California Gould School of Law 18
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