Many corporations are not in the position to step offshore to develop a global diversity program where commerce, education, politics, and social factors vary considerably. Although economic times have been difficult for leading companies in the United States, select companies have made a decision to continue their commitment to establishing global diversity programs and initiatives. Consequently, these companies are well positioned for the future and they are among the few who are paving the road, taking risks, and overcoming obstacles.
Initiating a diversity program abroad is a challenge, especially if a company attempts to do it alone. Recently, companies in the United States and London formed a strategic alliance to foster equal opportunity in London's legal community. Resulting from the joint effort of these global companies is a newly established "Diversity Working Group," whose members work together to promote global diversity in the leading legal departments in London. Together, their influence extends well beyond their corporate offices to reach lawyers in all sectors of the London economy.
Embracing this joint-venture effort is London First, a membership association of more than 300 multinational businesses that works to improve and promote London. Although this London-based company has had a long-standing commitment to diversity, its current effort marks London First's initial effort focused on the legal community.
MCCA, which was founded in 1997 to advocate for the expanded hiring, promotion, and retention of minority attorneys in legal departments, is partnering with London First in this initiative. Veta Richardson, executive director of MCCA, has traveled twice to London to assist the Diversity Working Group with the development of its preliminary agenda and initial goals. "For an organization that is only five years old, it was exciting for MCCA's views to be sought on the other side of the Atlantic," Richardson said, "and we look forward to helping this group of corporations lead the way on diversity as so many have here in the United States."
Laurel Harbour, managing partner of the London office of Shook, Hardy & Bacon L.L.P., is also a member of the Diversity Working Group. The law firm has a long-standing commitment to diversity and is a recipient of MCCA's "Thomas L. Sager" award, which was presented in recognition of the firm's diversity contributions. Headquartered in Kansas City, MO, its London-based staff totals more than 40 people, although the firm has more than 1800 employees worldwide.
"We agreed that the most meaningful way to approach the diversity issue in the legal community here is to have our working group focus on three key issues," said Harbour. "They include: first, encouraging children from diverse backgrounds to enter the legal profession. In other words, begin filling the legal pipeline with promising students. Second, recruit a diverse range of employees into the legal field. And third, retain and advance minorities once recruited."
"This is certainly a grass-roots program designed to produce long-term diversity results, but you have to begin a building process," said Harbour. "And in this difficult economic time, not many companies are hiring. So while recruiting is receiving less emphasis today, we must target areas where we can take meaningful actions now, and, at the same time, build a good, long-term process in London."
Thus, the Diversity Working Group's focus will include retention as well as recruitment. In fact, several members of the group already have well-developed retention programs. "We champion the programs already in place," said Harbour, "and work to extend them into companies where they have the need."
Another key member of the Diversity Working Group is Business in the Community (BitC), an organization that works to increase the expectation of the role of businesses and how they fulfill their responsibility to society. BitC believes that a city has to build its future successes through the talents of its diverse population. According to Graham Bann, who is the executive director of the London office at BitC, "Companies that join BitC commit to improving society. At BitC, emphasis is placed on how member companies recruit, train, and develop minority employees."
BitC plans to link larger companies with smaller minority-owned businesses to help these companies overcome obstacles and ultimately grow. Describing how London's young people-of-color with master's degrees cannot find jobs, Bann said: "We help these very qualified people get jobs by funding their employment for several months." While the program currently funds employees for eight months, BitC would like to extend that time period.
Recently, BitC and London First partnered and formed London Alliance, a program where London businesses work together to address the city's most pressing social problems. In addition to driving diversity efforts in the Alliance programs, London First is also working with the mayor's office in facilitating the development of an African-Caribbean Business Network, and consulting with the Commission for Racial Equality's Leadership Challenge to address equal opportunity issues.
Arguably one of the most diverse cities in the world, London's people represent 37 different nationalities and speak more than 300 languages and dialects. However, in the private sector, only one percent of the senior management is of color. Additionally, people-of-color in junior management positions represent only 3.2 percent of the working class.
Paula Taylor-Whitfield, an African-American woman who is general counsel for Eli Lilly and Company's European Operations in London, works in a white-male dominated profession that spans hundreds of years in Britain. Taylor-Whitfield is a member of the Diversity Working Group and believes that achieving diversity directly benefits a company's bottom line. "By pointing out to our law firms that having appropriate cultural or gender representation on a litigated case can positively impact a result, we encourage greater diversification," said Taylor-Whitfield.
"What we're trying to do is increase the number of qualified women and minorities who can truly enrich the businesses they work for; we strive also for diversity in the most complete sense. That means gender, race, ideas, age, and much more," Taylor-Whitfield explained. "We have nearly a 50/50 split in terms of gender and we have steadily increased the number of minorities in our 120- attorney global law department."
Eli Lilly has an African-American Associates Forum, where, once a year, new associates spend two days interacting with company leadership. The result is that they are provided with an opportunity to meet and develop relationships with company management.
Taylor-Whitfield indicates that pipeline efforts can be accomplished as scientists, physicians, lawyers, marketers, and engineers from Eli Lilly have done in the past. "They went out to the schools and inspired minority students to follow them in their given professions," said Taylor-Whitfield.
Now preparing for reassignment to Eli Lilly's headquarters in Indiana, Taylor-Whitfield is proud of the company's efforts in Britain. "It makes me think that other minorities can have a profound affect on communities here and elsewhere," Taylor-Whitfield reflects.
By focusing on individual achievement, Eli Lilly's commitment to diversity creates employees such as Taylor-Whitfield, who have well-developed perspectives to face global diversity challenges.
Joining Eli Lilly in its commitment to the goals of the Diversity Working Group are 12 legal professionals from several other leading companies. Like Taylor-Whitfield, they are equally enthused about mapping strategies to reinforce the London legal community's efforts to hire, train, and promote more people-of-color.
American Express, which is also a member of the Diversity Work Group, has a well-established global diversity program that recognizes how individuals working abroad can help the company meet challenges and accomplish its goals worldwide.
According to Jane Kelloe, head of American Express Bank Ltd.'s General Counsel's office in Europe, "Managing diversity is understanding, respecting, valuing and effectively accommodating human and cultural differences. American Express attempts to foster an environment that thrives on individuality. It's a workplace that encourages each person to reach his or her full potential in meeting business objectives."
In the 1970s, Kelloe qualified with a major city firm that is now a part of the law firm Coward Chance. At the time, women in commercial legal work were "still somewhat of a rarity," said Kelloe. "Of my set of 12 trainees, then called articled clerks, I was the only woman," remarked Kelloe.
Today, Kelloe, who has been at American Express Bank since 1980, works in a more inclusive legal environment. "Women are well represented in the general counsel's office," said Kelloe. In fact, the general counsel of American Express Company, Louise Parent, is a woman.
"I am pleased to be a part of the group, as I have always felt strongly that equality of opportunity is very important," concluded Kelloe.
Other participants in this partnership include: Aventis Pharmaceutical, Bank of America, Bechtel Ltd, Bristol- Myers Squibb, The Coca-Cola Company, Ford Motor Company, Philip Morris Companies Inc., Project FullEmploy, and Shell International Limited.
The Diversity Working Group meets quarterly and is currently in the process of outlining its action plan. Members of the group are reaching out to various organizations that want to become involved in community volunteer programs such as the Society of Black Lawyers, the Society of Muslim Lawyers, government organizations, and other law firms.
The group is requesting the law firms that represent them to share their knowledge about diversity with London. All compiled information will be used to develop and implement programs, such as a diversity awards program, which will recognize companies making an effort to diversify the legal profession in London. The group is also considering a scholarship program. Additional strategies include researching existing efforts and recognizing the differences in countries, partnering with interested community groups, and championing proven initiatives.
While the Diversity Working Group has a lot on its agenda in developing, implementing, and sustaining a diversity program in London, it has taken preliminary steps worthy of consideration by the international community. Working collectively, these companies are not only contributing to the success of their local community, but are also serving as agents for change in a profession in need of a more inclusive approach.
For more information about London First and BitC, go to: www.london-first.co.uk/lf/default.asp or www.bitc.org.uk/index.html.
Frederick Baehner is an international freelance writer for the law firm of Shook, Hardy & Bacon L.L.P.
From the June 2002 issue of Diversity & The Bar®