At Littler, hiring and retaining minority and women lawyers is a fundamental part of doing business.
Littler Mendelson senior Shareholder Bob Millman and Jaffee Dickerson, Managing Shareholder of the Los Angeles office
Well-known as The National Employment and Labor Law FirmSM, Littler Mendelson is the largest law firm in the United States exclusively devoted to representing management in employment and labor law. As a law firm, Littler Mendelson is also well-known for the diversity of its almost 400 attorneys. The firm was recently ranked as the most diverse among California's 25 largest law firms, and ranked first among the nation's 100 largest law firms in the percentage of women equity partners (28 percent). Both the Los Angeles and Oakland, CA offices are managed by African-Americans, and four of the firm's other offices are managed by women. Littler Mendelson also recently appointed Wendy Tice-Wallner to the position of Managing Director, the first woman to hold that position. She is one of only a handful of women to head a major law firm.
The most striking example of Littler Mendelson's diversity is found in the firm's Los Angeles office. Founded in 1980 by Robert Millman, the office has grown rapidly and is now Littler Mendelson's largest office outside of San Francisco. By Fall 2000, the Los Angeles office will have more than 50 attorneys. Los Angeles is also Littler Mendelson's most profitable office, and its most diverse. With five African-American, four Latino and three Asian attorneys, 28% of the attorneys in the Los Angeles office are minorities. In addition, 57% of the support staff are minorities, and almost 40% of its attorneys are women. Millman was committed to building an office representative of Los Angeles, a city as ethnically and racially diverse as any in America.
Jaffe Dickerson, managing shareholder of the Los Angeles office since 1996 and an African-American attorney, does not believe that there is any coincidence between the growth in the Los Angeles office and its diverse workforce. "Today, having a diverse workforce is not just making a "politically correct" statement—it makes fundamental business sense. Our diversity enables us to better respond to our clients' needs—whether it's representing them in court, helping them with day-to-day advice in managing an increasingly diverse workforce, or conducting training programs," says Dickerson.
Los Angeles County has a population of more than 9.7 million. The percentage of minorities has increased from 59% in 1990 to 67% in 1999, and estimates show that these numbers will increase. "Diversity is not a fad," says Dickerson. "Compare the workforce of today to five, or even ten years ago. Then imagine it five to ten years in the future, and do the same comparison with your client base."
A look at three clients of the Los Angeles office illustrates how its attorneys' diverse backgrounds help them work more effectively and responsively with their clients.
Charles R. Drew University of Medicine & Science
In the aftermath of the 1965 Los Angeles riots, the city built Martin Luther King Hospital and Charles R. Drew University of Medicine & Science (a "private non-profit university") to rectify a lack of inner-city emergency response facilities.
Like many Los Angeles organizations, Drew University has experienced changing demographics in its target population and workforce. Since 1994, Littler Mendelson has served as its general counsel, providing training as well as representation in claims and lawsuits involving discrimination. The firm's diversity has enhanced the effectiveness in representing Drew University before juries and agencies such as the Equal Employment Opportunity Commission, as well as Drew's internal grievance committees.
"Drew University is devoted to the service of racial and ethnic groups under-represented in the health, science and technology professions, as well as to the economically disadvantaged and the medically under-served," explains Dr. Charles K. Francis, President of the University. "Mr. Dickerson and his colleagues' commitment to excellence and integrity, and their demonstrated expertise in the provision of superior legal services, attest to the value of diversity in the law."
Compton Unified School District
Compton Unified School District is a Los Angeles area district that has been in receivership and under the supervision of a state administrator since 1993 — one of only a handful of districts to do so. Financially insolvent, with low test scores, the district was considered one of the worst school districts in California. Compton has also witnessed the challenges of changing demographics, going from a majority African-American community to a greater part Hispanic population in the past five to seven years.
Members of the Littler Mendelson Los Angeles office (left to right, front to back): Row 1: Mirna Villegas, Associate; Robert Millman, Senior Shareholder; Jaffe Dickerson, Managing Shareholder; Brandie Charles, Associate. Row 2: Enrique Muñoz, Shareholder; Eric Barnum, Associate; Michelle Deardorff, Associate; Arnold Peter, Senior Counsel; Lester Jones, Shareholder. Row 3: Gregory Wong, Associate; Julianna Yasinski, Associate; Fermin Llaguno, Associate; Oscar Eusebio, Paralegal. Row 4: Dominic Messiha, Associate; Roderick Richardson, Paralegal Clerk; Orlando Villalba, Legal Intern.
As General Counsel, Littler Mendelson has played a significant role in the effort to rebuild Compton Unified, by supporting the state administrator and his teams, in helping the district regain fiscal solvency and improve its academic performance. The firm also provides the administrators with the legal backing to effect change, and attract, hire and retain quality educators.
Littler Mendelson's diversity is an advantage in relating effectively with a racially diverse School Board and administrators. It also helps the firm provide relevant and appropriate training to staff and educators. According to Dickerson, "Being part of the educational process and helping a community greatly in need of quality educational opportunities, is very gratifying to all the Los Angeles office attorneys who work on Compton matters."
Dr. Randolph Ward, the State Administrator for Compton Unified School District, agrees with Ralph Waldo Emerson, who said, "Every wall is a door." According to Dr. Ward, "Here, in the Compton Unified School District, we spend much of our time finding 'doors,' passageways to restoring a viable education system. Mr. Dickerson's knowledge and guidance as an attorney; his commitment as a member of the community; and his contribution as an interested, caring individual deserve much credit for the progress we have made in the Compton Comeback."
California Pizza Kitchen
California Pizza Kitchen, originally a California-based restaurant, has quickly grown to become a national upscale food chain, with a very diverse workforce. Diversity was a key component from the onset of the firm's relationship with company representatives. When California Pizza Kitchen was reviewing firms for employment and labor counsel, Littler Mendelson's Los Angeles office was confident that it had the national presence and expertise the company wanted, as well as the added advantage of a diverse legal team. This has allowed the firm's team to maximize the ability to advise on any of the company's day-to-day employment issues, and in conducting appropriate training programs in the key areas of workplace harassment and discrimination laws.
According to William Maruyama, Director of Employee Benefits and Risk Management for California Pizza Kitchen, "CPK is committed to diversity and in part is successful because of that commitment to diversity. Walking into any of our restaurants, you can see that staff and guests are extremely diverse. More than any other law firm, Littler Mendelson is committed to those same goals of diversity. Their diversity complements and adds to CPK's diversity."
Companies that value diversity and differences in education, economic status, geographic origins, ethnic origins, religious beliefs, genders, races and sexual orientations—view the resulting multifaceted workforce not only as a legal necessity, but also as a necessary business asset. Littler Mendelson recommends several strategies to help ensure that qualified minority candidates are being considered for employment in your company. They include:
- Conducting diversity training that focuses on practical applications and bottom line results;
- Designing internship programs that provide students with broadening, horizon-raising career development experiences and exposes them to a richly diverse work environment;
- Attending recruiting events that promote diversity;
- Partnering with minority organizations that provide training and employment services for their members or for special interest groups (e.g., the National Urban League's "National Skills Bank Program");
- Sponsoring campaigns, such as a "diversity week," to highlight and celebrate cultures represented within and without the employer;
- Promoting diversity outside the workplace by supporting the community efforts of nonprofits and private industry in general, as well as the company's partners, vendors and customers and community organizations, to increase career-building opportunities for the broadest range of individuals; and
- Monitoring and following up on the results of these diversity initiatives and the experiences of those actually hired.
From the March 2000 issue of Diversity & The Bar®