Diversity education and open communication about diversity-related topics begins at the outset of all Alston & Bird employees’ careers. It begins during new hire orientation and continues throughout employment with the firm.
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Since 2003 every attorney and staff member in our firm has attended the Foundational Diversity Training developed by Roosevelt Thomas Consulting & Training (RTCT), a leader in the field of diversity management training.
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In 2007 & 2008 the leadership of the firm participated in a second round of diversity training with RTCT, the Application sessions. The Application sessions utilize diversity management skills as tools to respond to real-life scenarios. The application sessions will be implemented firmwide.
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Diversity training is conducted for human resources and legal recruiting personnel with a focus on the implications of diversity in the employment life cycle and in cross-cultural communications.
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Alston & Bird’s Diversity Program is an area of focus during all new hire orientation programs for attorneys and staff members.
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A Diversity Committee Liaison Program is provided for diverse associates for feedback and communication purposes.
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The firm’s first “Women of Color Workshop” was held in Atlanta in 2008. Nearly 50 of our Women of Color attorneys from all offices participated in the event. The workshop included a panel discussion by the firm’s Women of Color partners, and breakout sessions on topics such as: career building, taking ownership of one’s career, relationship building and criteria for partnership. Other agenda topics included a client panel of women who discussed their thoughts and reactions to the ABA study “Visible Invisibility” published in 2006, as well as thoughts on relationship building and professional and business development obstacles to avoid for women of color.
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In 2006 Alston & Bird hosted a forum in its New York office for its LGBT lawyers. The forum focused on building networks and overcoming obstacles as diverse attorneys.
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In June 2008 Alston & Bird hosted and sponsored the MCCA Generational Diversity Dialogue, titled, “X and Y and Baby Boomers Too! The Ins and Outs of Generational Diversity in Law Firms and Legal Departments.”
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In 2007 the firm hosted the first
Asian American Attorney Forum. The program brought together our Asian American attorneys from all of our offices, and was designed to promote a better understanding of issues Asian American attorneys face. The forum included an outside facilitator, Peggy Nagae, and representatives from firm management. For additional highlights about the forum, please read
this interview with John Latham from the GAPABA Fall 2008 Newsletter.
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In 2008 the Women’s Initiative subcommittee presented “Honing your Business Development Skills,” a workshop for women attorneys. Attorneys in Atlanta, New York, Washington, D.C. and Charlotte participated.
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Diversity Milestones in the Law, provided by MCCA, are posted on a monthly basis on the Diversity section of the firm’s Intranet.
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In celebration of Black History Month, the Rev. Dr. Joseph E. Lowery, pioneer in the Civil Rights Movement, was the keynote speaker at the firm's diversity event. Dr. Lowery provided his unique perspective on
President Obama's historic election and its significance to the Civil Rights Movement and its leaders.
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In 2009 the firm hosted the first Hispanic Attorney Forum. The program brought together our Hispanic attorneys from all of our offices, and was designed to promote networking, cross-marketing and discuss successes and improvements in recruiting, retention and advancement of our Hispanic attorneys.
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In recognition of Disability Employment Awareness month, the firm partnered with the Bobby Dodd Institute. Employees participated in an online survey, Disability 101 Challenge, which provided information and resources to help broaden awareness of Basic Disability Facts, Barriers & Accessibility, Inclusion, and personal stories.
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The firm’s Practice Group Leader Diversity Initiative brings together members of the firm’s Diversity Steering Committee with practice group leaders to gain input and share information relative to each group’s diversity and mentoring efforts. This initiative takes place within the context of the firm’s bi-annual leadership meetings and fosters awareness of diversity issues at the group level
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Alston & Bird publishes a four-color diversity magazine called “Change in Motion.” It is an internal communication tool that highlights diversity initiatives and individuals within the firm in an effort to maintain awareness of and appreciation for the firm’s commitment to diversity.
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Attendance and participation is encouraged each year in the many diverse bar association and organization sponsorships, including, “Charting Your Own Course Career Conference” and the “Corporate Counsel Women of Color Career Strategies Conference”. The conferences are financially underwritten by the Diversity Committee.
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A “Meet Your Diversity Committee Lunch & Learn” was held in June 2008 where summer associates met with Diversity Committee members and learned about the firm’s diversity program and plans. The summer associates also participated in an open dialogue about their concerns and ideas.
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A Diversity Committee Activities newsletter is created and distributed internally.
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Alston & Bird established a Diversity/Idea Suggestion Box for employees to share feedback with the Diversity Committee.
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Minority Attorney and Diverse Attorney Directories are published as a resource for recruiting and for clients/potential clients.
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The Diversity/Idea Suggestion Box was implemented as a tool to receive suggestions from employees to continually improve the firm’s diversity efforts. Submissions are anonymous and are reviewed and responses are posted on the Diversity section of the firm’s Intranet.
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The firm maintains on the Diversity section of the firm’s Intranet, a Multicultural Calendar highlighting various multicultural holidays.
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TOP ECHELON Diversity Materials - To reinforce our service principles and foster communication, employees gather with their teammates and supervisors at the beginning of each work day and participate in TOP ECHELON Time (TE Time). This is an opportunity to take part in brief, yet meaningful learning experiences amd focus on a core value of TOP ECHELON or an element of our Signature Service pledge. Topics recognizing events such as
Black History Month,
Asian Pacific American Heritage Month,
Women’s History Month and
Hispanic Heritage Month are periodically published for discussion.