gray plant mooty - vault · gray plant mooty 2019 vault/mcca law firm diversity survey 80 south 8th...

Response to Spring 2019 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database

(http://mcca.vault.com). Copyright © 2019 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Gray Plant Mooty

2019 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

80 South 8th Street500 IDS CenterMinneapolis, MN 55402Phone: 612-632-3000Fax: 612-632-4444www.gpmlaw.com

LOCATIONSSt. Cloud, MN: 1010 W. St. Germain, Suite 500, St. Cloud, MN 56301.Washington DC: The Watergate — Suite 700, 600 New Hampshire Ave NW,Washington, DC 20037.

DIVERSITY LEADERSHIPHead(s) of Firm: Mike Sullivan, Managing Officer/CEODiversity team leader(s): Kathi Wright, Chair, Firm Culture, Diversity & Inclusion Committee; Jodi Schmidt, Director of Human Resources

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2018

Worldwide 159 171U.S. offices only 159 171

Gray Plant Mooty2019 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

No

ASSOCIATES (2018) SUMMER ASSOCIATES (2018)

Men Women

White/Caucasian 18 17African-American/Black 1 2

Hispanic/Latinx 0 0Alaska Native/American Indian 1 0

Asian 0 1Native Hawaiian/Pacific Islander 0 0

Multiracial 0 1Openly LGBTQ n/a n/a

Individuals with Disabilities 1 n/aTotal 20 21

Men Women





Individuals with Disabilities 0 0Total 3 7

LGBTQ not tracked LGBTQ not tracked

EQUITY PARTNERS (2018) NON-EQUITY PARTNERS (2018)

Men Women






Men Women

White/Caucasian n/a n/aAfrican-American/Black n/a n/a

Hispanic/Latinx n/a n/aAlaska Native/American Indian n/a n/a

Asian n/a n/aNative Hawaiian/Pacific Islander n/a n/a

Multiracial n/a n/aOpenly LGBTQ n/a n/a

Individuals with Disabilities n/a n/aTotal n/a n/a

LGBTQ not tracked

OF COUNSEL (2018) NEW HIRES (2018)

Men Women






Men Women










Strategic Plan and Diversity Leadership

How does the firm's leadership communicate the importance of diversity to everyone at the firm?

Diversity is a core element of our strategic plan. The importance of diversity is communicated at our firm through our intranet, web-site, e-mails, training programs, annual report,employee meetings with outside diversity speakers, and diversity events.

Who has primary responsibility for leading diversity initiatives at your firm?

Kathi Wright, Chair, Firm Culture, Diversity & Inclusion Committee; Jodi Schmidt, Director of Human Resources

Does your law firm currently have a diversity committee?

Yes

If yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee?

Yes

If yes, how many attorneys are on the committee, and in 2018, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 7Total hours spent on diversity: [No response]Comments: Our firm does not track hours for specific committee activities. The Firm Culture, Diversity & Inclusion Committee meets on a regular monthly basis. In addition,committee members participate in subcommittees regarding strategic planning, web site development, and firm diversity events. Committee members also participate in the firm's1L minority program recruitment process, contribute to the diversity data in our Annual report, and participate in retention initiatives.

Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities?

Yes

If yes or partially, please explain.

Goals include recruitment, retention and culture initiatives directed by or supported by the Board of Directors and senior firm management. There is board member who serves onthe committee and is a liaison to the firm's Board of Directors.

Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm?

Yes

If yes, is it formal or informal?

Formal

How often does the firm's management review the firm's diversity progress/results?

Monthly

How is the firm's diversity committee and/or firm management held accountable for achieving results?

The committee submits progress reports on initiatives to the firm's Board of Directors. Diversity is a core element of our firm's strategic plan the Board reviews our performance atits monthly meetings.

Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

X X Undertake communication from firm management that diversity is a top priority of the firm

X Formalize diversity plan and committee with action steps and accountability to management

X X Conduct firmwide mandatory diversity training for all attorneys and staff annually

X Implement bias interrupters with respect to hiring/assignments/evaluations/compensation reviews/promotions/etc.

X X Focus on strengthening firm's mentoring program

X X Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversityconsultant to examine how firm culture might be more welcoming of minorities

X X Support law firm's internal affinity networks

X Hire a director of diversity or other full-time professional to implement the firm's diversity program

X Coordinate or work with clients on diversity issues

X X Develop/expand relationships with minority bar associations and other legal diversity organizations to offerfirm's support of these networks





INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Increase the number of minority attorneys at the associate level

X Increase the number of minority attorneys at the partnership level

X Increase the number of minority attorneys in leadership positions

X Focus on strengthening firm's mentoring program for minority attorneys

X Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equalaccess/inclusion on top client matters

Other (please specify): Minnesota law prohibits decisions relating to the terms & conditions based on anemployee's race. Our initiatives are aimed at increasing the pool of minority candidates as well as encouragingretention in minority lawyers.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Institute a formal part-time policy that addresses partnership prospects

X Increase the number of women at the associate level

X Increase the number of women at the partnership level

X Increase the number of women in leadership positions

X Focus on strengthening firm's mentoring program for women

X Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/inclusion to top client matters

X Provide accommodations specific to mothers (e.g., lactation rooms)

X X Implement policies to address gender pay equity

Other (please specify): Minnesota law prohibits decisions relating to the terms & conditions based on anemployee's gender. Our initiatives are aimed at increasing the pool of women candidates as well as encouragingretention in women lawyers.





INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Offer same-sex domestic partners the same benefits available to married individuals

X Increase the number of LGBTQ attorneys at the associate level

X Increase the number of LGBTQ attorneys at the partnership level

X Increase the number of LGBTQ attorneys in leadership positions

X X Focus on strengthening firm’s mentoring program for LGBTQ attorneys

X X Manage/monitor allocation of work assignments and/or hours billed to ensure LGBTQ attorneys have equalaccess/inclusion on top client matters

X Ensure that EEO and non-discrimination policies specifically address gender identity

X Provide accommodations for LGBTQ attorneys (e.g. bathroom facilities)

Other (please specify): Minnesota law prohibits decisions relating to the terms & conditions based on anemployee's sexual orientation. Our initiatives are aimed at increasing the pool of LGBTQ candidates as well asencouraging retention in LGBTQ lawyers.





INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


X Increase the number of attorneys with disabilities at the associate level

X Increase the number of attorneys with disabilities at the partnership level

X Increase the number of attorneys with disabilities in leadership positions

X X Focus on strengthening firm’s mentoring program for attorneys with disabilities

X X Manage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities haveequal access/inclusion on top client matters

X Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

X Implement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)

Other (please specify): Minnesota law prohibits decisions relating to the terms & conditions based on anemployee's disability. Our initiatives are aimed at increasing the pool of disabled candidates as well asencouraging retention in disabled lawyers.




Pipeline Initiatives

Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting themin pursuing such opportunities?

Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law

Fund scholarships for minority high school or college students

Mentor minority high school or college students

Participate in or host mock trial programs or career events

Provide internships or employment to minority high school or college students

Outreach to middle school students

Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students.

Since 2010, Gray Plant Mooty has been a sponsor of a Minnesota Urban Debate League Summer Fellow program. This fellowship program gives a high school student anopportunity to observe attorneys in action to get a snapshot of what it is like to be a lawyer. The League serves young people in Minneapolis and St. Paul through academiccompetitive debate. The League has been hailed as "the diversity program that works" in building the future pipeline of leaders in the legal field. In addition to assisting withvarious tasks around the firm, the summer fellow will also attend a debate camp funded through the GPM-sponsored fellowship.

Since 2008, Gray Plant Mooty has partnered with the Cristo Rey Network, which provides a faith-based, college preparatory education to economically disadvantaged youngpeople. Administered through the local Hire4Ed program, students attend school four days each week, then work in a corporate office on the fifth day to help pay for theireducation. GPM hosts students through this initiative, helping them learn basic job skills that are critical to future success.

GPM participates in STEP-UP Achieve, part of the City of Minneapolis STEP-UP program, that connects businesses with the next generation of talented and diverse workers,provides critical job training and hands-on experience for young people in Minneapolis. One of the country's top youth employment programs, STEP-UP Achieve places 800young people (ages 16-21) each year in paid internships with 150 top Twin Cities companies, nonprofits and public agencies, providing work readiness training, on-the-jobexperience, professional connections and ongoing support.

GPM participates in the Association of Legal Administrators — MN Chapter's annual career fair. The career fair is for high school students to learn about the legal profession andto encourage them think about a career as a legal professional.




Recruitment - New Associates

Does your firm annually recruit at any of the following types of institutions?

Ivy League law schools: No

Other private law schools: Yes, University of St. Thomas, Mitchell Hamline

Public state law schools: Yes, University of Iowa, University of Minnesota, University of Wisconsin, Washington University

Law schools of Historically Black Colleges and Universities (HBCUs): None

Diversity job fairs: Yes. The Minnesota Minority Recruitment Conference

Do you have any special outreach efforts directed to encourage minority law students to consider your firm?

Hold a reception for minority students

Advertise in minority law student association publications

Participate in or host minority law student job fairs

Sponsor minority law student association events

Firm lawyers participate on career panels at schools

Outreach to leadership of minority student organizations

Scholarships or intern/fellowships for minority students

Other (please specify)Attracting individuals with a wide range of beliefs, backgrounds, and life experiences to our law firm is essential to providing an enriching workplace. Since 1993, GPM hashad a 1L Minority Summer Associate program and has hired first-year minority law students through this program. GPM has also been a founding member of the Twin CitiesDiversity in Practice, a consortium of Twin Cities area law firms and corporations that collaborate on strategies to hire, retain and advance attorneys of color. Since its inception,GPM has participated in the Twin Cities Diversity in Practice 1L Rotational Clerkship Program (see below for more information). In addition, GPM consistently participates in theMinnesota Minority Recruitment Conference and various training events for law students leading up to the conference that help to prepare them for fall on-campus interviews. In2018, Sarah Duniway who was our Managing Officer sat on the board of directors for TCDIP. Since its launch in 2006, GPM has maintained a seated board representative withTCDIP.

Do you have any programs specifically targeted at first-year students?

Gray Plant Mooty was the first law firm in Minneapolis to have a Minority Summer Associate Program for talented first year minority law students. The program has been goingstrong since 1993. Summer associates participate in legal projects, training sessions, and social outings under the watchful eye of attorney mentors. In turn, Gray Plant Mooty gainspositive exposure to a diverse talent pool.

The firm also participates in the Twin Cities Diversity in Practice 1L Rotation Clerkship program. This program pairs a law firm with a corporate law department and allows afirst-year student an opportunity to experience both a traditional law firm clerkship along with that of working in an in-house law department.




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2018) OFFERS MADE* (2018)

* Summer associates who received an offer of full-time employment

Men Women






Men Women







OFFERS ACCEPTED* (2018) NEITHER ACCEPTED NOR DECLINED (2018)

* Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-timeemployment because of postgraduate clerkship/fellowship

Men Women






Men Women










Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2018) LATERAL OF COUNSEL HIRES (2018)

Men Women






Men Women







LATERAL PARTNER HIRES* (2018) NEW PARTNERS PROMOTED* (2018)

* Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank

Men Women






Men Women






LGBTQ not tracked

NEW EQUITY PARTNERS* (2018)

* Whether hired laterally or promoted from within

Men Women






LGBTQ not tracked




Recruitment - Lateral Associates and Partners

What activities does the firm undertake to attract diverse attorneys?

Partner programs with women, minority, LGBTQ or disability-focused bar associations

Participate at diversity job fairs

Attend events at diversity legal organizations

Seek referrals from other attorneys

Utilize online job services (e.g., MCCA Job Bank)

Hire recruiting professional who specializes in identifying diverse candidates

Firm is Mansfield Rule certified

If the firm is not Mansfield Rule certified, does it plan to be certified?

Other (please specify)

Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)?

No

If yes, are any of these executive recruiting/search firms women and/or minority-owned?

Not applicable

If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months:

Not applicable




Retention and Professional Development

A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 8

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES

Men Women






Men Women






3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES

Men Women






Men Women







5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES

Men Women






Men Women











A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 8

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES

Men Women






Men Women






LGBTQ not tracked

OF COUNSEL NON-EQUITY PARTNERS

Men Women






Men Women

White/Caucasian n/a n/aAfrican-American/Black n/a n/a

Hispanic/Latinx n/a n/aAlaska Native/American Indian n/a n/a

Asian n/a n/aNative Hawaiian/Pacific Islander n/a n/a

Multiracial n/a n/aOpenly LGBTQ n/a n/a

Individuals with Disabilities n/a n/aTotal n/a n/a

LGBTQ not tracked

EQUITY PARTNERS

Men Women






LGBTQ not tracked





Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys.

Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, LGBTQ attorneys, or individuals with disabilities)

Increase/review compensation relative to competition

Implement procedures to ensure gender pay equity

Increase/improve current work/life programs

Adopt dispute resolution process

Succession plan includes emphasis on diversity and greater inclusion of minority men and women in firm leadership

Work with diverse attorneys to develop career advancement plans

Introduce diverse attorneys to key clients, including to lead engagements

Review work assignments and hours billed to key client matters to make sure diverse attorneys, particularly minority attorneys (for whom research indicates a greaterinclusion problem), are not being excluded

Strengthen mentoring program for all attorneys

Professional skills development program for all attorneys

Provide a gender-neutral parental leave policy that covers adoptions

Other (please specify)

Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules?Yes

What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at yourfirm?

The decision to work part time does not automatically have an impact on an attorney's timing to make partner. Each situation is unique and is examined on a case-by-case basis,including such factors as the length of time on part-time status, total hour commitment, experience and personal performance.

How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability?

18





PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2018) Men Women Total (full and part-time)

Associates 1 1 2 41

Of counsel 10 5 15 34

Non-equity partner n/a n/a n/a n/a

Equity partner 6 8 14 96




Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 8

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE*

* Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent

Men Women






Men Women






LGBTQ — Not tracked LGBTQ — Not tracked

PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE*

* Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent

Men Women






Men Women






LGBTQ — Not tracked LGBTQ — Not tracked

ATTORNEYS ON THE DIVERSITY COMMITTEE OREQUIVALENT

Men Women






LGBTQ — Not tracked




Management Demographic Profile

O T H E R L E A D E R S H I P R O L E S

Leadership positions (2018) U.S. office headsPractice group/

department leaders Committee leaders

Total number of positions 6 16 15

Number of such positions held by:

Minorities 0 0 0

Women 1 5 5

LGBTQ attorneys n/a n/a n/a

Individuals with Disabilities 0 1 2

Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses inthe following format: Attorney, Office location/Practice group/Committee (No. of attorneys in office/practice group/committee).

U.S. OFFICE HEADS

How many offices does your firm have in the United States? 3

Minorities heading offices: [No response]

Women heading offices: [No response]

LGBTQ attorneys heading offices: [No response]

Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: [No response]

Women heading practices: Jennifer Reedstrom Bishop, Health & Non-Profit Organizations Practice Group (12); Jennifer Debrow, Intellectual Property, Technology & PrivacyPractice Group (9); Liz Dillon, Franchise and Distribution Practice Group (32); Kathryn Nash, Labor, Employment and Higher Education Practice Group (11)

LGBTQ attorneys heading practices: [No response]

Individuals with Disabilities heading practices: [No response]

COMMITTEE LEADERS

Minorities heading committees: [No response]

Women heading committees: Joy Anderson, ProBono Committee (9); Dorrie Larison, Pro Bono Committee (9); Catie Amundsen, GPM Foundation (8); Kathi Wright, FirmCulture, Diversity & Inclusion (7)

LGBTQ attorneys heading committees: [No response]

Individuals with Disabilities heading committees: [No response]




The Firm Says

Fostering a culture of inclusion is a priority at Gray Plant Mooty. It's long been a pillar at the firm and remains so today. It's a strategic imperative and it's recapped in the firm'sVision as follows:

"We embrace a respectful, cohesive, and supportive environment and recognize that attorneys and staff - our greatest resource - need defined pathways for professional andfinancial success within the firm."

Being inclusive and diverse is the right thing to do, but it takes more than lip service to achieve. The people at Gray Plant Mooty - past and present - have worked hard to developand nourish a cultural ethos that's committed to inclusivity and diversity for the important role it plays in a healthy community, both inside and outside of the firm. Initiatives havebeen ongoing and include internal and external efforts. Some examples follow.

Diversity Initiatives

Gray Plant Mooty was one of the first firms in the Twin Cities of Minneapolis and St. Paul, Minnesota, to formalize the pursuit of diversity through the establishment of a firmCulture and Diversity Committee in 1993. Today the renamed Culture, Diversity, and Inclusion Committee remains strong and active. The committee meets monthly to cultivatevalues that promote a diverse workforce: respect, inclusion, belonging, support, and generosity.

Each year, the firm sponsors or participates in a number of activities that foster education, bring awareness, or celebrate an array of cultural and ethnic backgrounds. For example,the firm brings in speakers on a quarterly basis to present on a variety of diverse subjects. Annually, the firm hosts a Heritage Food Sampler event, where employees cook andbring in dishes with special cultural, ethnic, or family significance to share with colleagues. These events are popular and well attended by attorneys and staff.

Another in-house program includes a diversity training initiative for employees. Led by an outside facilitator, the employee-orientation program provides information ondemographic trends affecting the workplace and engages employees in role-playing exercises to help promote inclusion and understanding.

Employees, again attorneys and staff, firm wide are also invited to participate in Affinity Groups. Established by the Culture, Diversity, and Inclusion Committee some years ago,these Affinity Groups are intended to foster a sense of belonging between people as well as safe and meaningful dialogue among people. The current Affinity Groups, which meetregularly and have online intranet discussion boards, are as follows:

1. LGBTQ Ally Group

The goal of the LGBTQ Ally Group is to promote awareness about the value of diversity in our workforce by serving as an information resource on issues concerning sexualorientation, gender identity, and gender expression and to foster professional growth and networking opportunities for group members.

2. Women Attorney Group

The Women Attorney Group's mission is to empower women across the firm to create and strengthen connections, as well as foster professional and personal growth, throughinformation sharing, educational programs, and networking events.

3. Aging Parents Group

The aim of the Aging Parents Group is to provide a support system and discuss available resources for planning and assisting employees who have elderly family members.

4. Attorneys of Color Group

The Attorneys of Color Group's mission is to empower diverse attorneys across the firm to create and strengthen connections, as well as foster professional and personal growth,through information sharing, educational programs, and networking events.

5. Working Parents Group

The Working Parents Group's mission is to provide a platform for attorney and staff members to discuss topics related to parenting, such as childcare, schooling, after-schoolactivities, and general parenting challenges.

Gray Plant Mooty is committed to fostering and growing a work environment of many perspectives, by doing so, the firm attains the goal of providing clients with the best possiblelegal services and solutions.

Reaching Outside of the Firm

The firm's targeted diversity efforts include sponsoring first-year internship programs for law students of color, and other diversity candidates, as well as aggressive recruiting toreach candidates of varying backgrounds.

Since 1994, the firm has had a 1L minority Summer Associate program that has successfully recruited first-year minority law students. Gray Plant Mooty has also participated inthe Twin Cities Diversity in Practice 1L Summer Associate program. Since 2005, the firm has been a founding member of the Twin Cities Diversity in Practice, a consortium ofTwin Cities area law firms and corporations that collaborate on strategies to hire, retain, and advance attorneys of color.

Gray Plant Mooty is a member of the Leadership Council on Legal Diversity (LCLD) and supports attorney participation in its Fellows program. The LCLD Fellows program isan ambitious, highly structured initiative created to increase diversity at the leadership levels of the nation's law firms and corporate legal departments. The firm also participatesin ongoing diversity learning opportunities, including the Minnesota Urban Debate League Summer Fellowship, Step-Up Achieve, Cristo Rey High School program, and theALAMN Diversity Career Fair.

Pro Bono Legal Work

Gray Plant Mooty is deeply committed to the practice of law and to the improvement of our community. Through involvement in charitable organizations and pro bono activities,our lawyers, paralegals, and staff strive to make a positive difference in our communities.

Attorneys have unique training and skills and, because of that, also have a special responsibility to help people in need. Lawyers can play a crucial role in ensuring that our legalsystem is accessible to everyone, especially those without financial resources.




The firm has an active Pro Bono Committee to help attorneys find meaningful opportunities to volunteer their time and, at the same time, provide pro bono legal services whenand where they are most needed. As an example, in November 2018, Gray Plant Mooty announced its partnership with 16 other law firms to join Minneapolis Mayor Jacob Frey's"More Representation Minneapolis." The initiative launched a new legal clinic to help individuals who need pro bono eviction defense. The firm has pro bono partnerships withnumerous other organizations. The firm also encourages attorneys to spend a percentage of their time engaging in pro bono casework. Each year, Gray Plant Mooty attorneyscontribute 3% of the firm's total billable hours to pro bono efforts in addition to the hours-per-attorney standard. Together, these efforts add up to numerous hours of service.

Such contributions are celebrated as the firm recognizes select attorneys each year with the presentation of "Pro Bono All-Star" and "Pro Bono Shining Star" awards. All-Staraward recipients exhibit career-long commitment to their community and have established a legacy of positive impact on society. Shining Star recipients show initiative andleadership through pro bono work early in their legal careers.

Encouraging Community Involvement

Gray Plant Mooty is active in numerous organizations that promote diversity in the legal industry as well as in the business community. The firm is proud of its attorneys'involvement in the Leadership Council on Legal Diversity (LCLD), Twin Cities Diversity in Practice (TCDIP), Minnesota Association of Black Lawyers (MABL), MinnesotaWomen Lawyers (MWL), the Central Minnesota Chapter of Minnesota Women Lawyers, Women's Franchise Network, National Asian Pacific American Bar Association(NAPABA), Minnesota Hispanic Bar Association (MHBA), Minnesota Lavender Bar Association, Minnesota American Indian Bar Association, the Minnesota Hispanic and BlackChambers of Commerce, the NAACP-St. Cloud, and more. Attorneys in the Washington, D.C., office are involved in the D.C. and National Hispanic Bar Association, the AsianPacific American Bar Association, the Women's Bar Association, and the Women's Franchise Network.

Another in-house program at Gray Plant Mooty is Creating Great Communities. This allows attorneys and staff the equivalent of one full workday to volunteer in the community.Giving back to the community is very important to the firm and its people. This program gives attorneys and staff an opportunity to work side-by-side with others in thecommunities in which they work and live to help make a positive impact.

Diversity-related Awards

In recognition of the firm's ongoing commitment to inclusivity and diversity, GPM has been the recipient of many awards, including the Hennepin County Bar Association'sDiversity Award and the Minnesota Cultural Diversity Center's Sharing Diversity Champion of the Year Award. Gray Plant Mooty has also been selected by Working Mother andFlex-Time Lawyers as a "Best Law Firms for Women," as well as being named to the "100 Best Law Firms for Female Attorneys" by Law360. In addition, individual attorneysand staff who work at Gray Plant Mooty have been recognized for their efforts to make a difference by reaching out in their own ways. The efforts vary and many do so without adesire for public recognition.

Through dedication and intentionality, Gray Plant Mooty continues to make a difference in the community by incorporating inclusiveness and diversity into its workplace and allwho work at the firm. As the oldest law firm in Minnesota, efforts like these will surely continue for years to come.

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