Diversity

At Johnston Barton, we help clients solve problems and address legal issues by drawing upon the strengths of diverse, knowledgeable, and skilled individuals.  In fact, ensuring the inclusion of diverse, cultural, economic, social, and personal backgrounds makes for a stronger firm, and a firm that is enjoyable to work for.  Building a diverse environment doesn't just happen -- it takes work.  That's why Johnston Barton adopted a Strategic Plan Governing Diversity Initiatives.

Strategic Plan Governing Diversity Initiatives

Purpose

The purpose of this strategic plan is to set forth the firm 's long-range diversity goals, provide structure and direction to the numerous diversity initiatives already underway within the firm , and to be a resource for anyone with a diversity idea or question.  In addition, this plan is intended as a tool to identify and focus upon areas where further or different initiatives may be useful in creating, supporting, and appreciating a more diverse workplace.

Vision and Goals

Johnston Barton defines diversity broadly to include all of the differing characteristics of our workforce.  Diversity is a core value at Johnston Barton.  We believe that a diverse workforce contributes to the quality of our work, helps us better understand and serve our diverse range of clients and our communities, and enriches our workday lives. We are also motivated in our diversity initiatives by the belief that it is appropriate for corporate citizens to lead and educate on diversity issues.  By doing so, we hope to have a positive impact on the future of the communities in which we do business.

Our goals are to:

  • Foster and support an inclusive environment that appreciates, respects and values individual and group differences across all areas of the Firm , and to support each member of our diverse workforce so that each individual can have an equal opportunity to succeed at Johnston Barton; and
  • Increase the representation and advancement of women and people of color across all parts of our workforce.

Structure

The firm encourages all attorneys and personnel to participate actively in diversity efforts and initiatives. The following represents the formal structure by which we seek to assure that all aspects of diversity are addressed on a regular and timely basis. While these are not intended to be the only channels through which diversity initiatives occur, we encourage our lawyers and staff to work through these channels when possible.

A. Executive Committee

The firm recognizes that top-level management must be both committed and engaged if diversity initiatives are to succeed.

The Executive Committee establishes Firm-wide diversity goals, ensures the availability of resources to meet those goals, and plays a central role in communicating those goals, as well as the importance and value of diversity itself. 

The Executive Committee establishes firm wide diversity goals, ensures the availability of resources to meet those goals, and plays a central role in communicating those goals, as well as the importance and value of diversity itself.


They also ensure that diversity is a core value throughout the firm as a whole.  To that end, an important role of the Committee is to partner with other committees, practice groups, and the firm’s Marketing Department, both informally and formally, to identify and to address diversity matters.

The Executive Committee's specific roles are to:

  • Educate Firm personnel about diversity opportunities and about diversity in general
  • Encourage all personnel to be involved in diversity activities
  • Recommend and initiate courses of action to enhance diversity and eliminate diversity barriers and recommend and facilitate specific diversity initiatives and milestones

Among the factors considered by the firm in electing members of the Executive Committee are members' commitment to diversity and ability to represent diverse segments of the firm’s overall population.

B. Recruitment Committee

The Recruitment Committee is charged with primary responsibility for lawyer recruitment, evaluation, and hiring.  In carrying out those responsibilities, the Recruitment Committee's roles with respect to diversity are to:

  • Recruit and hire a diverse population of qualified summer associates, associate lawyers, and laterals;
  • Implement a summer program that reflects and embraces the firm 's diversity values and provide guidance, resources, and encouragement in the mentoring of all associates and lateral lawyers
C. Recruitment Director

The Recruitment Director is staff support to the Executive Committee and Recruitment Committee and administers diversity activities and initiatives.  The Recruitment Director plays a central role in implementation of diversity initiatives and serves as a community representative of the firm.

D. Practice Groups

Each practice group bears responsibility to provide an inclusive work environment and to foster the professional development of all lawyers and personnel in the practice group.  With respect to diversity, each practice group, with assistance from the Recruitment Committee, Firm Administration, and Executive Committee, is responsible to:

  • Identify and pursue opportunities to increase workforce diversity within the practice group
  • Ensure that all lawyers and personnel receive adequate mentoring
  • Support practice development and marketing and maximize the retention of diverse lawyers and personnel
E. Firm Administration

Firm Administration is responsible for supporting an inclusive environment that appreciates, respects and values individual and group differences across all areas of the Firm.  In addition, it is responsible to:

  • Recruit and retain a diverse workforce
  • Encourage involvement in diversity initiatives
  • Create programs and benefits that support the diverse needs of all individuals
  • Encourage involvement in diversity initiatives; and