Davis Graham & Stubbs LLP is committed to being a diverse firm. We know that to make a difference, we must lead by example. That's why we strive to attract and retain attorneys who represent a multiplicity of cultures, ethnic backgrounds, and viewpoints represented in a global economy. Our diversity statistics as well as those of our peers (as reported to the National Association for Law Placement) follow:
| Partners |
Women |
Of Color* |
Women of Color* |
GLBT |
Total Diverse |
| DGS (4/1/11) |
30.9% |
11.8% |
5.9% |
1.5% |
13.2% |
| Nationwide (2010) |
19.0% |
6.2% |
2.0% |
1.5% |
7.7% |
| Denver (2010) |
23.7% |
5.7% |
1.9% |
1.2% |
6.9% |
| Of Counsel |
Women |
Of Color* |
Women of Color* |
GLBT |
Total Diverse |
| DGS (4/1/11) |
23.5% |
5.9% |
0.0% |
0.0% |
5.9% |
| Nationwide (2010) |
N/A |
N/A |
N/A |
N/A |
N/A |
| Denver (2010) |
N/A |
N/A |
N/A |
N/A |
N/A |
| Associates |
Women |
Of Color* |
Women of Color* |
GLBT |
Total Diverse |
| DGS (4/1/11) |
40.5% |
24.3% |
8.1% |
2.7% |
27.0% |
| Nationwide (2010) |
45.0% |
19.5% |
10.9% |
2.4% |
21.9% |
| Denver (2010) |
46.3% |
12.7% |
6.0% |
1.6% |
14.3% |
*DGS includes attorneys of Middle Eastern descent in the calculation of attorneys of color.
The DGS Diversity & Inclusiveness Committee was formed in 1999 and built on the premise that differences bring great value to the practice of law. Its goal is to empower our attorneys to lead diversity related efforts that impact the firm and overall community. Comprised of partners and associates, listed below, who follow and are representative of a range of diverse backgrounds, the DGS Diversity & Inclusiveness Committee reports to the Executive Committee and provides a forum for fostering an open dialogue on diversity issues:
It also promotes discovering new ways to improve the firm's development and implementation of initiatives aimed at broadening our efforts in community involvement, recruiting, retention, and mentoring programs.
Community Involvement
DGS partners and associates serve or have served as presidents or board members of many local specialty bar associations, and leaders in other diversity and inclusiveness efforts in Colorado. We also take an active role in the Center for Legal Inclusiveness and are participating in its Inclusiveness Program. Additionally, we have taken a leadership position in founding, participating and sponsoring a variety of efforts designed to promote a dynamic range of diversity in professional and civic organizations throughout our community. Some examples of where we continue to make strides by taking an active role follow:
Legal Based Community Involvement
Other Community Involvement
Recruiting
We are the founding sponsor of the Rocky Mountain Diversity Legal Career Fair and continue to aggressively recruit diverse candidates through on campus involvement at law schools by contributing to scholarship funds and underwriting a variety of specialty law student group and bar association programs, meeting with diverse applicants who visit DGS, and hosting events for diverse summer associates. We also post lateral position openings on specialty bar association websites and recruit through our relationships in the community.
Retention
We know that it is the outstanding people within DGS who have always been the source of our strength. And we also recognize that promoting diversity and inclusiveness is a critical to an environment where individuals can find personal growth, career satisfaction, and professional accomplishment. DGS offers both internal and external diversity and inclusiveness training resources through our Professional Development Department, which has included everything from large scale seminar type CLE accreditation formats to one-on-one coaching.
Mentoring
DGS deems diversity and inclusiveness awareness, mentoring, professional development, and training of our attorneys a vital component to the overall growth of the firm. The DGS Diversity & Inclusiveness Committee works to build on this philosophy by encouraging senior attorneys in the firm to mentor younger attorneys to facilitate their integration intothe firm. The Professional Development Department also leads a formal integration program for first year associates that consist of a series of monthly meetings where they are paired with a partner who assists them with their transition into DGS. This initiative consists of monthly meetings with designated agendas that include diversity and inclusiveness awareness, workflow strategies, community involvement engagement, firm history and cultural insights, road to success type training, and more. These relationships often continue to evolve after the year is over.