Carmen Phelps, a director in the Office of Institutional Diversity, Equity, Advocacy and Leadership (IDEAL) at Temple University, has been selected to serve as chief diversity officer at Northern Arizona University. Phelps will begin her new role August 1.
Read the story here.
Showing posts with label diversity. Show all posts
Showing posts with label diversity. Show all posts
Thursday, June 16, 2016
Wednesday, June 1, 2016
Are campus police departments diverse?
A spate of high-profile shootings by police nationwide has prompted calls for greater diversity among municipal law enforcement agencies. But less attention has been focused on college police departments, where most officers are armed and have powers that are similar to state and city forces.
A Globe review found that many colleges and universities in the area have police departments that largely reflect the campuses they serve — with a few notable exceptions.
Read the story here.
Wednesday, May 11, 2016
EEOC to Hold May 18 Commission Meeting On Diversity in the Tech Industry
WASHINGTON -- The U.S. Equal Employment Opportunity Commission will hold a public meeting entitled "Innovation Opportunity: Examining Strategies to Promote Diverse and Inclusive Workplaces in the Tech Industry" on Wednesday, May 18, from 1:00 p.m. until 4:00 p.m. (Eastern Standard Time) at EEOC headquarters, 131 M Street, N.E., Washington, D.C.
More information here and here.
More information here and here.
Monday, December 21, 2015
Is 2015 the tipping point for women and minorities in Hollywood?
By Rebecca Keegan, The Los Angeles Times
In a recent interview, Mike De Luca, the prominent producer of "The Social Network" and "Fifty Shades of Grey," wondered aloud something that shocked me in its openness and introspection: "Do I seek out other white men?"
Read the story here.Related content:
- Hollywood Projects Stunning Lack of Diversity (Diversity Inc.)
Tuesday, November 3, 2015
Exposure to Diversity Adds Value to College Degree, Poll Shows
By Alexandra Vollman, INSIGHT into Diversity
Results from a recent Gallup-Purdue Index reveal that interacting with people from diverse backgrounds increases the perceived value of a college degree.
Results from a recent Gallup-Purdue Index reveal that interacting with people from diverse backgrounds increases the perceived value of a college degree.
Released on Tuesday, the findings represent another installment of results based on the 2015 Gallup-Purdue Index’s survey or more than 30,000 college graduates from across the country.
Read the story here.
Monday, March 26, 2012
Facebook stalking in the name of affirmative action
Christian Science Monitor
Ahead of the Supreme Court hearing on affirmative action, I recall how at Roll Call newspaper, I was told that one of our three interns had to be from a racial minority. Diversity is important, but giving someone an advantage beyond his experience degrades the applicant and the hirer.
By Debra Bruno / March 21, 2012
Beijing
There I was, Facebook stalking again. But I wasn’t chasing after an old boyfriend or trying to see if my niece was having too good a time in Italy. As the internship coordinator for Roll Call (now CQ Roll Call), a newspaper covering Congress on Capitol Hill, I was looking at the faces of candidates for internships.
Full Story: http://www.csmonitor.com/Commentary/Opinion/2012/0321/Facebook-stalking-in-the-name-of-affirmative-action
A History of Inequality
The Eye (Columbia University Daily Spectator)
the politics of racial diversity at columbia
By Hannah D'Apice
Looking back to his freshman year in 1963, American studies professor Roger Lehecka, who graduated from Columbia College in 1967 and served as dean of students from 1979 to 1991, describes the Columbia of his college career as a “dramatically different place.”
“When I arrived as a freshman, all the black and Hispanic freshmen could have fit in a Carman suite,” he says. “Maybe Asian students would’ve pushed it into the double-digits.”
Full Story: http://eye.columbiaspectator.com/?q=article/2012/03/22/history-inequality
the politics of racial diversity at columbia
By Hannah D'Apice
Looking back to his freshman year in 1963, American studies professor Roger Lehecka, who graduated from Columbia College in 1967 and served as dean of students from 1979 to 1991, describes the Columbia of his college career as a “dramatically different place.”
“When I arrived as a freshman, all the black and Hispanic freshmen could have fit in a Carman suite,” he says. “Maybe Asian students would’ve pushed it into the double-digits.”
Full Story: http://eye.columbiaspectator.com/?q=article/2012/03/22/history-inequality
Monday, December 12, 2011
A stand for racial diversity in education
Miami Herald
Monday, 12.12.11
By MARY SANCHEZ
Barack Obama has deftly begun what could be his most significant legacy on racial equity. Did you miss it? Most people did.
This month, the administration sent new guidelines to the nation’s 17,000 school districts about how to address “racial isolation” in primary and secondary schools. It also sent new guidelines to college administrators about promoting racial diversity in admissions policies. The new directives are notable for the ways in which they reverse the spirit of George W. Bush’s 2008 dictate against race as a consideration for school admissions. Obama’s message was that schools and universities need to stay within the law, but that they may get creative in crafting policies that promote diversity. The administration says it will have their back, within constitutionally allowable limits.
It’s a critical difference in approach.
Read more: http://www.miamiherald.com/2011/12/09/2539344/a-stand-for-racial-diversity-in.html#ixzz1gLBfeVYA
Monday, 12.12.11
By MARY SANCHEZ
Barack Obama has deftly begun what could be his most significant legacy on racial equity. Did you miss it? Most people did.
This month, the administration sent new guidelines to the nation’s 17,000 school districts about how to address “racial isolation” in primary and secondary schools. It also sent new guidelines to college administrators about promoting racial diversity in admissions policies. The new directives are notable for the ways in which they reverse the spirit of George W. Bush’s 2008 dictate against race as a consideration for school admissions. Obama’s message was that schools and universities need to stay within the law, but that they may get creative in crafting policies that promote diversity. The administration says it will have their back, within constitutionally allowable limits.
It’s a critical difference in approach.
Read more: http://www.miamiherald.com/2011/12/09/2539344/a-stand-for-racial-diversity-in.html#ixzz1gLBfeVYA
Monday, December 5, 2011
American Association for Affirmative Action Commends the Obama Administration for Supporting Equal Opportunity and Diversity
American Association for Affirmative Action Commends the Obama Administration for Supporting Equal Opportunity and Diversity in Education Programs
Association of Equal Opportunity Professionals Applauds the Departments of Education and Justice for Issuing Guidance that Supports Educational Opportunities for All Students
For Immediate Release
December 5, 2011
Contact:
Shirley J. Wilcher, Executive Director
202-349-9855; 240-893-9475
Washington, DC, December 5, 2011 – The American Association for Affirmative Action (AAAA), an organization of more than one thousand equal opportunity, affirmative action and diversity professionals and institutions highly commends the Obama Administration for issuing guidance that recognizes the “benefits that flow from achieving a diverse student body.” Citing the U.S. Supreme Court’s 2003 decisions in Gratz and Grutter v. Bollinger the US Departments of Education and Justice issued a joint guidance document that explains what colleges and universities can lawfully do to promote a diverse student body. In so doing, the Obama Administration has stated unequivocally that educational institutions can voluntarily consider race among other factors to promote student body diversity.
“What the Departments of Education and Justice have done is to correctly interpret the Supreme Court’s decisions and to allay any concerns that colleges and universities may have had that their efforts to achieve a diverse student body were inconsistent with the law,” said AAAA President Gregory T. Chambers. “The Administration rightly acknowledged that programs to promote access, equity and diversity benefit all students and assist those who have been historically disadvantaged to compete in the global marketplace,” Chambers added.
OCR and Justice acknowledged the legal necessity of seeking race-neutral alternatives unless they are unworkable and of using a holistic and individual assessment of the student, with race as one of many factors. Institutions can also use socio-economic status, geography, a history of hardships, or percentage plans as in the State of Texas, as additional considerations. What is significant is that the Administration has encouraged recruitment to broaden the pool of qualified applicants, partnerships with Historically Black Colleges and Universities (HBCUS) and “feeder schools” that are identifiable based on their demographics. This expands upon the range of schools that selective colleges and universities may currently use in their admissions considerations; schools that heretofore (e.g. college prep schools) may have benefited only students who were economically or racially advantaged.
Founded in 1974, the American Association for Affirmative Action (AAAA) is a national not-for-profit association of professionals working in the areas of affirmative action, equal opportunity, and diversity. We assist our members to be more successful and productive in their careers. We also promote understanding and advocacy of affirmative action to enhance access, equity and diversity in employment, economic and educational opportunities.
Association of Equal Opportunity Professionals Applauds the Departments of Education and Justice for Issuing Guidance that Supports Educational Opportunities for All Students
For Immediate Release
December 5, 2011
Contact:
Shirley J. Wilcher, Executive Director
202-349-9855; 240-893-9475
Washington, DC, December 5, 2011 – The American Association for Affirmative Action (AAAA), an organization of more than one thousand equal opportunity, affirmative action and diversity professionals and institutions highly commends the Obama Administration for issuing guidance that recognizes the “benefits that flow from achieving a diverse student body.” Citing the U.S. Supreme Court’s 2003 decisions in Gratz and Grutter v. Bollinger the US Departments of Education and Justice issued a joint guidance document that explains what colleges and universities can lawfully do to promote a diverse student body. In so doing, the Obama Administration has stated unequivocally that educational institutions can voluntarily consider race among other factors to promote student body diversity.
“What the Departments of Education and Justice have done is to correctly interpret the Supreme Court’s decisions and to allay any concerns that colleges and universities may have had that their efforts to achieve a diverse student body were inconsistent with the law,” said AAAA President Gregory T. Chambers. “The Administration rightly acknowledged that programs to promote access, equity and diversity benefit all students and assist those who have been historically disadvantaged to compete in the global marketplace,” Chambers added.
OCR and Justice acknowledged the legal necessity of seeking race-neutral alternatives unless they are unworkable and of using a holistic and individual assessment of the student, with race as one of many factors. Institutions can also use socio-economic status, geography, a history of hardships, or percentage plans as in the State of Texas, as additional considerations. What is significant is that the Administration has encouraged recruitment to broaden the pool of qualified applicants, partnerships with Historically Black Colleges and Universities (HBCUS) and “feeder schools” that are identifiable based on their demographics. This expands upon the range of schools that selective colleges and universities may currently use in their admissions considerations; schools that heretofore (e.g. college prep schools) may have benefited only students who were economically or racially advantaged.
Founded in 1974, the American Association for Affirmative Action (AAAA) is a national not-for-profit association of professionals working in the areas of affirmative action, equal opportunity, and diversity. We assist our members to be more successful and productive in their careers. We also promote understanding and advocacy of affirmative action to enhance access, equity and diversity in employment, economic and educational opportunities.
Guidance on Diversity
Inside Higher Ed
December 5, 2011 - 3:00am
By Scott Jaschik
WASHINGTON -- The Obama administration has aligned itself strongly with the right of colleges to consider race and ethnicity in admissions decisions.
Guidance issued jointly Friday afternoon by the Departments of Education and Justice states that diversity is an important educational goal, and that colleges should be able to use a variety of methods (including the consideration of race and ethnicity in admissions) to achieve diversity. In many ways, the guidance is consistent with the arguments made by colleges that consider race in admissions decisions -- but it represents a reversal from 2008 guidance issued by the Bush administration that stressed the limits on the rights of colleges to consider race in admissions.
Read more: http://www.insidehighered.com/news/2011/12/05/obama-administration-issues-affirmative-action-guidance-colleges#ixzz1fh9eUmNZ
Inside Higher Ed
December 5, 2011 - 3:00am
By Scott Jaschik
WASHINGTON -- The Obama administration has aligned itself strongly with the right of colleges to consider race and ethnicity in admissions decisions.
Guidance issued jointly Friday afternoon by the Departments of Education and Justice states that diversity is an important educational goal, and that colleges should be able to use a variety of methods (including the consideration of race and ethnicity in admissions) to achieve diversity. In many ways, the guidance is consistent with the arguments made by colleges that consider race in admissions decisions -- but it represents a reversal from 2008 guidance issued by the Bush administration that stressed the limits on the rights of colleges to consider race in admissions.
Read more: http://www.insidehighered.com/news/2011/12/05/obama-administration-issues-affirmative-action-guidance-colleges#ixzz1fh9eUmNZ
Inside Higher Ed
Monday, November 7, 2011
What Spurs Students to Stay in College and Learn? Good Teaching Practices and Diversity
The Chronicle of Higher Education
November 6, 2011
By Dan Berrett
St. Petersburg Beach, Fla.
Good teaching and exposure to students from diverse backgrounds are some of the strongest predictors of whether freshmen return for a second year of college and improve their critical-thinking skills, say two prominent researchers.
Patrick T. Terenzini, a professor of higher education at Pennsylvania State University, and Ernest T. Pascarella, a co-director of the Center for Research on Undergraduate Education at the University of Iowa, spoke to an audience of chief academic and fund-raising officers convened by the Council of Independent Colleges here on Sunday.
The two men are co-authors of a highly influential book, How College Affects Students, and they sought on Sunday to synthesize what recent research says about student learning, while also weighing in on recent controversies in higher-education research.
Full Story: http://chronicle.com/article/What-Spurs-Students-to-Stay-in/129670/?sid=at&utm_source=at&utm_medium=en
November 6, 2011
By Dan Berrett
St. Petersburg Beach, Fla.
Good teaching and exposure to students from diverse backgrounds are some of the strongest predictors of whether freshmen return for a second year of college and improve their critical-thinking skills, say two prominent researchers.
Patrick T. Terenzini, a professor of higher education at Pennsylvania State University, and Ernest T. Pascarella, a co-director of the Center for Research on Undergraduate Education at the University of Iowa, spoke to an audience of chief academic and fund-raising officers convened by the Council of Independent Colleges here on Sunday.
The two men are co-authors of a highly influential book, How College Affects Students, and they sought on Sunday to synthesize what recent research says about student learning, while also weighing in on recent controversies in higher-education research.
Full Story: http://chronicle.com/article/What-Spurs-Students-to-Stay-in/129670/?sid=at&utm_source=at&utm_medium=en
Tuesday, November 1, 2011
Purdue adds diversity to presidential search panel
boilerstation
11:52 PM, Oct. 26, 2011
The committee searching for Purdue University's next president has added a new member in response to criticism that it lacked diversity.
Mark J.T. Smith, dean of the Graduate School, recently became the 13th member of the presidential search committee. Last month, some faculty and staff signed a letter objecting that the original committee, which was all white, did not adequately represent the views or experiences of the entire campus.
Mark J.T. Smith, dean of the Graduate School, recently became the 13th member of the presidential search committee. Last month, some faculty and staff signed a letter objecting that the original committee, which was all white, did not adequately represent the views or experiences of the entire campus.
Emerging Manager Programs: Not Just for the Emerging Anymore.
Latino Voices
Huff Post
Carmen Ortiz-McGhee
Vice President of Investor Relations, Mayfield Gentry Realty Advisors
Posted: 10/29/11 11:03 AM ET
So as my career choices would belie, I am a passionate advocate for ethnically diverse-owned businesses. I believe in their ability to deliver excellence and enhanced efficiency, I believe in the importance of their success and vibrancy to the communities in which they operate and to the nation's economic health as a whole. And the statistics bear that out.
According to the Minority Business Development Agency in the U.S. Department of Commerce, people of diverse ethnicity are starting businesses at twice the national average, with women-owned businesses in that category leading the charge. This is important because those companies have also proven that they have a propensity for hiring a diverse labor base as well.
Full Story: http://www.huffingtonpost.com/carmen-ortizmcghee/emerging-manager-programs_b_1037397.html
Huff Post
Carmen Ortiz-McGhee
Vice President of Investor Relations, Mayfield Gentry Realty Advisors
Posted: 10/29/11 11:03 AM ET
So as my career choices would belie, I am a passionate advocate for ethnically diverse-owned businesses. I believe in their ability to deliver excellence and enhanced efficiency, I believe in the importance of their success and vibrancy to the communities in which they operate and to the nation's economic health as a whole. And the statistics bear that out.
According to the Minority Business Development Agency in the U.S. Department of Commerce, people of diverse ethnicity are starting businesses at twice the national average, with women-owned businesses in that category leading the charge. This is important because those companies have also proven that they have a propensity for hiring a diverse labor base as well.
Full Story: http://www.huffingtonpost.com/carmen-ortizmcghee/emerging-manager-programs_b_1037397.html
Thursday, September 29, 2011
Commentary: The Research-Practice Gap – Diversity Predicts Performance
Diverse Issues in Higher Education
by Dr. David A. Kravitz and Dr. Renee Yuengling , September 29, 2011
Stories about generation differences are ubiquitous in the diversity domain, with executives and managers being warned that they must change their organizational cultures, policies and practices if they hope to attract and retain younger workers. In today’s column, we discuss two recent studies that address these questions and offer some surprising answers.
Kali Trzesniewski (University of Western Ontario) and her colleague Brent Donnellan (Michigan State University) analyzed data obtained from high school seniors annually from 1976 through 2006.
Full Story: http://diverseeducation.com/article/16453/
by Dr. David A. Kravitz and Dr. Renee Yuengling , September 29, 2011
Stories about generation differences are ubiquitous in the diversity domain, with executives and managers being warned that they must change their organizational cultures, policies and practices if they hope to attract and retain younger workers. In today’s column, we discuss two recent studies that address these questions and offer some surprising answers.
Kali Trzesniewski (University of Western Ontario) and her colleague Brent Donnellan (Michigan State University) analyzed data obtained from high school seniors annually from 1976 through 2006.
Full Story: http://diverseeducation.com/article/16453/
Monday, September 12, 2011
Diversity and the Rankings
Inside Higher Ed
September 12, 2011
By Catharine Hill
It is rankings season again, and despite objecting to their validity and worrying about the incentives they create for colleges and universities, we pay attention nonetheless. And, since they aren't going away, I would like to propose one small change: factor the socioeconomic diversity of a college's student body into the rankings formula.
Consider the top-ranked colleges and universities as a case study. They proclaim in their mission statements and through their financial aid policies that they want to attract the strongest students from all different backgrounds regardless of their families' incomes -- both in support of principles of equal opportunity and fairness, and because a diverse student body improves the quality of education. These institutions commit significant resources to need-based financial aid, approaching as much as a third to a half of their operating budgets. These institutions' success in attracting a diverse student body could easily be incorporated into the data series used by U.S. News & World Report to rank our institutions.
Full Story: http://www.insidehighered.com/views/2011/09/12/essay_suggesting_a_better_way_for_u_s_news_to_rank_colleges
September 12, 2011
By Catharine Hill
It is rankings season again, and despite objecting to their validity and worrying about the incentives they create for colleges and universities, we pay attention nonetheless. And, since they aren't going away, I would like to propose one small change: factor the socioeconomic diversity of a college's student body into the rankings formula.
Consider the top-ranked colleges and universities as a case study. They proclaim in their mission statements and through their financial aid policies that they want to attract the strongest students from all different backgrounds regardless of their families' incomes -- both in support of principles of equal opportunity and fairness, and because a diverse student body improves the quality of education. These institutions commit significant resources to need-based financial aid, approaching as much as a third to a half of their operating budgets. These institutions' success in attracting a diverse student body could easily be incorporated into the data series used by U.S. News & World Report to rank our institutions.
Full Story: http://www.insidehighered.com/views/2011/09/12/essay_suggesting_a_better_way_for_u_s_news_to_rank_colleges
Sunday, September 4, 2011
Editorial: A diversity blind spot in Purdue search
jconline.com
Sep. 2, 2011
Purdue University had to see the complaints coming after assembling the team that is supposed to find the university's next president.
With 40,000 students and some 15,000 faculty and staff on the West Lafayette campus, there are more wants and wishes than there are chairs in any conference room or lecture hall. And whittling those constituencies into a dozen voices in charge of finding a leader who will touch every student, faculty and staff member in some way over the next five or so years was bound to bring up this fundamental question: What about me?
Full Editorial: http://www.jconline.com/article/20110904/OPINION01/110902017/Editorial-diversity-blind-spot-Purdue-search?odyssey=mod%7Cnewswell%7Ctext%7CFRONTPAGE%7Cp
Sep. 2, 2011
Purdue University had to see the complaints coming after assembling the team that is supposed to find the university's next president.
With 40,000 students and some 15,000 faculty and staff on the West Lafayette campus, there are more wants and wishes than there are chairs in any conference room or lecture hall. And whittling those constituencies into a dozen voices in charge of finding a leader who will touch every student, faculty and staff member in some way over the next five or so years was bound to bring up this fundamental question: What about me?
Full Editorial: http://www.jconline.com/article/20110904/OPINION01/110902017/Editorial-diversity-blind-spot-Purdue-search?odyssey=mod%7Cnewswell%7Ctext%7CFRONTPAGE%7Cp
Tuesday, August 16, 2011
Solving the Diversity Puzzle
Workforce Management
August 2011
Lecturing employees about diversity is one thing, but some companies are taking training a step further. Strategies include engaging employees in teamwork exercises and having workers simulate disabilities. By Todd Henneman
Lecturing employees about diversity is one thing, but some companies are taking training a step further. Strategies include engaging employees in teamwork exercises and having workers simulate disabilities.
In July, Jennifer Vena decided to talk with colleagues about Tourette’s syndrome after watching video clips of American Idol contestant James Durbin and public speaker Marc Elliot, both of whom have the neurological disorder known for causing motor and vocal tics.
Full Story: http://www.workforce.com/section/hr-management/feature/solving-diversity-puzzle/index.html
August 2011
Lecturing employees about diversity is one thing, but some companies are taking training a step further. Strategies include engaging employees in teamwork exercises and having workers simulate disabilities. By Todd Henneman
Lecturing employees about diversity is one thing, but some companies are taking training a step further. Strategies include engaging employees in teamwork exercises and having workers simulate disabilities.
In July, Jennifer Vena decided to talk with colleagues about Tourette’s syndrome after watching video clips of American Idol contestant James Durbin and public speaker Marc Elliot, both of whom have the neurological disorder known for causing motor and vocal tics.
Full Story: http://www.workforce.com/section/hr-management/feature/solving-diversity-puzzle/index.html
Friday, July 29, 2011
Question and Answer with Dr. Lawrence T. Potter
Diverse Issues in Higher Education
by Amara Phillip
July 29, 2011
Part 3 of three-part series
In 2010, Dr. Lawrence T. Potter made history by becoming the first chief diversity officer of Allegheny College, a predominantly White, private liberal arts institution in rural, northwestern Pennsylvania. Here, Dr. Potter talks with Diverse about the challenges — and triumphs — of his new job.
Why did you take the job at Allegheny, over other potential opportunities you could have pursued?
I looked at three pathways: continuing down the road of private liberal arts institutions, looking at the HBCU path in terms of leadership and going back to where I actually got my start in higher education, as a third generation college student.
Full Story: http://diverseeducation.com/article/16143/
by Amara Phillip
July 29, 2011
Part 3 of three-part series
In 2010, Dr. Lawrence T. Potter made history by becoming the first chief diversity officer of Allegheny College, a predominantly White, private liberal arts institution in rural, northwestern Pennsylvania. Here, Dr. Potter talks with Diverse about the challenges — and triumphs — of his new job.
Why did you take the job at Allegheny, over other potential opportunities you could have pursued?
I looked at three pathways: continuing down the road of private liberal arts institutions, looking at the HBCU path in terms of leadership and going back to where I actually got my start in higher education, as a third generation college student.
Full Story: http://diverseeducation.com/article/16143/
Monday, July 25, 2011
Great Colleges Reap the Benefits of Great Workplace Culture
The Chronicle of Higher Education
July 24, 2011
By Josh Fischman
Great academic workplaces are filled with people who believe that their jobs are important to the college, that the institution is important to the community, and that the college gives them the freedom to do that job well. Those are some of the findings of The Chronicle's Great Colleges to Work For survey for 2011, which identifies 111 colleges—small, medium, and large, all across the country—that are exceptional places to work.
Full Story: http://chronicle.com/article/Great-Colleges-Reap-the/128308/?sid=at&utm_source=at&utm_medium=en
AAAA Note: Diversity was one of the criteria for great workplace culture
July 24, 2011
By Josh Fischman
Great academic workplaces are filled with people who believe that their jobs are important to the college, that the institution is important to the community, and that the college gives them the freedom to do that job well. Those are some of the findings of The Chronicle's Great Colleges to Work For survey for 2011, which identifies 111 colleges—small, medium, and large, all across the country—that are exceptional places to work.
Full Story: http://chronicle.com/article/Great-Colleges-Reap-the/128308/?sid=at&utm_source=at&utm_medium=en
AAAA Note: Diversity was one of the criteria for great workplace culture
Tuesday, July 5, 2011
Diversity Rising at Gibson Dunn
The AmLaw Daily
July 4, 2011 7:00 PM
It may seem like a somewhat surprising development that Gibson, Dunn & Crutcher's rise on this year's A-List to fourth place (from seventh place last year) was driven in part by a jump in the firm's diversity score (it went from 123 to 134). In the past the firm has been criticized for its poor diversity stats, but in recent years diversity at Gibson has been on a steady upswing.
"It is very clear to the firm that in attracting and retaining the best talent and being responsive to clients’ expectations and being responsive to our own expectations it is important we continue to focus on diversity," says managing partner Ken Doran.
Full Story: http://amlawdaily.typepad.com/amlawdaily/2011/06/gibsondunndiversity.html
July 4, 2011 7:00 PM
It may seem like a somewhat surprising development that Gibson, Dunn & Crutcher's rise on this year's A-List to fourth place (from seventh place last year) was driven in part by a jump in the firm's diversity score (it went from 123 to 134). In the past the firm has been criticized for its poor diversity stats, but in recent years diversity at Gibson has been on a steady upswing.
"It is very clear to the firm that in attracting and retaining the best talent and being responsive to clients’ expectations and being responsive to our own expectations it is important we continue to focus on diversity," says managing partner Ken Doran.
Full Story: http://amlawdaily.typepad.com/amlawdaily/2011/06/gibsondunndiversity.html
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