ny had been sued by an employee,
an 8 percent decrease from similar
surveys conducted in 2004 and
2003. Fifty-six percent said that their
companies provided mandatory prevention training for all of their employees.
Still, there’s room for improvement.
Forty-one percent of nearly 1,000 U.S.
employers in another study do not
provide preventive training for sexual
harassment or discrimination, reports
TrainRight Solutions, a Louisville, Ky.-based compliance-training firm. The
study also found that 40. 6 percent of
the respondents reported one or
more employee complaints of sexual
harassment each year.
“This result begs the question of
why harassment and discrimination
training is not more universal, given
the level of employer legal exposure
and the level of complaints filed annually with the EEOC,” said TrainRight
President Ed Kenny.
The good news: More and more
corporations are looking not only for
diversity-related service providers to
help prevent litigation, but to create
Discrimination Awards Comparison
For Federal Vs. State Cases (1998-2004)
Source: Jury Verdict Research
and promote an inclusive environment among employees, customers,
suppliers and investors. What better
way to effectively compete in today’s
increasingly diverse and global marketplace?
© DiversityInc. This advertising-supported section
was written by Jenny C. McCune under contract
to DiversityInc. Content is the property of
DiversityInc. For more information, please contact
Kilpatrick Stockton Empowers Diversity Attorneys for Success
Kilpatrick Stockton LLP, which practiced diversity
before most law firms knew what it was, targets
retention as the key to success with diversity.
Building upon its legacy as a leader of inclusiveness, the firm is focused on support systems that
empower diversity attorneys to succeed.
“Hiring a diverse group of talented attorneys
does not equal success with diversity,” says W.
Randy Eaddy, a corporate partner who heads up
Kilpatrick Stockton’s Securities Practice and is W. Randy Eaddy
Chair of its Diversity Council. “Success also requires retaining attorneys you already have, in order to
achieve actual increases over the long-term. That requires empowering your attorneys to be successful.”
• Kilpatrick Stockton has designed its retention program
around key business factors for success:
• Training in substantive legal areas and client service skills,
including by hands-on, individualized mentoring.
• Coaching by senior partners on the practical elements of
professional and personal development.
Assigning work on significant projects for important clients.
Kilpatrick Stockton’s strategy of creating a positive “success
horizon” has led the firm to focus on building self-confidence, personal stature and recognition and
support for each of its diversity attorneys early on
in their careers. “If our people see tangible evidence that they are succeeding here, more of
them will want to realize their potential with us, ”
Kilpatrick Stockton formalized its Diversity Action
Program in 2003, after two years of study to develop a comprehensive strategic plan for diversity. As
a part of that strategic plan, Kilpatrick Stockton
was one of the first law firms to hire a full-time Diversity Program Manager, and it also created a separate, substantial
budget for its diversity initiatives.
Embracing and deriving strength from the talents and perspectives of diverse people is a business imperative for Kilpatrick Stockton. “It’s the only thing to do if one wants to do
business successfully with global clients in today’s environment, ” said William H. Brewster, Managing Partner of the firm.
Kilpatrick Stockton is a full-service international law firm
with more than 475 attorneys in eight offices, including Atlanta, New York, London and Stockholm.