DEFINING DIVERSITYKendal Tyre of Nixon Peabody, LLP

DIVERSITY NEWSBlack Execs in the News Diversity Recruiting NewsMarketing to Affluent Blacks

2010 SUMMER/FALL

Work Here. Fly Anywhere.www.skywest.com/careers

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ON THE COVERDEFINING DIVERSITYAn interview with Kendal Tyre, attorney and co-chair of the Diversity Action Committee at Nixon Peabody, LLP. The law firm goes beyond the norm in attracting and retaining a diverse workforce and we find out how they excel as a “Global 100” law firm. HBCU STUDENTS WIN TRIP OF A LIFETIMETwenty-one students from HBCU’s win a trip to South Africa and the FIFA World Cup as part of Coca-Cola’s “Open Happiness” contest. The beverage company seeks to help African American students connect with their heritage while enjoying the excitement of World Cup Soccer. GREEN ENERGY POLICIES SUPPORTED MORE BY MINORITIESA new poll shows strong support amongst small business owners, but African Americans and Hispanics lead the way with support much higher than the general small business community. DIVERSITY NEWS• Robert A. Elliot named Lead Director at UniSource• Scott Young to lead Strategy & Marketing at Coca-Cola FoodService • Florida A&M Journalism Dean honored as Educator of the Year • Fortune 500™ Companies recruit heavily at HBCU’s • Minor League Baseball seeks more minority candidates/employees • ExxonMobil to promote Minority Engineers • Safeway’s Valerie D. Lewis named to “100 Most Influential Blacks” • New book examines marketing to affluent Blacks • President Obama increases funding to HBCU’s

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VHB is proud to be an Equal Opportunity/Affirmative Action Employer.VHB ensures non discrimination in all programs and activities in accordance with Title VI and Title VII of the Civil Rights Act of 1964.VHB participates in the E-verify employment authorization program.

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DIVERSITY NEWS BRIEFSUNISOURCE ENERGY BOARD OF DIRECTORS NAMES ROBERT A. ELLIOTT AS LEAD DIRECTORThe Board of Directors of UniSource Energy Corporation has named longtime Tucson business leader Robert A. Elliott as its lead director. Elliott, 54, has served on UniSource Energy’s Board of Directors since 2003. He also has served on numerous community boards and is founder and president of The Elliott Accounting Group, which has provided accounting, tax, management and investment advisory services since 1983. “UniSource Energy has a strong history of service to shareholders, customers and the community,” Elliott said. “I’ll be working closely with the rest of our board to continue that tradition.”

“Bob has always brought business expertise, management experience and thoughtful leadership to our board room,” said Paul Bonavia, UniSource Energy’s Chairman, President and CEO. “He’s a strong voice on behalf of both shareholders and customers, and he’s earned great respect for the service he has provided to this company and our community.”

Elliott serves on the boards of the Southern Arizona Community Bank, AAA of Arizona and the NBA Retired Players Association. He is a member of the National Advisory Board of the University of Arizona (UA) College of Business and Public Administration and the UA Foundation’s National Leadership Council. He is a member and past chairman of the Tucson Airport Authority, a member of Sigma Pi Phi

Fraternity and a lifetime member of the NAACP. He previously served as chairman of the Tucson Metropolitan Chamber of Commerce, the UA Alumni Association and the Tucson Urban League.

Elliott also was a three-time athletic and academic All-American basketball player at the UA from 1975-1977. He remains the only UA athlete enshrined in the Verizon/GTE College Academic All America Hall of Fame. Elliott went on to play three seasons for the NBA’s New Jersey Nets before launching a 27-year career as a television analyst for regional

Robert A. Elliott, lead director, UniSource Energy Board of Directors (Photo: Business Wire)

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DIVERSITY NEWS BRIEFSbroadcasts of the Phoenix Suns, UA and other Pac-10 conference basketball games.

Since joining UniSource Energy’s Board of Directors, Elliott has chaired the board’s Corporate Governance and Nominating Committee and has served on each of its other standing committees: Audit; Compensation; Environmental, Safety and Security; and Finance. He was elected last month to succeed former Lead Director John Carter, who retired from UniSource Energy’s board.

UniSource Energy is a Tucson, Arizona-based company with consolidated assets of nearly $3.6 billion. Its primary subsidiaries include Tucson Electric Power, which serves more than 400,000 customers in southern Arizona, and UniSource Energy Services, provider of natural gas and electric service for about 236,000 customers in northern and southern Arizona.

COCA-COLA FOODSERVICE AND ON-PREMISE NAMES SCOTT YOUNG TO LEAD STRATEGY AND MARKETINGScott Young was named Senior Vice President, Strategy and Marketing, Coca-Cola North America Foodservice and On-Premise in May, 2010. In this role Scott has oversight for their Foodservice Customer Marketing activities, along with overall Foodservice Marketing strategy development. Scott manages an organization of over 100 headquarters and field based marketing managers. Prior to this

role, Scott was Senior Vice President, Retail Sales for Coca-Cola North America. This position entailed managing Coca-Cola’s retail customers across a number of channels including Supermarkets, Mass, Club, Drug and Convenience Retail.

Scott has held a variety of sales and marketing positions in his 16+ years at The Coca-Cola Company, including Region Vice President, Central Region where Scott was based in Dallas and managed the sales organization of Coca-Cola Foodservice for 1/3 of the United States, spanning

Scott Young, Senior Vice President, Strategy and Marketing, Coca-Cola North America Foodservice

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DIVERSITY NEWS BRIEFS17 states. Scott also held numerous Director and Manager Positions in Sales and Marketing.

Prior to joining The Coca-Cola Company, Scott worked in Brand Management for the Procter and Gamble Company and in Sales for Monsanto Company.

Scott currently serves on the board of Breakthrough Atlanta. Additionally, Scott was named one of Black MBA Magazine’s top 50 under 50 in 2005.

Born and raised in Boston, Massachusetts, Scott received a BA in Marketing from Morehouse College and an MBA from J.L. Kellogg Graduate School (Northwestern University). Scott is married to Billie Jo (B.J.) and they have two children – James, age 10 and Jordan, age 8. Scott and his family reside in Atlanta, GA.

BLACK JOURNALISM GROUP TO HONOR FLORIDA A&M UNIVERSITY JOURNALISM DEAN JAMES HAWKINS AS EDUCATOR OF THE YEAR During its 35th Annual Convention and Career Fair in San Diego this summer, the National Association of Black Journalists will bestow upon Florida Agricultural and Mechanical University’s James Hawkins, Ph.D., the 2010 Educator of the Year Award. NABJ will recognize Hawkins, the Dean of the School of Journalism and Graphic Communication, for his commitment to journalism

education and his dedication to students at one of the leading HBCU journalism campus in the nation.

Dr. Hawkins arrived at FAMU in 1977, just three years after the journalism program began, as an assistant professor in broadcast journalism. He continued his professional development during the summer as a working journalist with the Associated Press and the Oakland Tribune. The dedication to the classroom and to his craft paved the road for advancement for Hawkins. In 1982, the program evolved into the School of Journalism and Graphic Communication, and Hawkins was named director of the Division of Journalism.

James Hawkins, Dean of Journalism at Florida A&M

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DIVERSITY NEWS BRIEFSIn 2003, Hawkins became Interim Dean, after the sudden resignation of founding dean Robert Ruggles. Less than a year later, the FAMU Board of Trustees made it official and named Hawkins dean in 2004.

Mostly recently, Dean Hawkins has chartered the School through many successes. Some of the joys include seeing its student chapter, FAMU-ABJ, clinch the 2008 NABJ Student Chapter of the Year, as well as sharing the joy of FAMU Alumnus Kathy Y. Times winning the election as being elected NABJ President in 2009 and FAMU journalism student Georgia Dawkins’ successful bid for NABJ Student Representative.

“As a former student of Dr. Hawkins, I can attest to his remarkable and unwavering commitment to making sure journalism students succeed and excel in a competitive profession,” said NABJ President Kathy Y. Times. “He has made it a priority to send FAMU students to NABJ conventions and conferences for more than 20 years. I’m proud to call him a mentor and a dear friend to NABJ.” The School of Journalism and Graphic Communication at FAMU offers four journalism sequences: newspaper, magazine production, broadcast (radio and television) and public relations. FAMU has the first journalism program at a historically black university to be nationally accredited by the Accrediting Council on Education in Journalism and Mass Communications.

“Dean Hawkins has invested so much of his time and resources into NABJ and into introducing the organization to a new generation,” said NABJ

Student Representative Georgia Dawkins. “I am a proud product of his generosity and love for NABJ!”

Hawkins will be honored during the Salute to Excellence Awards Gala, which recognizes journalism that best covered the black experience or addressed issues affecting the worldwide black community during 2009. Hawkins will be joined by other top honorees, CNN’s Soledad O’Brien for Journalist of the Year, NBC News for the Best Practices Award and Washington Post Columnist Michelle Singletary for theCommunity Service Award. NABJ’s 35th Annual Convention and Career Fair will take place July 28-August 1 in San Diego, Calif. For additional information, ticket sales, registration, please visit us at www.nabj.org, or contact Ryan Williams at rwilliams@nabj.orgor (301) 405-0248.

FORTUNE 500 COMPANIES RECRUIT HEAVILY AT HBCUSStudents who attend Historically Black Colleges and Universities (HBCUs) are not to be overlooked when considering big corporations and fortune 500 companies. Students at these universities are being trained to be able to compete in the workforce nationally with students from large and Ivy League universities. The CINTAS Uniform Company has recently been visiting various HBCUs to discover talented and intelligent students to become a part of their company. They recently traveled to Florida A&M University, and made an appearance at their School of Business& Industry to communicate with students about what CINTAS represents and about opportunities at their company.

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DIVERSITY NEWS BRIEFSCINTAS is one of the fastest growing companies in the nation, and the largest company in their industry. They are a publicly traded company that operates over 400 facilities throughout North America. CINTAS provides specialized services to businesses, including design and manufacturing of corporate identity uniform programs, entrance mats, supplies, promotional products, first aid and safety products, fire protection services and document management services to approximately 800,000 businesses. The company has about 34,000 employees, and is seeking to expand their empire.

“It’s important for us to maintain a diverse work force,” proclaims Phillip Holloman, president and COO of CINTAS. “I believe in the intelligence of students at HBCUs and feel obligated to reach out to the minority.” CINTAS will continue to visit various HBCUs to reach out to students and inform them of the career opportunities they have to offer. Many students that have graduated from an HBCU have had the opportunity to work with CINTAS or have an internship-like experience with them.

“I graduated from Hampton University in the spring of 2009. CINTAS reached out to students at my university, and I took full advantage,” Brittany Woods, a 22-year-old employee at CINTAS explained. “I participated in an internship with the company two summers ago. Phil Holloman is an excellent leader and represented CINTAS well. I think it’s positive that large companies do not overlook minorities and give African-American students opportunities to succeed.”

MINOR LEAGUE BASEBALL SEEKS MINORITY EMPLOYMENTThe Minor League Baseball Association is seeking for more minority workers in their organization. President and COO Pat O’Conner and a team of representatives have been traveling to various Historically Black Colleges and Universities (HBCUs) to meet minority students face to face, and receive feedback about their interest in the industry. O’Conner has put forth a great deal of effort by creating a speakers’ series at these HBCUs, where a program is designed to inform students about opportunities within the Minor League Baseball organization.

“I have come up with five different ways that we can get the minority involved in this organization,” Pat O’Conner proclaims. “We can get feet in the door with ownership diversity, executive management level, staff diversity, fan base and business to business relationships.”

The Minor League Baseball Association is a $750 million dollar industry and consists of about 159 baseball teams/clubs. The players in minor league and major league baseball are about 25-30 percent Hispanic, and about eight percent African-American. The percentage of blacks that work for the organization is even less. Pat O’Conner realizes the importance of having a diverse organization, and is ready to implement change.

Darryl Henderson, Assistant of Special Operations, and Louis Brown III, Baseball Operations and Legal Affairs, are interested in implementing an educational

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DIVERSITY NEWS BRIEFSprogram within the Minor League to educate students and graduates about the organization and future job opportunities. This program will consist of internships, job offers and projects that students will be able to observe and assist with.

“We also deal with athletic clothing,” says Jesse Sims, creator of clothing lines in relationship with New Era Clothing. “We have businesses in various cities such as Miami and Vero Beach, FL. We are looking to get input and creative and innovative ideas from the minority to add to our business.”

There are job openings and internships in any of the cities where there is a Minor League team/ball club. The Minor League Baseball Association is targeting the minority right now, and is seeking people to take advantage of this opportunity. They are looking for fresh ideas, and hard-working individuals to take the Minor League to the next level.

Information about job opportunities and the Minor League Baseball Association can be found at the website, www.PBEO.com or at www.minorleaguebaseball.com.

EXXONMOBIL TO PROMOTE MINORITY ENGINEERSExxon Mobil Corporation and the National Society of Black Engineers announced a new award to recognize university programs focused on retaining minority engineering students.

The Diversity in Engineering Impact Award, funded by a $40,000 grant from ExxonMobil, will acknowledge

universities that have developed innovative and successful retention programs targeting African American, Hispanic American and American Indian students pursuing degrees in engineering.

Three universities will be awarded $10,000 each in September to support their efforts and provide recognition to encourage other universities to duplicate or develop their own retention programs.

“We are grateful to have an involved partner such as ExxonMobil which works with us to make a difference in the number of minority engineering students in the United States,” Carl B. Mack, executive director of the society, said at the announcement made during the society’s 36th annual convention in Toronto. “This grant will allow us to reward successful university retention programs and help share best practices to increase the number of engineers of color.”

The award program is one of many collaborative efforts between ExxonMobil and National Society of Black Engineers. Since the 1980s, ExxonMobil has partnered with the society to identify and recruit minority students for engineering programs and to support them as they begun their professional careers following graduation.

In addition to this program, ExxonMobil has had a longstanding commitment to recruit and retain under-represented populations in engineering and actively supports organizations including National Action Council for Minorities in Engineering, Southeastern Consortium for Minorities in Engineering, and Society for Hispanic Professional Engineers.

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DIVERSITY NEWS BRIEFSAccording to an analysis presented by the National Action Council for Minorities in Engineering and Commission on Professionals in Science and Technology, the retention rate for minorities in engineering programs is under 40 percent, compared to slightly more than 60 percent for non-minorities. For more information on this award program and eligibility, visit www.nsbe.org.

SAFEWAY’S VALERIE D. LEWIS NAMED TO SAVOY MAGAZINES TOP 100 MOST INFLUENTIAL BLACKS IN CORPORATE AMERICASafeway Inc. announced that Senior Corporate Counsel Valerie D. Lewis was named to Savoy Magazines prestigious list of the Top 100 Most Influential Blacks in Corporate America.

Top 100 List, featured in the magazine’s Spring 2010 issue, recognizes those African Americans who have made a significant positive impact on the profession, the corporate world and their communities.

Ms. Lewis has been a key member of Safeways legal team for more than 14 years. She is considered a resource within the supermarket industry on a range of legal, health and food safety issues. Ms. Lewis has corporate legal responsibility for food, health, safety, consumer protection and labeling issues, environmental and other regulatory compliance and litigation, as well as Proposition 65 (California), commercial, product liability and general litigation. She is also integrally involved in the development

of policy and training, and she is responsible for implementation of and compliance with consumer, corporate and intellectual technology privacy issues.

Ms. Lewis is a founding member of the Safeway African American Leadership Network and currently serves as the networks Chairperson. She is also a Trustee of the Alameda County Medical Center, one of the largest public health care systems in the country. Ms. Lewis is a member of the Boards of Directors of The Executive Leadership Council, Leadership Education and Development (LEAD), the Oakland African-American Chamber of Commerce and the Youth Law Center.

Safeway Senior Corporate Counsel Valerie D. Lewis

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Rehrig Pacific is a world-leading manufacturer of reusable

plastic pallets and crates for handling and transporting

commercial products, manufactured goods, produce, food

and beverage products, and more. We help thousands of

businesses move their products more efficiently through

the supply chain. An international company with licensees

worldwide, Rehrig Pacific offers an ever-expanding line

of transport packaging products, such as our new export

pallet, and logistical services for industry.

In addition, Rehrig Pacific also manufactures a full line of

roll-out carts and recycle bins for the curbside collection

of household waste and recyclables, and commercial

containers and litter bins for automated refuse and

recylables collection. Private haulers and municipalities

alike enjoy the many advantages of using Rehrig Pacific

collection containers and distribution services.

To learn more about us or to explore careers

with Rehrig Pacific, visit us online.

www.rehrigpacific.com

An Equal Oppprtunity Employer Committed to Diversity

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“We are pleased to see Valerie included on this prestigious list. We congratulate her on this well-earned recognition,” said Robert Gordon, Safeways Senior Vice President and General Counsel.

BLACK IS THE NEW GREEN: MARKETING TO AFFLUENT AFRICAN AMERICANSNew Book Advises Brands on How to Tap into the Affluent African Americans $87 Billion in Spending PowerBlack is the New Green, a new book by Leonard E. Burnett Jr. and Andrea Hoffman, teaches readers how to best target the $87.3 billion buying power of the affluent African American community, a segment that can no longer be overlooked.

While blue chip brands including Gucci, Sony Electronics and Aston Martin have embraced this rich

buying segment, other brands neglect to target this under-appreciated and overlooked demographic, leaving money on the table. Black is the New Green illustrates how to embrace this market, boost bottom line and accomplish this lucrative goal in an affordable, measurable way.

This is an exciting time for Luxury brands. With research to support that they can reach affluent African Americans on and offline, affordably and measurably, the book helps readers avoid missteps, mistakes and misperceptions so that marketing efforts can translate into sales, said Co-Author Andrea Hoffman, founder and CEO of Diversity Affluence, a research, marketing communications and business development consultancy that helps executives market to affluent ethnic consumers.

Current economic challenges have led smart marketers to focus on new consumers with untapped spending power,” said Co-Author Len Burnett, co-CEO and Group Publisher of Uptown Media Group and VIBE Lifestyle Network.” The affluent African American community has been a well kept secret for too long.

Leonard E. Burnett, Jr. is co-CEO and Group Publisher of Uptown Media Group and VIBE Lifestyle Network. UPTOWN Magazine is a bi-monthly publication focusing on the lifestyle and culture of affluent African Americans. Len is a pioneer in the urban media space, transforming marketer’s perceptions of the importance of reaching the underserved urban audience for twenty years.

Andrea Hoffman is founder and CEO of Diversity Affluence, a research, marketing communications and business development consultancy that helps brand managers, marketers, agencies,

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entrepreneurs and business development and media executives to understand and market to affluent ethnic consumers.

NBCSL SUPPORTS PRESIDENT OBAMA’S COMMITMENT TO INCREASE FUNDING TO HISTORICALLY BLACK COLLEGES AND UNIVERSITIES BY $98 MILLION PER YEARState Representative Calvin Smyre (GA), President of the National Black Caucus of State Legislators (NBCSL), attended a ceremony in the East Room where President Barack Obama signed an executive order strengthening the White House initiative on Historically Black Colleges and Universities.

The National Black Caucus of State Legislators strongly supports President Barack Obama’s commitment to increase funding to Historically Black Colleges and Universities (HBCUs). This executive order recognizes the historic role these institutions have played in education and affirms their continued importance in developing tomorrow’s leaders.

Over 100 historically black higher education institutions stand to benefit from the funding increase. HBCUs have long played an important role in preparing young people to meet the challenges facing our communities. Over 20 percent of all African American college graduates are alumni of HBCUs. One-third of African American scientific doctoral degree holders are graduates of HBCUs. We must continue the focus on scientific, as well as other disciplines if the Nation is to remain competitive going forward.

HBCUs provide a special service because they focus on teaching the value of community service and leadership skills. This type of well-rounded holistic education fosters the leaders and pioneers of tomorrow.

ABOUT THE NATIONAL BLACK CAUCUS OF STATE LEGISLATORSThe National Black Caucus of State Legislators is a membership association representing more than 600 African American state legislators hailing from 42 states, the District of Columbia and the Virgin Islands. NBCSL members represent more than 50 million Americans of various racial backgrounds. NBCSL monitors federal and state activity and provides this information to its members through policy symposiums and conferences. Each year, NBCSL members pass policy resolutions that directly impact federal and state policy. The organization focuses on issues that directly impact US domestic policy and is committed to policies that positively affect all Americans.

Over 100 historically black higher education institutions

stand to benefit from the President’s funding increase.

BP

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By Richard Chudy

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Numbers don’t lie. Traditionally, the legal profession has not been a bastion of diversity when it comes to the numbers

of Black, African American or other minority groups employed at large firms . As a matter of fact, a 2008 report compiled from data taken from U.S. Census studies, Blacks or African Americans represented only 4.6 percent of the total number of attorneys employed by those firms. The percentages are even lower for Asians and Hispanics. And, when contrasted against the percentage that those minority communities represent as a percentage of total U.S. population, the picture painted is one of a profession that is still well short of reaching a workforce balance that reflects the racial makeup of the markets and communities it serves. While the numbers don’t lie, there is one firm that demonstrates active interest, along with proven success, in developing a diverse workforce. That law firm is Nixon Peabody, LLP. Nixon Peabody employs over 800 attorneys in seventeen offices that make up its U.S. and international operations. Recognized as a “Global 100” law firm, Nixon Peabody has been honored with several diversity awards including; MulticCultural Law magazine’s “Top 100 Law Firms for Diversity”; the 2007 Thomas Sager Award in recognition of the firm’s sustained commitment to diversity; and the National Bar Association’s Presidential Award for its continued commitment to and succcess in building diversity within the ranks of their associates and partners. The efforts put forth to create a diverse and inclusive workforce have reaped demonstrable benefits. According to a recent survey, Nixon Peabody’s NYC office’s racial and ethnic minorities account for 20.65% of the firm’s attorneys— 9.09% of the partnership, and 34.2% of associates. Their NYC

office is also above average in regards to gender diversity with women representing 50% of associates. What Nixon Peabody does to engage the communities in which they work goes beyond merely seeking to attract and retain culturally diverse associates. The firm actively pursues opportunities to serve, including: providing pro-bono legal services; serving on public boards to facilitate development of affordable housing; aiding battered women’s and homeless shelters; and assisting in immigation issues for those that cannot afford legal representation The level of concern for and assistance to those individuals and organizations in need has propelled the firm into a leading example of good corporate citizenship. Recently, The Black Perspective had the opportunity to discuss diversity in the legal profession with Kendal Tyre – an attorney with the firm who legal specialty is international business transactions who also co-chairs Nixon Peabody’s Diversity Action Committee. Tyre is actively involved in several other diversity programs: chairing a diversity task force created by the National Bar Association; and as the former president and co-founder of the Rochester Black Bar Association just to name a few. According to Tyre, ““About twenty percent of law school graduates are attorneys of color, and that number is not reflected in many of the large law firms.” Tyre finds those numbers to be well short of where they should be and works diligently to increase the number of minorities practicing law and climbing the career ladder. Tyre believes law firms must recruit more aggressively in order to build and retain a diverse workforce. “Ultimately,” he says, “the sign of a successful law firm is to have these attorneys come up through the ranks.”

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Q&A WITH KENDAL TYREBP: Why did you choose the legal profession as your career path? TYRE: I had an interest in practicing law for as long as I can remember and each new exposure to the profession encouraged me to follow the path of a career in the law. I have actually worked at the firm since I was about nineteen years old. After my freshmen year in college, I decided that the best means to find out what lawyers do was to work at a law firm. So, I went to the “yellow pages” directory, found the largest law firm in the city, which, at the time,

was our predecessor firm, Nixon, Hargrave Devans & Doyle. Eventually, with a little luck and a lot of persistence, I landed a job in the law library. During summer vacations while in college, I worked in the law library in Rochester and came back for several years before eventually attending law school and returning as a practicing attorney. Nixon has always been a welcoming place that

has provided unique opportunities for those with drive, ambition and an

entrepreneurial spirit. That has not changed over the

years.

BP: Where were you educated?TYRE: I attended Brown University in Providence, Rhode Island. I graduated with honors in American history and a minor

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in Latin American studies. After Brown, I took the long trek to Minneapolis to attend the University of Minnesota Law School. While in law school, I served as the editor-in-chief of the Journal of Law & Inequality. It was a great experience that exposed me early on to issues of diversity and inequality in the law. I loved Minneapolis, but the winters proved to be a little harsh. I was determined to return to the East coast to practice law once I graduated. BP: What type of law do you practice and what makes it challenging/rewarding?TYRE: My practice of law involves a variety of international business transactions primarily focused on mergers and acquisitions as well as licensing and franchising matters. I have always had an interest in global issues and other cultures. I have lived in Spain and Mexico, speak Spanish and travel abroad whenever I have the chance. My practice is an extension of these interests so it’s very rewarding.

BP: With all the law firms out there, why Nixon Peabody? Did the fact that Nixon Peabody actively engaged and recruited minorities well before most others impact that decision?TYRE: When I graduated from law school, Nixon Peabody was a natural fit as the firm was then-based in my hometown of Rochester, New York. It was clear to me that management had taken a keen interest in recruiting and retaining diverse talent and I happened to be at the right place, at the right time. I have a number of friends at other firms, and based on my observations and their experience over the years, I have always had the sense that, as far as large firms, Nixon Peabody is unique. That’s not to say that we don’t have challenges with respect to diversity issues. We are constantly working to make this an even better place to work. It’s that drive to continually improve that keeps me and others

engaged to work with the firm to meet diversity issues head-on. BP: The late William McKnight was the first African American partner at Nixon Peabody. When did he become partner and what if any similarities do you see between yourself and Mr. McKnight? How do you think things have changed for African Americans seeking to break into the legal profession since the days of Mr. McKnight? Regarding the William McKnight Scholarship, how many recipients to date and where are they now? TYRE: Bill McKnight began practicing at the firm in 1973 and died in 1985, several years before I started at Nixon Peabody. I understand that he was a good lawyer who was very active in the community. Today, most attorneys of color (including myself) feel a special obligation to give back to their community in some fashion, whether through bar associations or pro bono work. It’s an acknowledgment of the work and struggle that others, such as Bill McKnight, have gone through before you. The sheer increase in the number of diverse lawyers in the profession since Bill’s days has made it somewhat easier. We have different challenges today to ensure that our profession is inclusive. To date, dozens of students spread across a variety of professions, including the legal profession, have received a William McKnight Scholarship.

BP: As the co-chair of Nixon Peabody’s Diversity Action Committee, what specific goals do you have in regards to minority participation in the firm? How does Nixon Peabody go about recruiting minorities? What programs are in place to retain minorities?

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Our Diversity Action Committee focuses on implementing policies and practices which ensure that minorities have an opportunity participate to at every level of the organization. With respect to the recruitment of attorneys, we have a number of out-reach programs designed to increase the pool of attorney candidates for the firm from a variety of diverse communities. We are continually looking at our recruiting practices to ensure we reach a broad spectrum of students and ensure that we are recruiting the best and the brightest. For example, we recently began to actively involve our firm’s affinity groups in the attorney recruiting process. Every new position we have available, we send notices to members of our Hispanic, Asian, African-American, LGBT and women’s affinity groups to encourage them to forward names of candidates from their respective communities. Since we began that specific practice, we have had a marked increase in the number of diverse attorneys that apply for positions at the firm.

BP: You’re very active in several Bar Associations… how does that relate to diversity recruitment and retention? Which of those associations do you feel has the greatest impact on the ranks of diversity?TYRE: During the course of my career, I have been active in National Bar Association, the NBA, which is the oldest and largest association of African-American judges, lawyers and legal scholars. It represents a network of approximately

40,000 individuals. I have served as a chair of the organization’s International Law Section and chief-of-staff of a former president of the NBA, Clyde Bailey. Early in my career I also co-found and served as the president of an NBA affiliate, the Rochester Black Bar Association. Organizations such as the NBA serve as a vital link for black communities across the United States. The relationships that are formed within the organization nurture and sustain African-American practitioners who are attempting to deal with the challenges of diversity and inclusion, in addition to the everyday pressures of practicing law. BP: You were instrumental in developing affinity groups within Nixon Peabody. Last we heard, those groups include; an African American group, a Hispanic group, a GLBT group and a women partners’ group. How have they helped in furthering the firm’s diversity initiatives and are they growing?TYRE: Each affinity group at Nixon Peabody has its own mission that addresses recruiting, retention, mentoring and business development. Its members include both attorneys and professional staff at the firm and each has a budget. In general, the groups provide a structured forum and supportive environment for attorneys (and others) to discuss professional development strategies and concerns and to identify business development and marketing opportunities for the firm. They also have been instrumental in educating the firm about community specific issues. We have often used them as a

“We are constantly working to make this an even

better place to work. It’s that drive to continually

improve that keeps me and others engaged to work

with the firm to meet diversity issues head-on.”

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“sounding board” to give us direction as to the approach we should take on a particular issue and we expect them to grow as our diversity initiatives evolve and mature. BP: Mentors play a huge role in shaping future leaders. Did you have a mentor that played such a role in your professional development? Do you yourself serve as mentor?TYRE: I have been fortunate to have had several mentors during my career and I think that’s important. Generally, it’s a good practice to seek the guidance and counsel of a number of individuals based on their own particular skill set and expertise. There is no one person that has all the answers. At Nixon Peabody, I currently serve as formal or informal mentor to a number of individuals, both attorneys and staff. My door is always open. And what I’ve realized through years is that I benefit as much if not more by developing these relationships. BP: What advice do you have for minorities who are considering a career in the practice of Law? TYRE: The practice of law is evolving and it’s a great time for minorities to pursue a legal career. The increased emphasis on diversity in the profession is leveling the playing field for diverse lawyers. But you need to enter the profession with your eyes wide open. Talk to diverse lawyers and others that you know to find out about the profession and what roles might appeal to you. Information is power.

BP: Where do you see yourself five and ten years down the road? Do you anticipate the same level of involvement with diversity initiatives, and if so, what goals would you like to achieve in the future?TYRE: In the future, the globalization of “diversity” initiatives will be tremendous. I am the founder of LexNoir, an international network of lawyers connecting the African Diaspora. We provide news and information on legal issues confronting black communities across the globe. We also sponsor legal programs that enhance the professional development of our members. Currently, we have national representatives in the United States; the United Kingdom; South Africa; Nigeria; Ghana; Japan; Botswana; Ethiopia and Canada, who work to expand the network within their own particular country and facilitate business referrals throughout the LexNoir membership.

In five to ten years down the road, I envision organizations like LexNoir connecting diverse communities around the globe to leverage their network for the development of business and to create closer ties. I also see firms like Nixon Peabody, who understand the importance of diversity, poised to take advantage of these new opportunities. The work starts now to make the vision a reality.

“We are continually looking at our recruiting practices to

ensure we reach a broad spectrum of students and ensure

that we are recruiting the best and the brightest.”

BP

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HBCU STUDENTS WIN TRIP Twenty-One students from Historically Black Colleges and Universities

win trip of a lifetime to South Africa and World Cup courtesy of Coca-Cola

It sounds like a dream college course description: embark on cultural adventures against the backdrop of the world’s biggest sporting event. No prerequisites, no professor, no syllabus, no books and no tests required. But for 21 students from 12 historically black colleges and universities (HBCUs), this “dream” is a real once-in-a-lifetime journey to South Africa later this month.

The students are winners of the Coca-Cola “Open Happiness Tour,” a video contest that sought creative and inspirational answers to the question: How does the Coca-Cola RAIN program inspire you? As part of a multifaceted sponsorship program inspired by the

first FIFA World Cup™ being held in Africa, Coca-Cola is inviting consumers to join its football-themed, global Coca-Cola RAIN “Water for Schools” initiative to help provide safe drinking water for schoolchildren in Africa and around the world.

“The Open Happiness Tour allows Coca-Cola the opportunity to engage and inspire young African Americans while connecting them with their roots,” said Yolanda White, assistant vice president, African American Marketing, Coca-Cola North America. “We hope experiencing the diverse culture and meeting people who will be in South Africa for World Cup will inspire these students to view the world differently

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and make a commitment to creating a better place for everyone to live.”

The 21 winners will head to South Africa on June 25, where they will spend five days soaking up the South African culture and learning more about Africa’s water crisis. During their visit, the students will meet with executives from Coca-Cola South Africa, who will share what the Company is doing in support of the RAIN project as well as learn about other initiatives throughout Africa, including HIV/AIDS and malaria prevention, access to education, job creation and humanitarian assistance. In addition, the students will see first-hand the extreme need for potable water when they visit a local orphanage whose water system is in dire need of repairs. The Company will make a donation to assist with the repairs of the water system and, once the project is completed, the orphanage will have clean running water for cooking, bathing and other necessities.

The students also will have the opportunity to explore more facets of South African culture when they take a trip to the Nelson Mandela National Museum, go on a Safari and attend a FIFA World Cup match. The students will get another perk during their time in South Africa – meeting with actor Idris Elba, whose father is from Sierra Leone and mother is from Ghana. Elba will spend time with the students throughout the trip, discussing water stewardship, its importance to Africa and his passion for the World Cup, as well as providing his unique perspective on the local culture.

“I look forward to sharing my love for Africa with the students,” said Elba. “Through experiencing Africa’s rich history and the wonderful diversity of its culture, the students will be amazed and enriched. I hope they grow to love Africa as much as I do.” “This tour, just like drinking a Coca-Cola, is a

refreshing and simple moment of pleasure that we’re able to give to these students. To be able to have this once-in-a-lifetime experience during FIFA World Cup is something they will never forget,” said White.

THE STUDENT WINNERSFunbi Oluwole Clark Atlanta University Alisa Routh, Justin SmithFlorida A&M University

Tatiana Mosley, Junious Smith IIIFayetteville State University

Jasmine Singleton, Graylin Taylor Ft. Valley State University Jelyse Dawson, Derrill MillerGrambling State University Lael Clark, Tremone JacksonJohnson C. Smith University Stephen LoveMorehouse College Ashley Canty, Victor PimentelNorfolk State University

Edifon Ette, Sherron Douglas Southern University Karen EvansSpelman College

Cherish Rush, Ryan SmallTexas Southern

Theresa Scales, Steve Morgan, Jr.Xavier University

For more information about the Coca-Cola water stewardship programs, please visit www.coca-colacompany.com/citizenship. BP

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A new bi-partisan poll conducted by Greenberg Quinlan Rosner Research and American Viewpoint found strong support among small business owners for clean energy and climate legislation. The survey, which included interviews with 800 small business owners, is one of the first to look specifically at small business owners’ attitudes regarding clean energy policies.

“This survey reflects the views of a stakeholder group that’s relatively new to the national conversation on clean energy policy. The research shows that small business owners want action on clean energy, which they believe will strengthen the country’s economy,” said John Arensmeyer,

founder and CEO of Small Business Majority, one of the sponsors of the poll. “For a while, we’ve been hearing that many large businesses support new clean energy policies, but now we’re hearing it from a broad cross-section of smaller businesses as well.” Following are some of the top findings from the poll:A majority of small business owners believe that clean energy legislation will strengthen the economy:61 percent of small business owners agree that moving the country to clean energy is a way to restart the economy and help small businesses create jobs; and 58 percent think that adopting new energy policies will transform the economy and they want their business to be part of it.

New Poll Finds Strong Support for Clean Energy Policies Among Small Business OwnersSupport particularly strong among African American and Hispanic business owners.

GREEN ENERGY POLICIES

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When asked specifically about potential clean energy and climate legislation, support is strong: 50 percent of small business owners support clean energy and climate legislation that would “limit pollution, invest in clean energy sources and encourage companies to use and develop clean energy sources,” and “put a price on carbon emissions from energy sources like oil and coal, so companies would have to pay if they release these emissions into the air.”

Support is even stronger among African-American and Hispanic business owners: 78 percent of African-American and 60 percent of Hispanic small business owners support clean energy and climate legislation.“As a Hispanic business owner with 17 employees, I know that moving to clean energy is smart for my business, my employees and my family,” said Annette Gonzalez-Fassler, President, LAF Group, Inc., who runs several General Nutrition Centers (GNC). “In order to be truly competitive in the 21st century, America needs to embrace clean energy policies that will create jobs, protect the environment and strengthen our economy for the long-term.”

The poll, conducted in the spring of 2010, was commissioned to discover small business attitudes toward energy conservation practices and clean energy policies. During this time, many small businesses have been facing intense financial challenges due to the strained economy, and for many this has led to reduced spending and scarce financial resources. Nevertheless, there is strong support for clean energy policies.

“One of the most surprising findings of the survey is that despite the fact that nearly two-thirds of business owners believe it would increase costs for their businesses, a majority still want to move forward on clean energy and climate policy,” said

Anna Greenberg, senior vice president and principal of Greenberg Quinlan Rosner Research.

The poll was conducted on behalf of Small Business Majority, We Can Lead and American Businesses for Clean Energy. An executive summary, report and top-line findings can be found at: www.smallbusinessmajority.org.

METHODOLOGY:Greenberg Quinlan Rosner Research and American Viewpoint designed and administered a national phone survey among small business owners. The survey reached 802 owners, managers, and CEOs of businesses with 100 employees or fewer. The survey was conducted March 24–April 6, 2010. The base sample of 600 small business owners was supplemented by two oversamples of minority-owned business: 100 African American small business owners, 100 Hispanic small business owners. ABOUT THE POLL’S SPONSORS:Small Business Majority is a national nonprofit organization focused on solving the biggest problems facing America’s 28 million small businesses.

We Can Lead is a nationwide coalition of 1,000 business leaders—innovators, entrepreneurs, investors, manufacturers and energy providers from states across the country who support comprehensive, forwardlooking energy and climate policies in the United States. The network includes small and medium sized companies to large-scale energy providers, Fortune 500 companies and leading consumer-facing brands. BP

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Diversity at workAt Nixon Peabody, our commitment to diversity is one of our core values. Our firm is made up of a diverse group of lawyers and professionals whose demographics mirror those of the communities in which we live and work. We believe a diverse environment is a rich environment where an open, inclusive atmosphere benefits everyone within it. Our supportive work culture not only makes the firm more interesting and stimulating, it also enables us to respond with greater agility to the challenges faced by our clients in a diverse, multicultural world.