Diversity Newsletter

Winter 2010
Diversity Connections
™
What’s New in Firmwide Diversity SM
Associates Learn
What It Takes to
Succeed
Werten Bellamy, president of
Stakeholders, Inc., spoke to associates
in the firm’s New York and Chicago
offices in November and shared
strategies to help them succeed
as attorneys in large law firms. In
a follow-up to his presentation, he
offered a list of the “Ten (10) Things
to Consider in Your First Year,” which
is excerpted below. While the list is
geared to new attorneys, everyone
can benefit from his common-sense
approach to career management.
Ten (10) Things to
Consider in Your
First Year
1. Remember How You Got Here –
Once assigned a practice group, it can
be easy to forget about the need to
continue to cultivate your relationships
with the associates and partners who
recruited you on campus or supervised
you during the summer program and
the recruitment professionals who
were instrumental in your hiring –
collectively, your ‘Early Investors.’
It is important to continue to invest
in these relationships through your
continued commitment to the firm’s
recruitment efforts.
Partners (prospective investors) will
view how you invest in these Early
Investors as predictive of how you
might invest in them and their work.
Continued on Page 4
Mike Glad Donates Photo to San Francisco Office
Oscar-nominated filmmaker and
photographer Mike Glad donated
his photo “Luodian Village,
China” (left) during a presentation
he gave at the San Francisco
office last spring. The photo
joins several of Mike’s photos in
the office’s main reception area.
The brother of managing partner
Paul Glad, Mike has traveled to
places such as China, Ethiopia,
Guatemala, Pakistan and Yemen
to capture his stunning images.
A Day of Excellence: The IPBA Women Lawyers
Conference in India By Varya Simpson
More than 100 women, and a few men,
attended the all-day conference, ranging
from new associates and managing
partners of major Indian law firms to
seasoned litigators at India’s High Court.
Attendees came from across India,
including Bangalore, Hyderabad, Mumbai
and New Delhi.
Varya Simpson (far right) and IPBA panelists
and facilitators.
Excellent weather, a great venue,
engaging presentations, lively dialogue
and active participation made the 2009
Women Business Lawyers Conference in
India a major success. The conference,
titled “Encouraging Success and
Maintaining Balance,” was presented by
the Inter-Pacific Bar Association (IPBA)
Women Business Lawyers Committee.
This was the first conference organized
in India to specifically address issues
facing women lawyers.
The idea of having a conference in India
grew out of the great enthusiasm that
greeted legal consultant Susan Manch and
the Women Business Lawyers Committee
when they led a work-life balance session
at the 2008 IPBA Annual Conference in Los
Angeles. As chair of the Women Business
Lawyers Committee, I saw a chance to
broaden our outreach. I’d lived for several
years in Chennai and Hyderabad, India,
and knew no women’s bar groups existed
in the country. A forum there would — and
ultimately did — offer a large group of
women lawyers a unique opportunity to
meet and discuss their careers.
Diversity Connections | Winter
2010
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Continued
on Page
Diversity Connections
™
A Day of Excellence:
The IPBA Women
Lawyers Conference
in India
Continued from page 1
Ms. Manch led the initial panel
discussion, along with IPBA
members Priti Suri of PSA in New
Delhi, Noor Meurling of Soebagio,
Jatim, Djarot in Jakarta and me. We
provided a broad perspective on
gender diversity. Trained facilitators
then led small group discussions
on three topics: increasing and
exercising influence, building and
strengthening client relationships,
and achieving and maintaining worklife balance.
The greatest benefit and pleasure
I had was taking in participants’
energy, passions and perspectives
and noting their willingness to share
experiences and challenges they faced
in developing and maintaining their legal
careers. Their dedication to the practice
of law was inspiring.
Also interesting to me was hearing about
the cultural obstacles women lawyers
in India face. Although Indian women
have equal opportunities in private
transactional practices, it often is difficult
for them to rise to the top of private
law firms, as many firms are small by
U.S. standards and controlled by strong
family connections. The result is that
many experienced women lawyers open
their own shops to avoid hitting a hard
glass ceiling.
Although many private law firms now
have litigation practices based on the
American model, the common path
to litigation practice is still through
the British “chambers” process. That
entails an extended apprenticeship at
a very low salary and a dependence
for work on senior chamber members,
predominantly male, who are entrenched
in a network of family and personal
relationships and disinclined to give
“briefs” to women. Consequently, a
large percentage of women drop out
of litigation to join more welcoming
transactional practices. Yet from
listening to the women at the conference
and witnessing their strength and
willingness to speak about the need
for change, I have no doubt that the
legal world in India will experience great
change in the coming years.
An outgrowth of the conference was
the plan to implement a forum in New
Delhi for ongoing discussion of topics
of interest to women lawyers in India;
the group already has met a few times.
I hope to return some day to attend a
meeting, and I also hope to see groups
form in other parts of India to provide
a growing support network for these
dedicated women.
Varya Simpson is counsel in the
Corporate Practice in Sonnenschein’s
San Francisco office.
Peruvian-Born Student Wins Firm-Sponsored Scholarship
tremendous obstacles to graduate
from college and become a first-year
student at the University of California,
Hastings College of the Law. His
intelligence and discipline also resulted
in his being chosen as the winner of the
Sonnenschein-sponsored scholarship of
the California Bar Foundation’s Diversity
Scholarship program.
© William Mercer McLeod
Scholarship winner Alejandro Callirgos and
firm partner Sonia Martin at an October
reception.
According to Alejandro Callirgos,
hard work and the advice of a
strong mother helped him overcome
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Diversity Connections | Winter 2010
This achievement marks one more step
in a journey that has taken Alejandro far
from a childhood surrounded by political
unrest, economic uncertainty and a
wayward father in his native country.
He credits his mother for urging him to
stay focused on academics, even as he
and his family struggled to make ends
meet once they arrived in the U.S. He
became a Gates Millennium Scholar, and
graduated from the University of Miami,
Coral Gables, where he made it his mission
to mentor underprivileged and troubled
youth and families. When he becomes an
attorney, he plans to continue to serve the
disadvantaged.
In October, Alejandro and 22 other
recipients, chosen from 200 entries,
received their scholarships at a reception
in San Francisco. Sonnenschein’s Sonia
Martin, a Litigation partner in the San
Francisco office, who served on the
Scholarship Reception’s Honorary Event
Committee, was on hand to chat with all
the worthy scholars and to honor Alejandro.
Diversity Around the Firm
Kansas City
The Kansas City office sponsored an eye-opening event with “Dining in the Dark,” an Alphapointe Association for the Blind fundraiser, in November. Partner Ed Marquette and his wife, Ansie, were the honorary co-chairs.
The event was held at a local restaurant. Participants were led single-file, with the hands of one person on the shoulders of
another, into a pitch-black room, where they had drinks, ate dinner, got to know one another and listened to Ed and Ansie’s
remarkable talks. Sonnenschein attorney Adam Rehm found the experience to be enlightening. “As I tried to do ordinary things
for more than an hour in complete darkness, I was forced to rely on my other senses in a way that I never have. One person at
our table couldn’t handle the claustrophobia and lack of control we all felt and asked to be escorted out. For me, it was a very
positive experience. Of particular gratification was the team-building experienced at our table as we worked to overcome just a
few of the obstacles that sight-impaired people overcome on a daily basis.”
Chicago
Members of the Chicago Diversity Committee celebrated the arrival of fall by hosting two officewide events: a pub trivia contest on
Oct. 6 in Chicago’s Lincoln Park neighborhood, attended by more than 40 staff members and attorneys, and a vacation planning
presentation on Nov. 12. The latter included tips on cross-cultural communication and etiquette, things to know before going on a
cruise, pointers for traveling with children, vegetarian dining abroad and how to get the best travel deals.
Los Angeles and D.C.
Young Latinos form one of the largest minority demographics in the U.S. and also have one of the highest high school and
college dropout rates. Sonnenschein is working with the Hispanic College Fund (HCF) to help improve graduation rates. The
HCF provides scholarships and mentoring opportunities to Latino youth across the nation. To promote that effort, Sonnenschein
has donated space in its Los Angeles office for use by the organization’s local chapter. Orlando Vidal of the D.C. office serves as
general counsel to the HCF’s board of directors.
In October, the HCF awarded $2.2 million in scholarships to more than 700 Latino high school and college students to help
underwrite their college expenses. Since 1993, the organization has awarded $15 million in scholarships to more than 5,000
Latino youth.
San Francisco
The national gay marriage movement and gay parental rights were the focus in September, when Kate Kendal, executive director
of the National Center for Lesbian Rights (NCLR), spoke at a luncheon for all employees in the San Francisco office. The NCLR
is a national legal organization committed to advancing the civil and human rights of lesbian, gay, bisexual and transgender
people and their families through litigation, public policy advocacy and public education. Ms. Kendall is a nationally recognized
spokesperson for LGBT rights and has appeared in major media, including The New York Times, The Wall Street Journal, The
Advocate, NPR and CNN.
St. Louis
Last summer, Sonnenschein’s St. Louis office hosted its fourth annual summer training program for students entering Washington
University School of Law. The popular program is designed to help students who face socioeconomic challenges prepare for
the rigors of law school. During an intense two weeks, students learn how to prepare for class discussions, master the Socratic
method, draft study outlines and take final exams. The course is taught by attorney Christopher Snell, president of Law School
Advantage, which specializes in preparing students for law school. Sonnenschein attorneys Kevin Chavous, Kate Douglas, Rich
Finneran, Roger Heidenreich, Karen Jordan, Jose Luis, Belinda May, Stephen O’Brien, Tom Vandiver, James Wiley and
Brad Winters addressed the students on topics such as pro bono work, legal writing and success in law school.
Diversity Connections | Winter 2010
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Diversity Connections
™
Associates Learn
What It Takes to
Succeed
Continued from page 1
Moreover, your Early Investors are
a valuable resource to you in your
on-boarding. The first question you
should be asking is: ‘What can I do to
add value to the needs and objectives
of my Early Investors?’
Chris Matthews says it best in his
book ‘Life’s a Campaign’:
“Once a person has made a bet
on you, they’re likely to do it again.
Hiring someone is a personal thing.
It’s like buying stock in someone
else’s success. The key is to think of
each person who gives you a job or a
promotion as a stockholder, someone
who has a deep investment in you.”
2. Focus on Your Market Value –
Associates who expand their
developmental focus beyond
the goal of ‘doing good work’ to
‘maximizing one’s market value’
are best positioned to understand
and undertake the self-investments
needed to be successful in today’s
law firm environment.
3. Focus on Conversion – In
the world of retail, ‘conversion’ is
the ability of a retailer to convert
‘browsers’ into ‘buyers’ and to later
convert buyers into ‘long term loyal
consumers.’
In the law firm, top performing 1st
year associates have a high ‘rate of
conversion’ – because in the internal
market for associate services, these
associates are able to convert
multiple partners into ‘buyers’ and
over time convert these buyers into
‘investors.’
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Diversity Connections | Winter 2010
4. Partners as 1st Client – It is
important to understand that partners
are not merely an older version of you;
they are your ‘first’ client.
Like most clients, partners are generally
fair but tend to invest most heavily in
the associates who undertake ‘client
development’ with partners with the
same resolve and skill that partners
undertake client development with
respect to the firm’s clients. It is
very important that you know what
associates should do in addition to
good work, to ‘client develop.’
One easy way to find out is to ask each
partner with whom you work:
‘What are some of the things top
performing associates do (without being
asked) to add value to you?’
The answers to this question will provide
a quality roadmap to ‘servicing’ partners.
5. Tiger Woods Has a Coach – There is
unlikely ever to be a ‘convenient time’ to
attend professional development training
(including diversity programming) or
continuing legal education (CLE) training.
You will no doubt be committed to the
demands of your billable work.
Your firm, however, recognizes that
the value of your experiential learning
is enhanced by the firm’s professional
development training. Top performers
do not make the mistake of rejecting
professional development resources
(programming and events) on the
basis that they are ‘too busy’ or that
participation in the training itself
somehow suggests ‘special needs.’
Top performers engage these resources
for the same reason that Tiger Woods
has a coach — top performers exploit
all available resources that may improve
their probability of continued success
and competitive advantage.
6. Variable Compensation and the
Boiling Frog – It is said that if one
drops a frog into a pot of boiling water,
it will jump out because of an instinctive
defense mechanism. But if you place
a second frog in a pot of water and
gradually increase the temperature, that
frog will sit in the water until it is boiled
to death.
Don’t be the frog who sits in cool water,
deriving comfort from the presumptive
‘fairness’ of incremental lockstep
compensation. Also, don’t be the
frog who in the face of the recently
introduced variable compensation
system cries foul, reflexively jumping out
of the pot.
You will be working for many more years
and must begin to take a broad view of
how you are really compensated. The
cash portion of your compensation is
certainly important, as it allows you
to address your current needs and
liabilities. The quality of your work
assignments, partner investments
and exposure, however, constitute the
far more significant portion of your
compensation because these noncash
‘payments’ will shape market value and
the trajectory of your long term earning
capacity. We like to call this the Royal
Jelly1 portion of your compensation.
Royal Jelly distribution, however, has the
potential to be highly variable.
Focus on what you must do to drive
Royal Jelly flow, and your cash
compensation trajectory (and market
value) will be great.
Professor David Wilkins and Mitu Gulati refer to
premium work assignments, mentoring, training
and sponsorship as ‘Royal Jelly,’ which is an
analogy to the social structure of bees: “If a bee
larva is fed a rich nutrient (called “Royal Jelly”)
by the queen, that bee will develop into a queen.
If that same bee receives no Royal Jelly, it will
develop into a worker bee. Training (partner
investment) is the Royal Jelly of elite law firms.”
David Wilkins & Mitu Gulati, Why Are There So
Few Black Lawyers in Corporate Law Firms? An
Institutional Analysis, 84 Cal. L. Rev. 493 (1996).
1
7. What Partners Must See in You
– It is important to remember that in
the large law firm, most partners have
only episodic exposure to associates,
yet they are prepared to make early
determinations about whether an
associate is an ‘A,’ ‘B’ or ‘C’ associate.
Certain attributes (Gateway Attributes)
give partners confidence in their ability
to accurately assess associates well
before they have had the opportunity
to share intimate long term work
experiences.
Positive Attitude, Work Ethic and
Resilience constitute the Gateway
Attributes that many partners perceive
to be predictive of a broader range
of attributes found in top performing
associates. These are the attributes
partners look for and consequently
‘see first’ (or not) in new associates.
8. Need Feedback? – Give an ‘All
Access Pass.’ One of the biggest
challenges 1st year associates confront
is receiving candid and timely feedback.
For associates, it is important that you
let partners know that you invite their
comments on your performance – even
when it is criticism.
For you and many other 1st year
associates, life has been an unbroken
chain of academic success, and
workplace critique can feel too much
like a ‘bad grade’ – a personal ding.
The reality, however, is that feedback is
an investment – an investment in you
by partners. In the law firm, silence is
not golden. Please understand, when
partners take the time to give you
candid feedback, they are likely doing so
because they see something positive in
you – even if the feedback itself doesn’t
feel so positive.
9. Feed Your Passion – In the law firm
culture, ‘being busy’ signals value and
engagement. Immerse yourself in your
work and development but also be ever
mindful that you are in a demanding
profession, one that is best undertaken
by people with reliable sources of
sustenance.
Top performing associates generally do
not rely on the law firm as their singular
source of affirmation or emotional
sustenance. These associates
understand that their capacity for
resilience, ability to self assess and
sense of meaning, are often tied to their
ability to remain connected to the people
and institutions that feed, inform, nurture
and inspire. Don’t convince yourself you
are ‘too busy’ to invest in these people
and institutions.
10. Be You – You will certainly be
expected to conform to the work
norms of the firm. Moreover, you will
be expected to understand, respect
and contribute to the firm’s culture.
This does not, however, mean you
have to sell your soul. Top performing
associates are not interested in
artificially suppressing their differences
to enable acceptance – nor should you.
Be you. It’s the surest path to long-term
happiness and respect.
Reprinted with permission by Werten
Bellamy, Stakeholders, Inc.
SF Office Goes Buggy Over Dia de los Muertos
The San Francisco office held a viewing of the documentary film “Eating
Insects” in November to commemorate the holiday Dia de los Muertos (Day
of the Dead). Dia de los Muertos is celebrated in Mexico and other South
American countries as a way of honoring and remembering family and
friends who have died. Some traditions involve building private altars with
sugar skulls and visiting gravesites with food and drink.
“Eating Insects” is a 30-minute documentary that explores social and family
structures of the indigenous people of Mexico, specifically through their
eating of insects. Filmmaker Joel Juarez Sanchez wrote, “People around
the world have eaten insects since the dawn of time. Some believe the
manna that fell from heaven to feed Moses in the wilderness was actually
the sweet excrement of scale insects.” Today, he said, scientists increasingly validate this form of sustenance that has been
around for centuries, and recommend insects as a high-protein food for an exploding population.
Diversity Connections | Winter 2010
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Diversity Connections
™
Year-End Diversity Report
Maintaining a consistent focus on enhancing Sonnenschein’s diversity has been challenging during the most severe economic
turbulence in the legal industry in nearly 100 years. Like other large law firms, we cut back on hiring associates last year, which
has been our best pipeline for attorneys of color. Also like other firms, we’ve hired laterals with large books of business, the
majority of whom, industry-wide, are still white men. And we had greater attrition than usual last year.
The surprise is that our attorney statistics have not changed more radically over the past year. While our attorney population
fell from a high of 790 to 708, the percentage of women attorneys and attorneys of color did not change all that much. What is
heartening is that the percentage of women attorneys rose slightly (from 30% to 30.2%) and both the numbers and percentage
of income partners of color rose (from 20 to 24 attorneys representing, respectively, 10.2% and 12.4% of all income partners.)
Some declines we will need to address: The biggest drop this year was in the number and percentage of women capital
partners (from 22 to 15 women, representing over a 2% decline.) A year ago we had 65 associates of color and now we have
52, a percentage decline of less than 1%, but certainly not where we want to go. And the number of LGBT attorneys also
declined, from 20 attorneys firmwide to 13.
ATTORNEYS*
Number
Percentage
January 1
January 1
2009
2010
2009
2010
Female Attorneys**
261/790
235/708
33.0%
33.2%
Female Capital Partners
22/168
15/138
13.1%
10.9%
Female Income Partners
63/196
60/194
32.5%
30.9%
Female Associates
143/314
118/259
45.5%
45.6%
Attorneys of Color
105/790
92/708
13.3%
13.0%
Capital Partners of Color
5/168
4/138
3.0%
2.9%
Income Partners of Color
20/196
24/195
10.2%
12.4%
Associates of Color
65/314
52/259
20.7%
20.0%
LGBT Attorneys
20/790
13/708
2.5%
1.8%
Attorneys With Disabilities
9/790
9/708
1.1%
1.3%
* The foregoing statistics include professionals whose positions are considered equivalent to that of income partner, counsel or associate.
** The statistics for all firm attorneys include attorneys holding the positions of counsel, special partner and staff associate. The demographics of
those positions, however, are not individually broken out.
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Diversity Connections | Winter 2010
Year-End Diversity Report
Continued from page 6
The comparison of our staff demographics is the first we have published and it is somewhat confusing because between
January 1, 2009, and 2010, many jobs, particularly those in management, were reclassified. Still, we have tried to compare
apples to apples and believe that we have succeeded. Like their lawyer counterparts, the total number of staff has declined.
However, with a few exceptions the management ranks currently include a greater percentage of people of color than a year
ago. The number of women in management remains at more than 50%. While management in several departments is still too
homogenous, almost without exception the staff of most departments reflects a healthy diversity.
NON-LEGAL MANAGEMENT & STAFF
All Employees*
Accounting
Administration
Human Relations
Information Services
Marketing
Facilities/Operations**
Legal Support***
Employees of Color/
All Employees
Women Employees/
All Employees
(% of employees)
(% of employees)
January 1
January 1
2009
2010
2009
2010
Management
9/68 (13.2%)
8/58 (13.8%)
37/68 (54.4%)
30/58 (51.8%)
Staff
221/689 (32.1%)
197/618 (31.8%)
508/689 (73.7%)
495/618 (80.0%)
Management
1/14 (7.1%)
4/13 (30.8%)
6/14 (42.9%)
7/13 (53.8%)
Staff
71/132 (53.8%)
46/89 (51.7%)
97/132 (73.5%)
66/89 (74.2%)
Management
4/22 (18.2%)
0/13 (0.0%)
13/22 (59.1%)
7/13 (53.8%)
Staff
6/18 (33.3%)
8/16 (50.0%)
16/18 (88.9%)
14/16 (87.5%)
Management
1/7 (14.3%)
1/6 (16.7%)
5/7 (71.4%)
4/6 (66.7%)
Staff
3/15 (20%)
1/4 (25.9%)
14/15 (93.3%)
4/4 (100%)
Management
2/12 (16.7%)
1/9 (11.1%)
2/12 (16.7%)
1/9 (11.1%)
Staff
25/91 (27.5%)
10/77 (13.0%)
37/91 (40.7%)
30/77 (39.0%)
Management
1/9 (11.1%)
0/5 (0.0%)
2/9 (22.2%)
3/5 (60.1%)
Staff
3/25 (12.0%)
3/30 (10.0%)
20/25 (80.0%)
22/30 (73.3%)
Management
0/2 (0%)
1/3 (33.4%)
1/2 (50.0%)
2/3 (66.7%)
Staff
12/20 (60.0%)
20/30 (66.7%)
10/20 (50.1%)
20/30 (66.7%)
Management
0/2 (0%)
1/9 (11.1%)
1/2 (50.0%)
6/9 (66.7%)
Staff
119/392 (30.5%)
109/372 (29.3%)
358/392 (91.3%)
337/372 (90.6%)
* On January 1, 2010, one member of management and 14 staff members self-identified as LGBT compared with one member of management
and 8 staff members on January 1, 2009. On January 1, 2010, 1 member of management and 9 staff members self-identified as a person with
a disability in comparison with 0 members of management and 6 staff members the previous year.
** Includes management positions that were categorized under Facilities on January 1, 2009, but were thereafter recategorized under the umbrella
of Administration. Also includes receptionists.
*** Includes secretaries, paralegals and certain professionals who support practice groups. Also includes members of management who supervise
secretaries but whose positions were recategorized after January 1, 2009, as Administration.
Diversity Connections | Winter 2010
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Diversity Connections
™
Civil Rights Pioneer Shares Her Experiences with St. Louis Office
Members of the St. Louis office Diversity Committee pose with Ms. Freeman. (L
to R:) Leonard Green, Karen Jordan (chair), Frankie Freeman, Bill Turkington and
Barbara Turkington.
The St. Louis office hosted its quarterly “Let’s Talk
Diversity” lunch on May 20, featuring guest speaker
and civil rights pioneer Frankie Freeman. Ms. Freeman
spoke to attorneys and staff about her career in the
law, the challenges she has faced fighting racial
injustice and her experiences during the civil rights
movement. She is best known for her work as the
lead attorney in the NAACP’s landmark 1954 case of
Davis et al. v. the St. Louis Housing Authority, which
led to a ruling ending legal racial discrimination in
public housing in the city. Ms. Freeman also was the
first woman to serve on the U.S. Commission on Civil
Rights, a federal fact-finding body that investigates
allegations of discrimination.
Sonnenschein Attorneys Address Challenges of Diverse Associates
Leslie Davis, a partner in the Chicago office, and Orlando Vidal, a partner in the D.C. office, along with Deborah Renner,
then a partner in New York, shared their experiences during the May CLE program “How Diverse Associates Can Overcome
the Challenges Encountered at a Large Law Firm.” Sonnenschein Chairman Elliott Portnoy introduced the panel discussion,
presented as a live Webcast across the firm. Moderator Ken Pfaehler of D.C. posed questions on topics such as
overcoming preconceptions about skills and ability based on race, ethnicity and sexual orientation; how diverse associates
find common ground with older partners and build a client base; the shortage of diverse role models; and the need for
training and mentoring. The discussion was lively, with panelists agreeing that diverse associates must work hard to prove
themselves, but those who do work hard can find many opportunities within the firm. The partners agreed that challenges
diverse attorneys face because of their minority status are daunting: African American associates often have more trouble
than white colleagues in convincing partners that they can do quality work; majority attorneys repeatedly confuse attorneys
of color with one another (even when they don’t look much alike) and GLBT associates too often feel uncomfortable bringing
their same-sex partner to firm outings. However, the partners concluded that as people in their practice group and office
got to know them, they felt more at ease, majority lawyers and staff became more comfortable with them, and their time at
Sonnenschein became more satisfying and fulfilling.
Associate Named to TIPS Leadership Academy
Jennifer Yu Sacro of the Los Angeles office is a participant in the American Bar Association’s 2009–2010
TIPS (Tort Trial & Insurance Practice Section) Leadership Academy. Annually, the ABA’s TIPS invites
a select group of young lawyers with strong leadership potential to participate in the program, which
includes meetings and educational programs at several venues throughout the year. Jennifer joined
Sonnenschein in 2005.
Jennifer Yu Sacro
Diversity Connections | Winter 2010
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