disabled, and/or LGBT Conducting a mentoring, employees are primarily training, or professional responsible for some of the development program for offeror’s major contracts minority, veteran, and/or clients. Multiple disabled, and/or minority, women, veteran, firms; disabled, and/or LGBT Contributing to employees are represented scholarships for across the firm. The firm minority, women, has an official affirmative veteran, disabled, and/or action plan to recruit, LGBT students; utilize, and promote Providing apprenticeship minority, women, veteran, training; disabled, and/or LGBT Sponsoring diversity employees. The firm has presentations and lecture adopted internal diversity series; goals and regularly tracks Joining outside its progress toward their organizations, i.e. achievement. and professional groups that promote diversity; Serving on committees that study diversity, such as bar associations; Participating in pipeline programs to cultivate diversity, i.e. school career days, job shadowing, minority job fairs; and Reaching out to diversity consultants and affinity groups to develop strategy and relationships. 61-80 The firm displays a The firm has several (i.e., a The firm has made strong commitment high percentage) minority, consistent efforts to to diversity in both veteran, disabled, promote diversity in its its internal workforce and/or LGBT partners or community through and its community. owners, and/or a outreach and events. A significant percentage of significant percentage of legal professionals within the firm’s gross revenues the firm are minority, for the prior fiscal year women, veteran, disabled, involve partnerships, joint and/or LGBT. The firm ventures, or subcontracts plans to use multiple with certified minority, veteran, minority and/or
disabled, and/or LGBT employees are primarily responsible for some of the offeror’s major contracts and/or clients. Multiple minority, women, veteran, disabled, and/or LGBT employees are represented across the firm. The firm has an official affirmative action plan to recruit, utilize, and promote minority, women, veteran, disabled, and/or LGBT employees. The firm has adopted internal diversity goals and regularly tracks its progress toward their achievement. Conducting a mentoring, training, or professional development program for minority, veteran, disabled, and/or firms; Contributing to scholarships for minority, women, veteran, disabled, and/or LGBT students; Providing apprenticeship training; Sponsoring diversity presentations and lecture series; Joining outside organizations, i.e. and professional groups that promote diversity; Serving on committees that study diversity, such as bar associations; Participating in pipeline programs to cultivate diversity, i.e. school career days, job shadowing, minority job fairs; and Reaching out to diversity consultants and affinity groups to develop strategy and relationships. 61-80 The firm displays a strong commitment to diversity in both its internal workforce and its community. The firm has several (i.e., a high percentage) minority, veteran, disabled, and/or LGBT partners or owners, and/or a significant percentage of legal professionals within the firm are minority, women, veteran, disabled, and/or LGBT. The firm plans to use multiple veteran, minority and/or The firm has made consistent efforts to promote diversity in its community through outreach and events. A significant percentage of the firm’s gross revenues for the prior fiscal year involve partnerships, joint ventures, or subcontracts with certified minority,