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WHY WOMEN CHOOSE TO WORK AT HOWREY SIMON To the editor: As Howrey women lawyers, we are proud of our accomplishments and pleased to have the firm’s full support, individually and collectively. Thus, we were surprised that you published a lead article on women in D.C. law firms ["Breaking Into the Boys Club," Nov. 3, 2003, Page 1] without having sought the firm’s views, instead relying on a single story attributed to an anonymous former employee. Of course, one cannot characterize an entire law firm based on an anecdote about one moment in the life path of one person. Let me provide some facts to show why women choose Howrey in which to practice trial law and other specialties at the most demanding end of our profession. Years before issues of women’s advancement captured the attention of many firms, well before the ABA/Catalyst study on women in law firms was presented at Harvard University in 2001, Howrey’s women elevated the subject publicly. Howrey appointed its first woman to the management committee in 1992, and by 1997, three women served on the 22-member policy committee. These women leaders believed that the position of women in the firm would be advanced by the firm’s financial commitment to a permanent women’s initiative, which would mentor women internally and make the marketplace aware of the enormous talent of the firm’s women partners. The policy committee enthusiastically embraced the idea and thus was born what we now call the Women’s Leadership Initiative, which is fully funded and supported by the firm’s management. Women are closely involved in all aspects of the firm’s governance and operations. Today, five of the 12 partners on the partnership committee are women. Three of the five officers of the firm are women. The chair of our private antitrust litigation practice group is a woman. The managing partner of one of our offices is a woman. Nor is this a new situation � women have been on the firm’s top governing bodies since 1992. We are not standing still. The Women’s Leadership Initiative refreshes its focus regularly, moving to stay in tune with evolving concerns. Among other things, the Initiative aims to elevate mentoring in the true sense � by fostering relationships among women at varying levels of the firm, to assist women in honing skills further, and to promote our opportunities internally and our individual visibility publicly. Howrey women are leaders in the bar as well, including those who have served as past president of the Women’s Bar Association, on the WBA board, and as chairs of multiple committees, in top leadership positions in the ABA Section on Antitrust, attending the invitation-only Harvard conference of 100 women nationwide on leadership of women, on the ABA Section of Litigation Women Advocate Committee, and more. Howrey women partners have spoken at over 43 seminars � a number of them on diversity � just since we started counting, most recently in the National Women’s Corporate Counsel Conference held in Washington in the spring. The firm adopted a maternity leave policy in 1983 that provided 12 weeks’ paid leave without regard to medical pregnancy disability. In 1992, after several women associates had successfully worked part time for a number of years, Howrey revised its family leave and part-time policy to provide that women working part time accrued time toward partnership in direct proportion to their part-time percentage, and to extend the paid maternity leave benefit to adoptive parents and to men. A number of women made partner under this policy. Tough career and life-balancing choices will always accompany this profession. Our boot camp, the exclusive program by which we work with summer associates, helps law students learn more about the thrills, demands, and lifestyle that accompany these areas of practice. By helping them to make career decisions on this more complete basis of experience, we believe we can increase retention rates, and ultimately partnerships. The result for women? Fifty percent of the D.C. boot camp participants in 2003 were women, and 44 percent of our first year associates in D.C. are women (all boot camp graduates). We, at Howrey, succeed as lawyers, wives, mothers, grandmothers, mentors, and individuals with rich lives, every day. Karen M. Lockwood Partner, Co-Chair of Howrey Women’s Leadership Initiative Howrey Simon Arnold & White Washington, D.C. Editor’s Note: Click herefor a corrected version of the Nov. 3 article “Breaking Into the Boys Club.” An accompanying charthas also been corrected from Nov. 3.

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