Minority Corporate Counsel Association Inc

To make the next generation of legal leaders as diverse as the world we live in.

aka MCCA   |   Washington, DC   |  https://www.mcca.com/

Mission

The Minority Corporate Counsel Association (MCCA) is committed to advancing the hiring, retention, and promotion of diverse lawyers in law departments and law firms by providing research, best practices, professional development and training; and through pipeline initiatives.

Ruling year info

1997

President & CEO

Jean Lee

Main address

1111 Pennsylvania Ave NW

Washington, DC 20004 USA

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Formerly known as

Minority Corporate Counsel Association Inc

EIN

13-3920905

NTEE code info

Minority Rights (R22)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

MCCA is addressing the lack of diversity in the legal profession. MCCA has tracked the number of under-represented minority partners (primarily African American, Asian American, and Latinx) at the largest law firms in the United States since 2004, which was a direct response to a "Call to Action" from Rick Palmore, then general counsel of Sara Lee. Since then, the number of under-represented partners has only improved from 7% to 9%. Our 2017 Vault/MCCA Survey report reveals that while law firms have become more diverse, the demographic shifts are both incremental and uneven. Minority representation at the partner level has increased by more than two percentage since 2007, thanks to higher promotion rates and increased lateral hiring. Still, even though 1 in 4 law firm associates is a person of color, more than 90 percent of equity partners are white. Among women, the figures are especially stark: women of color represent 13% of associates but less than 3% of equity partners.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Creating Pathways to Diversity Conference

The Creating Pathways to Diversity® conference focuses on global diversity and inclusion, talent optimization, inclusive leadership and management to bolster the promotion and retention of diverse attorneys. The program offers practical development tools, best practices and resources for individual lawyers and organizations. For individuals, there are workshops to improve rainmaking and business development skills, including the MCCA Pitch Session Network. The Pitch Session Network allows corporate law departments to directly connect with diverse attorneys, diversify their service client portfolios and assist in holding law firms and legal service providers accountable for their diversity efforts. For organizations, expert panels address areas for improved execution of a diversity and inclusion strategy. All of these programs provide opportunities for networking and advancing the careers of diverse attorneys.

Population(s) Served
Adults

The Global TEC Forum: Empowering Change in Technology, Education and Careers (“G-TEC Forum” or “Forum”) addresses diversity in the tech industry, the latest disruptions and challenges facing the legal profession, and how emerging technologies are changing the practice of law. It was a direct response to the lack of diversity in the technology industry and specifically to general counsel who shared that it was a challenge recruiting and hiring under-represented minorities for their departments and as outside counsel. The G-TEC Forum is one way that MCCA is addressing these challenges by promoting the brightest women and diverse talent in the industry by providing those talented lawyers with an opportunity to share the latest disruptions and challenges facing the legal profession and how emerging technologies are changing the practice of law. In addition to continuing legal education focused on promoting our women and diverse lawyers, MCCA provides an opportunity for all lawyers to attend career development programs to support their careers and help them grow their networks in a small intimate setting such as our Forum. The ultimate goal for each attendee is to cultivate professional relationships, learn about the latest tech developments in the legal profession and strategically advance their professional brand and career.

Population(s) Served
Adults

Coinciding with the Creating Pathways to Diversity® Conference, is the annual Diversity Gala. The funds raised from our Diversity Gala support MCCA’s research, conferences and professional development programming throughout the year. The Gala features an elegant networking reception and an awards program honoring individuals, corporate legal departments and law firms championing diversity and inclusion in the legal profession.

Population(s) Served
Adults

The Seattle Inclusion Summit (“Summit”) is part of the new Inclusive Leader Program we launched in 2018 in partnership with Microsoft to address the growing need for diverse and inclusive leaders to disrupt homogeneity in legal leadership. To accrue the dividends that diversity and inclusion (“D&I”) has the potential to produce, bold and inclusive leadership is required both on an individual and a systemic, organization-wide level. Diversity by itself is not enough. An organization with a reputation for inclusiveness becomes a magnet, attracting top diverse talent; in turn, that talent can better tap markets’ potential, whether in emerging economies or among a broader set of consumers.

The inaugural Summit focused on the newly released research report, Bias Interrupters: You Can’t Change What You Can’t See (the “Report”). For decades, the American Bar Association Commission on Women in the Profession (“the Commission”) and the Minority Corporate Counsel Association (“MCCA”) have worked tirelessly to combat gender and racial bias in the legal profession. This new research confirms that many of the traditional diversity & inclusion tools we have relied upon over the years have been ineffective, and the findings have served as the foundation in developing the next generation of diversity & inclusion strategies.

The Summit included a presentation by expert panelists and a workshop. Panelists shared the findings from the Report, discussed how to strategically implement solutions and reviewed the tactical toolkits provided in the Report. The Summit’s workshop focused on five (5) goals that touched on topics such as eliminating bias from performance evaluations; promoting a culture of inclusion and increasing talent retention; how law departments can be effective allies to diverse outside counsel; and characteristics of an inclusive leader and their role in law firms and corporate legal departments. The ultimate goal of the workshop was to provide guidance and best practices on how individuals can act as organizational change agents, implement real solutions utilizing the toolkits, create systemic accountability and benchmark progress.

MCCA has summarized and finalized the resulting best practices developed by the workshop participants and it is now available to all MCCA members. MCCA members can access the Seattle Inclusion Summit Best Practices and Guidelines via the MCCA Member Portal.

Population(s) Served
Adults

In 2004, the MCCA established the Lloyd M. Johnson, Jr. Scholarship (“LMJ Scholarship”) program. The LMJ Scholarship program seeks to nurture the academic and professional careers of outstanding law students and advancing the diversity pipeline to the legal profession. The LMJ Scholarship Program provides financial support to incoming first-year law students pursuing a juris doctorate degree. The scholarship is open to diverse students who have: been accepted to an ABA-accredited law school on a full-time basis; an outstanding or promising academic record; an interest in corporate law; demonstrated community service and leadership qualities; a financial need; and a commitment to diversity and inclusion. Since its inception, the LMJ Scholarship program has awarded over $3.5 million in scholarships to nearly 200 students of which 39% are men and 61% are women.

Population(s) Served
Students

In addition to our major conferences and events, MCCA hosts roadshows throughout the country, featuring thoughtful roundtables that focus on regional issues of diversity and inclusion, specifically recruiting, retention and promotion of diverse attorneys. These roadshows are an opportunity to engage the membership and connect with local leaders to learn about their concerns, share best practices, and discuss sustainable solutions.

Population(s) Served
Adults

Where we work

Awards

Special Achievement Award 2005

National Minority Business Council

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of diversity training courses conducted

This metric is no longer tracked.
Totals By Year
Population(s) Served

People of African descent, People of Asian descent, People of Latin American descent, LGBTQ people, Veterans

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

Converted our DEI training courses to virtual format and increased our outreach and educational resources available to our membership community.

Number of people on the organization's email list

This metric is no longer tracked.
Totals By Year
Population(s) Served

People of African descent, People of Asian descent, People of Latin American descent, LGBTQ people, Veterans

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of academic scholarships awarded

This metric is no longer tracked.
Totals By Year
Population(s) Served

People of African descent, People of Asian descent, People of Latin American descent, LGBTQ people

Related Program

Lloyd M. Johnson, Jr Scholarship Program

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

In addition to the 6 scholarships, we award each year via the LMJ Scholarship Program, in 2020 we partnered with CLEO (Council on Legal Education and Opportunity) and fund 15 additional scholarships.

Number of organizational partners

This metric is no longer tracked.
Totals By Year
Population(s) Served

People of African descent, People of Asian descent, People of Latin American descent, LGBTQ people, Veterans

Type of Metric

Other - describing something else

Direction of Success

Increasing

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

MCCA is committed to advancing the hiring, retention, and promotion of diverse lawyers in law departments and law firms by providing research, best practices, professional development and training; and through pipeline initiatives. MCCA aims to diversify the legal profession and to make the next generation of legal leaders as diverse as the world we live in a reality.

MCCA's strategy is to provide various solutions to address the lack of diversity in the legal profession. Each solution will tackle one of the various diversity and inclusion issue in the legal profession. MCCA's strategy is to provide cutting-edge research that provides tools and best practices for firms and corporate legal departments and implement in their organizations. MCCA will host conferences and workshops to educate our law firm and corporate legal department members of various industry trends and best practices. Our conferences and networking events will provide our members with the opportunity to share their experiences and programs on diversity and inclusion with each other. MCCA will offer programs to help with professional development to prepare practitioners when dealing with diversity issues.

MCCA hosts its Creating Pathways to Diversity Conference which focuses on global diversity and inclusion, talent optimization, inclusive leadership, and management to bolster the promotion and retention of diverse attorneys. For individuals, there are workshops to improve rainmaking and business development skills, including the MCCA Pitch Session Network. MCCA Pitch Session Network allows corporate law departments to directly connect with diverse attorneys, diversify their client portfolios and assist in holding law firms accountable for their diversity efforts. MCCA also relaunched the Diversity Career Expo where prospective corporate employers can connect with diverse talent from all over the country while promoting their legal department as an employer of choice. Coinciding with the Creating Pathways to Diversity Conference, MCCA hosts its annual Diversity Gala. The funds raised from the Diversity Gala supports MCCA's research, conferences, and professional development programming throughout the year. The Gala features an awards program that highlights and honors individuals, corporate legal departments and law firms championing diversity and inclusion in the legal profession.

MCCA also hosts the Global TEC Forum which addresses diversity in the tech industry, the latest disruptions, and challenges facing the legal profession, and how emerging technologies are changing the practice of law. This Forum is a direct response to the lack of diversity in the tech industry and specifically to general counsels who shared that it was a challenge recruiting and hiring under-represented minorities for their departments and as outside counsel. Global TEC is a one-way MCCA is addressing these challenges by promoting the brightest women and diverse talent in the industry.

Additionally, MCCA hosts roadshows throughout the country, featuring thoughtful roundtables that focus on regional issues of diversity and inclusion, specifically recruiting, retention and promotion of diverse attorneys. These roadshows are an opportunity to engage the membership and connect with local leaders to learn about their concerns, share best practices, and discuss sustainable solutions.

MCCA launched its Inclusive Leader Program in partnership with Microsoft to address the growing need for diverse and inclusive leaders to disrupt homogeneity in legal leadership. To accrue the dividends that diversity and inclusion have the potential to produce, bold and inclusive leadership is required both on an individual and a systemic, organization-wide level.

MCCA also has a pipeline initiative, the LMJ Scholarship Program which seeks to nurture the academic and professional careers of outstanding law students and advancing the diversity pipeline to the legal profession.

MCCA further its mission by publishing research to recognize and promote diversity efforts related to best practices in the legal profession, and by honoring innovative diversity programs.

MCCA has been able to spread the message about diversity and inclusion in the legal profession. With the increase of social corporate activism, we will be able to capitalize and drive the momentum of diversity and inclusion initiatives in the legal profession. In the last year, we have increased our new membership and have partnered with others to tackle the issue of diversity in the legal profession. We have partnered with Microsoft to address the growing need for diverse and inclusive leaders to disrupt homogeneity in legal leadership. Moving forward into 2019, we are tackling corporate culture and addressing the needs there along with diversity and inclusion in the legal profession.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Community meetings/Town halls, Constituent (client or resident, etc.) advisory committees, Suggestion box/email,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve,

  • What significant change resulted from feedback?

    We consistently survey our members and event attendees in order to provide quality educational and professional development programming. As the nation moved to working and connecting remotely , we interviewed members and how we could provide more inclusive programming and events in a virtual environment. We learned about closed captioning for our live Zoom events and it will now be a staple for every conference moving forward due to the overwhelmingly positive feedback we received.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our community partners,

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, The people we serve tell us they find data collection burdensome,

Financials

Minority Corporate Counsel Association Inc
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Operations

The people, governance practices, and partners that make the organization tick.

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  • Compare nonprofit financials to similar organizations

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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Minority Corporate Counsel Association Inc

Board of directors
as of 1/18/2022
SOURCE: Self-reported by organization
Board chair

Ms. Wanji Walcott

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Term: 2021 - 2023

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Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 01/18/2022

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
Asian American/Pacific Islanders/Asian
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

No data

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 01/18/2022

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.