Businesses of all types and sizes throughout the United States, Mexico and beyond bring their disputes to Gardere's litigation team and receive practical, responsive, boutique-style attention in return. Our clients have access to the firepower and value of a well-known and highly-regarded Firm's capabilities and interdisciplinary strengths.
Gardere has a national and international energy practice formed around our Energy Industry Team, which is a multidisciplinary group of approximately 60 attorneys with diverse backgrounds, experience and skills specific to the energy industry. Our team includes attorneys who have served as in-house counsel for major energy companies, providing a depth of insight into our clients' needs, issues and concerns. We understand and regularly practice in virtually every sector of the energy, and we represent a wide variety of industry participants from multinational corporations to individuals.
From our offices in the United States and Mexico, our International Practice helps clients operate in today’s global economy. We have more than 30 professionals operating as a boutique within an Am Law 200 law firm and are able to provide focused service with the resources of a large firm. We understand that clients who are engaged in the global marketplace need lawyers who can operate seamlessly across multiple jurisdictions. Our international experts are multi-lingual, are culturally fluent and intimately familiar with various legal systems across the world, especially those in Latin America. Whether you need help with commercial transactions, regulatory matters, customs and import regulations, immigration matters, M&A and joint ventures, international disputes, or international tax planning, Gardere’s international team is here to assist you.
We represent domestic and foreign private funds in all aspects of fund formation, fund operations, platform and add-on acquisitions, and portfolio company operations. Our team has a reputation for being the go-to-lawyers for private equity funds, hedge funds, venture capital funds and family offices. We are known for our vast deal experience, the efficient way we staff and manage our work, and the way we maintain our relationships. We get deals done with sophisticated, strategic, and practical advice tailored to the needs of our clients.
*Not admitted to practice law.
The Alliance for Board Diversity released its 2010 Diversity Census on May 2, 2011. The report, entitled “Missing Pieces: Women and Minorities on Fortune 500 Boards” (PDF), indicates that little has changed since the Alliance’s first census in 2004. While women represent a majority of the U.S. population and racial and ethnic minorities together are over one third of the U.S. population (and growing faster than the white majority), the new census indicates that “white men continue to dominate corporate boards and have, in fact, increased their presence since 2004.”
Looking at Fortune 100 companies, the Census found that 72.9% of directors in 2010 were white men, an increase from 71.2% in 2004. Overall, men dominated the boardroom with 82% of directors, compared to 83.1% in 2004. The picture is even bleaker among Fortune 500 companies, where 77.6% of the directors were white men in 2010 and a total of 84.4% were men. Only 15 Fortune 500 companies had men, women, African-Americans, Asian-Pacific Islanders, and Hispanics on their boards based on the 2010 information.
With the release of the 2010 Census, SEC Commissioner Luis A. Aguilar issued a statement bemoaning that while there are more qualified diverse board candidates than ever before, corporate boardrooms have in fact become more resistant to gender and racial/ethnic diversity. A week earlier, Commissioner Aguilar addressed the lack of diversity in a keynote speech to the 2011 Hispanic Association of Corporate Responsibility—Corporate Directors Summit. Speaking to the SEC’s 2009 rule regarding diversity disclosure, he pointed to the results of a recent SEC staff review. The two primary areas of weakness identified in the disclosure were (1) a failure to disclose important information, including about a company’s “informal” diversity policy (which still requires disclosure), and (2) where there is disclosure of a policy, incomplete information regarding the evaluation of the policy’s effectiveness.
OUR TAKE: Both common sense and various studies indicate that any group can benefit from diversity of experience and backgrounds among its members, and that diversity can translate into economic benefits to businesses. Both investors and the SEC are increasingly focused on diversity. Corporate boards cannot afford to be complacent on this issue. And the complaint that there are no qualified diversity candidates rings hollow. There are a variety of resources available as well as personal networks and relationships to mine for qualified diversity candidates that will enhance a corporate boardroom and benefit the company.
The publications contained in this site do not constitute legal advice. Legal advice can only be given with knowledge of the client's specific facts. By putting these publications on our website we do not intend to create a lawyer-client relationship with the user. Materials may not reflect the most current legal developments, verdicts or settlements. This information should in no way be taken as an indication of future results.
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