DIVERSITY

AT DANIEL

Diversity was identified with one of the three most relevant values present in an exercise on culture performed with all employees this year. Diversity is also cited as one of the firm’s biggest differentials by almost all candidates who participate in our selection processes.

GENDER

DANIEL IS

LED BY 

A WOMEN

In 2018, Alicia Daniel-Shores, CEO and
Senior Partner, received the certification
issued by WEConnect International, which
recognizes women owned companies. A
criterion for this certification, in addition to
having female management, is that at least

51%

of the company’s shares
belong to women

We have gender balance in our overall
staff, as well as in leadership positions
and in corporate staff

WE HAVE

100%

wage parity,

at all hierarchical levels of
the office, both in relation to
gender and race.

Internal and external campaigns are often
carried out, with key stakeholders, on gender related topics including recurrent communications addressing domestic violence.

RACE

A  6%

increase in representation in just year, achieved trought the implementation of and official objective tied to the corporate bonus.

Furthermore, the goal of having

30%

OF SELF-IDENTIFIED
BLACK EMPLOYEES WAS
SUCCESSFULLY MET.

On International Afro-Latin American, Afro-Caribbean And Diaspora Women’s Day in 2021, Fernanda Felisberto (owner of the bookstore Kitabu) was invited to do the curatorship and provide children’s books, written by black women, which were sent to all daughters, sons, stepchildren and stepdaughters of
employees and partners of the firm. In total 78 children were benefitted;
The action was repeated on children’s day, also with the curatorship of Fernanda Felisberto. The new action included several intersections with Diversity, with more than 16 titles again benefitting 78 children;
The firm sponsored the trip of four young black women to United Nations Climate Change Conference (COP 26) in Glasgow in 2021;

Daniel sponsored the publication of a book containing a collection of articles written by 8 black women of different generations and backgrounds. To read Olhares Negros click here. The articles are published weekly in the publication Congresso em Foco.

Support for culture is key. The firm is sponsering the documentary “Nosso Sagrado”, which addresses the resignification of a collection of objects related to African stemming religions. The collection, which spent more than one hundred years seized and treated as an object of black magic, was in the possession of the Civil Police of Rio de Janeiro and will now be part of the collection of the Museum of the Republic.

LGBTQI+

Daniel has a Code of Conduct that sets out a zero-tolerance policy for discrimination as well as for sexual, moral, or other harassment. Employees are offered a reporting channel (conducted by an external provider) to ensure impartiality and anonymity in the complaints presented.

14%

of employees
declare themselves
as LGBTQIAP+.

Daniel, a signatory of the Forum on Business and LGBTI+ Rights, signed the “10 Company Commitments to promoting LGBTI+ Rights” that express an understanding of the role of companies, offer a work agenda for all and qualify demand in the relationship with the State and Civil Society.

We often carry out internal and external campaigns with key stakeholders on LGBTI+ related topics, including calls for awareness on the high rates of violence and discrimination this community faces and how to be a better ally inside and outside the work environment.

ACTIONS

SELECTION

Daniel’s recruitment and selection process requires candidates from diverse groups for all vacancies offered. This policy has increased the hiring of diverse professionals in the last two years by 40%.

PROCESS

The implementation of affirmative actions in the selection processes is foreseen in our police aiming to maintain the gender balance and increase the representativeness of black professionals in our office.

Daniel considers diversity, and equity and inclusion as determining factors in the supply chain and,
in addition to prioritizing the hiring of companies belonging to people from minority groups, also offers
help to suppliers in the development of solutions and products that enhance actions for diversity, equity and inclusion.
Daniel uses a platform that allows monitoring various indicators of demographics and HR practices in real time and quickly recognized the importance of including a diversity indicator. To this end, we carried out a project in partnership with the developer of the software that allowed it to include this functionality, being also incorporated in the provision of services to its other customers.
We conducted training with our press office so that D&I-related issues are treated as a priority in their interactions with the media (in the work done with Daniel, or with other clients who engage in D&I actions).

At Daniel, parental equity among employees is encouraged. An example of this was an internal event on parental equity and masculinity bringing a dynamic facilitated by MEMOH on Father’s Day.

A

3 YEAR

PLANNING CIRCLE

is carried out with objectives of diversity, equity, and inclusion. The plan addresses, among other issues: governance, education and training, communication, gender, race, LGBTQIAP+, people with disabilities, suppliers, customers, associations, and other stakeholders.

An social investment plan was initiated through a project with IDIS in 2021 in addition to the partnership with Symbiosis Social, which assists in the application of public investments from tax benefits.

RECOGNITION

In 2021, Daniel was recognized by Guia Exame as one of the most diverse law firms in Brazil

Daniel was recognized in the Gold category of the WEP Awards 2021, which focuses on promoting gender equity

Over the past years Chambers Diversity and
Inclusion recognized our firm’s initiatives:

In 2019,

In 2020,

it was recognized in the category “Most Innovative Program for Employee Health and Well-being”
it was recognized in the category “Outstanding Firm for Diversity and Inclusion”
Already in 2022, we were listed as one of the most diverse offices in Brazil in the ASG research promoted by the Partnership Ethos / Época Magazine

PARTNER

ISABELLA CARDOZO

institutionally represents the firm in D&I initiatives with the largest Intellectual Property Associations. She is a member of the ABPI Diversity Committee and participated in the INTA Presidential Task Force group for the biennium 2020/2021, which culminated in a series of recommendations for the association. Isabella is also part of the INTA’s Women Leadership Project, dedicated to developing female leadership.

AWARDS:

Chambers D&I 2022: winner in the category ‘Outstanding Contribution’.
In 2020, indicated in the category ‘Outstanding Contribution to Diversity & Inclusion (Of Counsel/Partner) (Brazil)’.
In 2019, indicated in the category ‘Outstanding Ally’.
WIPR’s Diversity 2021: Recognized as an ‘Influential Woman in IP’.
IP Stars: Top 250 Women in IP 2020, 2021 e 2022.
WIPR’s Diversity 2022: Recognized as ‘Diversity Champion’.
BOOK DIVERSITY DOWNLOAD

DIVERSITY

AT DANIEL

Diversity was identified with one of the three most relevant values present in an exercise on culture performed with all employees this year. Diversity is also cited as one of the firm’s biggest differentials by almost all candidates who participate in our selection processes.

GENDER

DANIEL IS

LED BY

A WOMEN

In 2018, Alicia Daniel-Shores, CEO and
Senior Partner, received the certification
issued by WEConnect International, which
recognizes women owned companies. A
criterion for this certification, in addition to
having female management, is that at least

51%

of the company’s shares
belong to women

We have gender balance in our overall
staff, as well as in leadership positions
and in corporate staff

WE HAVE

100%

wage parity,

at all hierarchical levels of
the office, both in relation to
gender and race.

Internal and external campaigns are often
carried out, with key stakeholders, on gender
related topics including recurrent
communications addressing domestic violence.

RACE

Furthermore, the goal of having

A  6%

increase in representation in just year, achieved trought the implementation of and official objective tied to the corporate bonus.

30%

OF SELF-IDENTIFIED
BLACK EMPLOYEES WAS
SUCCESSFULLY MET

On International Afro-Latin American, Afro-Caribbean And Diaspora Women’s Day in 2021, Fernanda Felisberto (owner of the bookstore Kitabu) was invited to do the curatorship and provide children’s books, written by black women, which were sent to all daughters, sons, stepchildren and stepdaughters of
employees and partners of the firm. In total 78 children were benefitted;
The action was repeated on children’s day, also with the curatorship of Fernanda Felisberto. The new action included several intersections with Diversity, with more than 16 titles again benefitting 78 children;
The firm sponsored the trip of four young black women to United Nations Climate Change Conference (COP 26) in Glasgow in 2021;

Daniel sponsored the publication of a book containing a collection of articles written by 8 black women of different generations and backgrounds. To read Olhares Negros click here. The articles are published weekly in the publication Congresso em Foco.

Support for culture is key. The firm is sponsering the documentary “Nosso Sagrado”, which addresses the resignification of a collection of objects related to African stemming religions. The collection, which spent more than one hundred years seized and treated as an object of black magic, was in the possession of the Civil Police of Rio de Janeiro and will now be part of the collection of the Museum of the Republic.

LGBTQI+

Daniel has a Code of Conduct that sets out a zero-tolerance policy for discrimination as well as for sexual, moral, or other harassment.
Employees are offered a reporting channel (conducted by an external provider) to ensure impartiality and anonymity in the complaints presented.

14%

of employees
declare themselves
as LGBTQIAP+.

Daniel, a signatory of the Forum on Business and LGBTI+ Rights, signed the “10 Company Commitments to promoting LGBTI+ Rights” that express an understanding of the role of companies, offer a work agenda for all and qualify demand in the relationship with the State and Civil Society.

We often carry out internal and external campaigns with key stakeholders on LGBTI+ related topics, including calls for awareness on the high rates of violence and discrimination this community faces and how to be a better ally inside and outside the work environment.

ACTIONS

SELECTION
PROCESS

Daniel’s recruitment and selection process requires candidates from diverse groups for all vacancies offered. This policy has increased the hiring of diverse professionals in the last two years by 40%.

The implementation of affirmative actions in the selection processes is foreseen in our police aiming to maintain the gender balance and increase the representativeness of black professionals in our office.
Daniel considers diversity, and equity and inclusion as determining factors in the supply chain and,
in addition to prioritizing the hiring of companies belonging to people from minority groups, also offers
help to suppliers in the development of solutions and products that enhance actions for diversity, equity and inclusion.

Daniel uses a platform that allows monitoring various indicators of demographics and HR practices in real time and quickly recognized the importance of including a diversity indicator. To this end, we carried out a project in partnership with the developer of the software that allowed it to include this functionality, being also incorporated in the provision of services to its other customers.

 

We conducted training with our press office so that D&I-related issues are treated as a priority in their interactions with the media (in the work done with Daniel, or with other clients who engage in D&I actions).

 

At Daniel, parental equity among employees is encouraged. An example of this was an internal event on parental equity and masculinity bringing a dynamic facilitated by MEMOH on Father’s Day.

 

A

3 YEAR

PLANNING CIRCLE

is carried out with objectives of diversity, equity, and inclusion. The plan addresses, among other issues: governance, education and training, communication, gender, race, LGBTQIAP+, people with disabilities, suppliers, customers, associations, and other stakeholders.

An social investment plan was initiated through a project with IDIS in 2021 in addition to the partnership with Symbiosis Social, which assists in the application of public investments from tax benefits.

RECOGNITION

In 2021, Daniel was recognized by Guia Exame as one of the most diverse law firms in Brazil

Daniel was recognized in the Gold category of the WEP Awards 2021, which focuses on promoting gender equity

Over the past years Chambers Diversity and
Inclusion recognized our firm’s initiatives:

In 2019,

it was recognized in the category “Most Innovative Program for Employee Health and Well-being”

In 2020,

it was recognized in the category “Outstanding Firm for Diversity and Inclusion”

Already in 2022, we were listed as one of the most diverse offices in Brazil in the ASG research promoted by the Partnership Ethos / Época Magazine

PARTNER

ISABELLA CARDOZO

institutionally represents the firm in D&I initiatives with the largest Intellectual Property Associations. She is a member of the ABPI Diversity Committee and participated in the INTA Presidential Task Force group for the biennium 2020/2021, which culminated in a series of recommendations for the association. Isabella is also part of the INTA’s Women Leadership Project, dedicated to developing female leadership.

AWARDS:

Chambers D&I 2022: winner in the category ‘Outstanding Contribution’.
In 2020, indicated in the category ‘Outstanding Contribution to Diversity & Inclusion (Of Counsel/Partner) (Brazil)’.
In 2019, indicated in the category ‘Outstanding Ally’.
WIPR’s Diversity 2021: Recognized as an ‘Influential Woman in IP’.

IP Stars: Top 250 Women in IP 2020, 2021 e 2022.

WIPR’s Diversity 2022: Recognized as ‘Diversity Champion’.
BOOK DIVERSITY DOWNLOAD