• 7
  • 130+
    Years helping the West’s entrepreneurs and largest businesses
  • 2019

    Best Lawyers in America®

Welcome from the Fennemore Craig Diversity and Retention Council.

Our diversity strategy is not limited to the creation of a Diversity Council. Rather, diversity and inclusion are foundations of our values and of our business plan. Our strong commitment to inclusion at all levels of the firm permeates how we do business, treat our clients and treat one another.

Traditionally, law firm diversity has been thought of as including efforts to attract and retain minorities and women. We are actively working to recruit, develop and retain a diverse mix of talented attorneys and staff. We understand that everyone falls somewhere on the diversity spectrum; therefore, our goal is not only to welcome and include minorities, women, and others who have historically been underrepresented in law firms, but also to make sure that all of our clients, attorneys, and staff members feel welcome. For more information regarding our inclusive firm culture, please click on the following:

  • Firm Leadership

    As with any successful business initiative, Fennemore Craig's diversity strategy begins with leadership. Fennemore Craig's Management Committee recognizes that our success in sustaining a dynamic and inclusive firm culture depends upon our ability to recruit, retain, develop and advance a diverse pool of talented lawyers and staff.

  • A History of Inclusion

    Perhaps the best evidence of success of our Diversity Strategy lies in the number of minority and women directors and in the number of leadership positions held by minorities and women. We have a strong track record of advancing women and minority lawyers to positions of leadership within the firm and within the legal community.

    We hired our first female attorney in 1974 when few women were licensed to practice law. In 1980, we were one of the first Arizona law firms to elect a female director. In the late 1980s, we became one of the first large law firms in the Southwest to appoint a woman to its Management Committee.

    OUr tradition of inclusion permeates its culture to this day. Sarah Strunk is a director and serves as Chair of the firm’s Board of Directors and both Susan Wissink and Kim Arana serve on our five-person Management Committee. Additionally, Kathy Hancock serves as the firm’s Executive Director and 32 percent of our attorneys are women who make up 25 percent of the firm’s director ranks. Approximately 8 percent of the directors and 19 percent of the associates are members of minority groups. In April 2015, Law360, for the first time ever, ranked the 100 best U.S. law firms for women, based on the firm’s female representation at the partner and nonpartner levels and its total number of female attorneys. We were ranked #22 nationally by Law360.

    Women and minorities hold key leadership positions within the firm and manage a number of our top client relationships. Lynn Fulstone and Ann Morgan, serve on the firm’s Compensation Committee. Dawn Meidinger is chair of the Natural Resources, Energy and Environmental practice. Cathy Reece is chair of the Financial Restructuring, Bankruptcy & Creditors’ Rights practice group. Amy Abdo is chair of the Litigation Section of the firm, and a member of the firm’s five person Management Committee. Kimberly Arana is the Managing Partner of the firm's Nogales office. Of 89 attorneys whose skill and talent led them to be chosen by their peers for inclusion in the 2017 Best Lawyers in America® list, 23 are women and minorities.

  • Recruiting, Retaining, Developing and Advancing a Diverse Mix of Talented Attorneys and Staff

    We actively seek to recruit, retain, develop and advance a diverse mix of talented lawyers and staff through various initiatives, including scholarship, internship, training and mentoring opportunities. As part of these initiatives, we participate in:

    • Arizona State University's Annual Diversity Scholarship Program, including pairing each scholarship recipient with an attorney mentor;
    • Diversity legal writing internship programs at Arizona State University, the University of Arizona, and Arizona Summit Law School;
    • A formal mentoring program for all associates and of counsel attorneys;
    • Training for mentors and mentees to ensure productive and effective mentor/mentee relationships;

    We also have developed the Fennemore Craig Leadership Institute emphasizing information and training focusing on internal and external client service, confidentiality, professionalism in the law firm, law firm image and personal growth.

    Finally, we support work-life balance through policies such as reduced-schedule options, an employee assistance program, and a parental leave policy. We are also focused on individual growth and improving the health and well-being for all of our colleagues.

    Our attorneys have been awarded for their contribution to the community.


    • Phillip Fargotstein, 2015 Diversity Leader by Diversity Journal for his role as Chief Diversity Officer on Fennemore Craig’s Diversity Council
  • Commitment to the Community

    Our attorneys and staff are known as leaders throughout the communities where they live and work. They are active in more than 400 professional, civic and philanthropic organizations. In addition, the firm has an active Pro Bono Committee, which coordinates pro bono services in the communities where the firm has offices.

    Our involvement ranges from service as officers in the American Bar Association to chairing state bar organizations, as well as a wide range of board of directors for non-profit and civic organizations. We annually support minority bar organizations, including AAABA (Arizona Asian American Bar Association) and Los Abogados Hispanic Bar Association, and tables at events for organizations such as the National Association of Asian American Professionals (NAAAP) and the National Asian Pacific American Bar Association (NAPABA). We generously contribute to worthwhile charitable organizations, concentrating on those in which firm attorneys and staff are personally active.


    We have participated in a pioneering joint study on Achieving Long-Term Careers for Women in the Law. This study stems from an American Bar Association (ABA) Presidential Initiative sponsored by the ABA and ALM Intelligence. The joint ABA/ALM effort focuses on key factors that influence law firms and individual attorneys within firms in fostering long-term careers for women in private practice. 500 of the nation’s largest law firms, including Fennemore Craig will provide recommendations on best practices for retaining and advancing experienced female attorneys into upper levels of the profession.


    We are supporting a first-of-its-kind national survey of diversity and inclusion of lawyers sponsored by the American Bar Association (ABA), in conjunction with the Burton Blatt Institute at Syracuse University. The survey’s purpose is to identify the biases encountered by LGBT+ and/or disabled attorneys in the legal profession and to help develop and implement strategies to ameliorate such biases. ABA President, Linda Klein states, “This study is integral to the ABA’s continuing efforts to promote the full and equal participation of all diverse persons, including LGBT+ lawyers and lawyers with disabilities, in the association and the legal profession as a whole."

  • Diversity Council Leadership


    Tyre Gray | Associate

    Las Vegas
    P 702.791.8230
    F 702.791.8242