Gonzalez Saggio & Harlan Core Values Statement:

Clients as Partners, a core value.

We want to provide greater value to those we service, as well as greater value to members of our own firm when compared to other law firms or employers. We will always strive to consider client concerns from their vantage point. We will endeavor to partner with clients to help them service and better understand communities they may not know well.

Employee Self Actualization, a core value.

We help our employees realize their individual talents. Implicitly, we treat every attorney and staff member with respect. We work to help employees at GSH realize their greatest potential personally, professionally and monetarily beyond the traditional model in our industry. Respect for each member of the firm requires the most senior attorneys lead by example, including the way in which they communicate with each other.

Diversity & Community, a core value.

GSH believes that it must utilize and recruit from the entire resources of the community to best service clients and maximize opportunities. GSH has a history of being a national leader in diversity within the legal profession. We need to continue to emphasize and strengthen our diversity as a distinct advantage throughout our firm. This includes tying our diverse nature into community leadership. This also means we should invest to position ourselves and our firm image nationally as the leader in diversity that readily transcends legal services. Our clients should see our diversity as part of their value added. Our communities should come to recognize us as diversity problem solvers.

Creativity, a core value.

GSH encourages every attorney to take risks when appropriate in their efforts to service clients and to also distinguish itself as a leader. This is best accomplished from an economically sound base.

Diffused Management Style, a core value.

Whenever reasonable, GSH encourages a culture of decision-making and responsibility in a dispersed manner as opposed to a centralized process. We want decisions and accountability at the lowest reasonable levels to free up resources of senior GSH staff. We want people to take ownership of GSH for their area of responsibility. This type of approach will invite the maximum use of talent and development of leadership skills. As such, we identify and maintain certain key functions that require central decision making at the top of GSH management, such as hiring or marketing. We empower attorneys and staff to be responsible for decisions relating to non-key functions. We want a culture that makes use of the best practices and individual talents brought to the firm by its people.