Diversity Efforts in Action

We are not interested in the mere optics of diversity. Our desire to make the legal profession more representative and equitable as a whole, while also increasing diversity and inclusion among our own ranks, is reinforced by our real, tangible actions.

Our firm is currently headed by a female managing partner, our C-Suite is more than 50% women and nearly 30% LGBTQ+, 50% of our Section Leaders are women, and our leadership committees are more than 50% diverse. More than 60% of our entire attorney population are from backgrounds underrepresented in the legal profession. As an all-California firm, it is important that we reflect the great state in which we live and work.

Our real action approach also shows itself in our approach to recruiting, retention, and connection with the legal community. We look for talent at all schools local to our offices, as well as HBCUs, specifically in an effort to target more diverse student populations. We sponsor and participate in career fairs hosted by organizations that share the common goal of increasing diversity of all kinds in the legal profession. We encourage our attorneys to get involved in bar associations that do the same, and we pay their membership fees and offer billable credit for serving in leadership positions. We are proud to play a leading role in the California Minority Counsel Program (CMCP), Leadership Council on Legal Diversity (LCLD), Minority Corporate Counsel Association (MCCA), and many other organizations. We have received recognition from for our continued commitment to diversity in the legal profession from these organizations and numerous others. And we have obtained Mansfield Plus Certification every year since 2021.

Internally, we take real action to address inclusion and equity, including requiring unconscious bias training for all members of attorney evaluation committees, providing billable credit for DEI and other community work, conducting “stay” interviews, and implementing policies such as an expanded reduced time program, one of the most generous parental leave policies among the AmLaw 200, and a one-of-its kind sabbatical program for attorneys.

While we are proud of these efforts and believe we are a thought leader on these issues, DEI work is a journey and we believe there is still more work to be done, both internally and in the communities we serve. We meet the challenge head on as we integrate our DEI goals at every step.