We have always seen the value of diversity in the legal profession. Our employees come from many different backgrounds and walk many different paths in their roles within the firm. We strive to support their success and professional development by creating a culture of belonging through our employee affinity groups. Our Diversity & Inclusion Network, Women's Impact Network, OutLaw, and the RACE Task Force were created to provide employees from historically underrepresented groups, and their allies, with a space for connection, education, and celebration.
Recently, we partnered with Diversity Lab to implement the Mansfield Rule, a pilot program aimed at increasing the number of lawyers from underrepresented groups in leadership roles. We are among a collective of leading law firms participating in this trailblazing program. And because of our work and contributions, various organizations dedicated to expanding and advancing the careers of women attorneys and attorneys of color have recognized our efforts over the years.
Diversity & Inclusion Network
Our commitment to inclusion by identifying, elevating and retaining diverse talent prompted the creation of the Diversity & Inclusion Network (DIN) in 1991. The DIN provides a collaborative environment where attorneys of color thrive and unique professional opportunities are identified and pursued.
The success of these efforts is evidenced both by the number of partners of color within the firm and the number of attorneys of color holding leadership positions: Our partnership is nearly a quarter attorneys of color and attorneys of color make up almost 60% of our non-partner ranks. The DIN offers workshops, events, mentoring programs, and a foundational approach to open, productive communication with both diverse and non-diverse personnel, all of which is dedicated to cultivating and fostering the growth and development of our diverse attorneys and administrative professionals.
Associates of Color
Partners of Color
Women's Impact Network
Our commitment to inclusion by identifying, elevating and retaining female talent prompted the creation of the Women's Impact Network (WIN) in 2010. The WIN provides a collaborative environment where women thrive and unique professional opportunities are identified and pursued.
The success of these efforts is evidenced both by the number of female partners within the firm and the number of women holding management and C-suite positions: Our partnership is nearly 40% female and female attorneys make up nearly 50% of our ranks. The WIN offers workshops, events, mentoring programs, and a foundational approach to open, productive communication with both women and men, all of which is dedicated to cultivating and fostering the growth and development of our female attorneys and administrative professionals. Because of our work and contributions, Seramount has named us as one of the Best Law Firms for Women since 2010, warranting a place on their Hall of Fame list.
RACE Task Force
Our Real Action Calling for Equality (RACE) Task Force was established in 2020 in response to the murders of George Floyd, Ahmaud Arbery, Breonna Taylor, and the countless other victims of police brutality and racism in our country. In contrast to our Diversity & Inclusion Network, which is primarily focused on community building and individual career development and support, the RACE Task Force is primarily focused on marshalling our resources and privilege to advance issues of racial and social justice and equity within our own firm, within the legal community, and within the communities where we live and work. In 2020, the RACE Task Force developed a multi-point plan for recommendations on work internal to the firm, work with law schools to develop the pipeline of diverse talent, initiatives in the private sector and with clients, partnerships with diversity-oriented professional organizations, and revamping of our pro bono program and social impact work in line with the goals of the Task Force. One of the recommendations of the RACE Task Force was the creation of our Chief Diversity, Equity, and Inclusion Officer (CDEIO) position, who we appointed in January 2021. Our CDEIO has taken over the RACE Task Force’s multi-point plan as our general strategic plan for DEI initiatives.
OutLaw was created to enhance the experience of our LGBTQ+ employees by promoting a sense of community and support through mentorship, networking and advocacy. We are committed to fostering a workplace inclusive of all types of diversity, which includes sexual orientation, gender identity, and gender expression. OutLaw is a space for the voices of our LGBTQ+ employees not only to be heard, but to be amplified. Allies are encouraged to join with open ears and minds and a desire to contribute to an environment of true belonging for all.
OutLaw welcomes attorneys and administrative professionals of all sexual orientations and identities. The group is meant to foster and support the well-being and career goals of our LGBTQ+ personnel. OutLaw is also focused on strengthening Hanson Bridgett's connection to the LGBTQ+ communities around us through outreach, financial support, and volunteerism.