Diversity & Inclusion
At Davis Wright Tremaine, we believe "Inclusion is Everyone’s Business." As part of our growing diversity and inclusion initiatives, our firm recently enrolled in the Mansfield Rule 3.0 Certification Process.
Inspired by the NFL's Rooney Rule, the Mansfield Rule mandates 30 percent of all candidates considered are women, lawyers of color, lawyers with disabilities, and LGBTQ+ lawyers for partner promotions, recruitment searches, firm leadership, and formalized pitch opportunities. Our firm is currently in the certification process and aims for certification at the end of July 2020.
To help accomplish our mission, Davis Wright Tremaine has partnered with a number of leading associations, organizations, and programs helping to promote diversity and inclusion in the legal community.
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About the Fellowship
Apply for the DWT Pre-Law Diversity Fellowship!
A one-year fellowship sponsored by Davis Wright Tremaine for students of color and/or those from diverse or underrepresented communities interested in a legal career as an attorney, paralegal, support staff and more.
- Two-day legal immersion seminar at Davis Wright Tremaine in Seattle
- $200 fellowship stipend and meals included
- Ground transportation and lodging for those outside of King County
- Assignment of an attorney/paralegal mentor
- Quarterly cohort meetings (both in person and by phone)
- Those who pursue the attorney path, upon completion of the fellowship as outlined above, will receive a fully funded LSAT preparatory course
- Must be a current sophomore or junior at a college or university in Washington state
- Open to applicants of color and/or those from diverse or underrepresented backgrounds
About DWT and our Fellowship
Frequently Asked Questions
When are applications due?
How do I submit my application?
Who is eligible?
I attend school outside of Seattle, am I still eligible?
When will I know if I’m accepted?
When does the program start?
I have other questions, who do I contact?
What documents do I need to apply?
What questions will be asked on the application?
We will ask you to:
- Share any work, volunteer, club, etc. experience(s) (either in resume form or in no more than one page)
- Tell us about yourself. Why are you interested in exploring a career in the legal field? What experience do you have in the legal field so far, if any, and what contributions do you hope to make in the future?
- Describe (a) what you hope to gain from participating in the fellowship and (b) what your professional goals are for the next 5-10 years.
The information you disclose will be reviewed by the faculty and selection committee only, it will be kept in confidence, and will not be disclosed to other program participants.
Fundamental to our success
Diversity and inclusion are what enable us to work smarter, bring out the best of what each individual has to offer, and ultimately build strong and lasting connections with each other, our clients, and our communities.
We are committed to building a law firm where talented professionals of all backgrounds can flourish and succeed. We recognize that one size does not fit all and our goal is to make sure that creativity and innovation are encouraged and rewarded. We strongly believe that diversity and inclusion are fundamental to these efforts. We acknowledge there is hard work ahead, but we are on our way. We hope you’ll join us in our efforts.
To me, diversity breeds awareness because it enlightens your perspective on all aspects of life. I'm blessed to work at a firm that embraces the value that diversity brings to my professional and personal relationships, not only among DWT colleagues but clients as well.
Firms, like Davis Wright Tremaine, that embrace flexible work arrangements are setting themselves, and me, up for success.
The tremendous value of a diverse law firm should not be minimized. A workplace where different views are represented and everyone's talents are valued results in more innovative, superior client service. Being inclusive isn't just the right thing to do. It provides an important and unmistakable competitive advantage.
Attorney Affinity Groups
Attorneys of Color
The Attorneys of Color affinity group is a space where attorneys who identify as ethnically/racially diverse can come together to share ideas on topics that include mentorship and sponsorship, connecting with diverse bar associations and organizations, networking, career advancement., business development, and the barriers and solutions unique to those who identify with this group.
Davis Wright Tremaine pioneered a cross-mentoring program with one of our top corporate clients in 2012, which was expanded to include other Seattle law firms. By matching diverse firm associates with in-house counsel mentors, the mentorship program sought to improve retention and enhance client service.
Our Attorneys of Color affinity group members work together to create other initiatives partnering with clients to provide leadership, cross-mentoring, and other valuable career development opportunities. One of the group’s goals is to promote an inclusive environment that allows all attorneys to succeed and grow professionally, regardless of their race or cultural or ethnic background.
DWT’s LGBTQ affinity group provides support, mentoring and networking opportunities for lesbian, gay, bisexual, transgender, and queer attorneys. The group’s mission is to create and maintain a work environment that values and acknowledges the talents and contributions of LGBTQ attorneys and allows them to express their full identities.
The group also helps recruit and groom future LGBTQ leaders at DWT, supports LGBTQ issues in the legal field, and advocates for policy and cultural change in our broader communities. DWT has consistently been recognized as one of the country’s “Best Places to Work for LGBTQ Equality” by the Human Rights Campaign Corporate Equality Index.
The aptly named Senior Attorneys Group in Excellence (SAGE) affinity group provides a collegial, respectful, empathetic, informative, supportive, and safe setting for DWT senior lawyers to explore interests and needs specific to its constituents. The group is targeted at those with 35-plus years of practice and often incorporates our retired attorneys in gatherings and discussions.
Succession and retirement planning are part of the group’s initiatives, exploring ideas and sharing information in support of those senior lawyers who are interested in winding down or shifting the focus of their practice. The group strives to ensure that the firm’s commitment to inclusion includes taking advantage of its wise elders in meaningful ways.
The Veterans affinity group seeks to provide support, mentorship, and pro bono opportunities for veterans within the firm and to facilitate veteran job placement for those looking to join the firm. In addition, the group is working to serve veterans in the community through use of firm resources and by developing a network of like-minded organizations to assist in veteran-focused service initiatives.
We value the experience and perspective our veterans bring to the firm and actively pursue opportunities to leverage their unique skill sets. As part of our broader goals discussed above, the Veterans affinity group strives to create intentional dialogue with firm management about the capabilities, interests, and business opportunities that are specific to veterans, as well as the challenges they face and how our firm can work to address them.
The DWT Women’s affinity group is focused on developing and retaining women at every level of the firm. The group has launched a dozen peer mentoring circles where women share their experiences and develop strategies for professional development. The affinity group also sponsors programs and initiatives targeted at practical steps women attorneys at the firm can take to grow their skills, professional networks, and practices.
In 2016, DWT launched Project W, a dynamic and multifaceted initiative that helps female founders build great companies and helps women take their place in the C-Suite and the boardroom. Through partnerships with like-minded organizations across the country; our national network of investors, founders, and business executives; and our own programming, Project W provides women the tools, resources, and connections they need to succeed. Project W is empowering the next generation of women leaders at DWT by doing our part to support the next generation of women clients.
Leading the Way
72%of the executive management committee is diverse*