We are committed to developing and advancing women, people of color, LGBTQ+ individuals, people with disabilities, and other underrepresented populations. Beginning with Mansfield Certification Plus designation to meaningful diversity pipeline recruiting initiatives to mentorship and sponsorship, we seek to train, develop, and promote our talent.
We have several programs to develop the pipeline of diverse talent, including our Pre-Law Diversity Fellowship, 1L Diversity Scholarship Program, Gregoire Fellows Program, and many more. We also recruit from Historically Black Colleges and Universities (HBCUs), directly connect with diverse law student organizations, and participate in diverse career fairs for law students and lawyers.
The Mansfield Rule measures whether law firms have affirmatively considered at least 30% women, attorneys of color, LGBTQ+, and lawyers with disabilities in various categories. The Plus designation indicates that in addition to meeting or exceeding the baseline requirements, we have successfully reached at least 30 percent diverse lawyer representation in a notable number of our current leadership roles.
Our Partner Mentor Program pairs each associate with a more experienced attorney; our client cross-mentoring program matches diverse associates with in-house counsel mentors; and our peer liaison program matches lateral associates with peers to help with integration.
Hear From Us
Davis Wright's director of practice management, Tanea Foglia explains the importance of the firm's Tech Equity Hub, which she leads and which helps accelerate Black and Latinx women entrepreneurs.
Michael Nguyen, director of attorney talent acquisition, reflects on the importance of a diversity-driven hiring process.
Jaime Drozd, a member of the firm's executive committee and co-chair of the firm's litigation group, recounts how the litigation team has become significantly more diverse and how that benefits clients and the firm.