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2023 DEI Initiatives at Top Charlotte Law Firms

published February 07, 2023

By Author - LawCrossing
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( 8 votes, average: 4.8 out of 5)
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2023 DEI Initiatives at Top Charlotte Law Firms

Overview of Diversity, Equity, and Inclusion Efforts at Leading Charlotte Law Firms


The latest Charlotte Business Journal ranking of local law firms lists Moore & Van Allen as the largest in the area, with 323 lawyers in its Charlotte office. Coming in second is McGuireWoods, with 176 local attorneys. Rounding out the top five are Robinson Bradshaw, Alston & Bird, and Parker Poe Adams & Bernstein.

Of the local attorneys at Moore & Van Allen, 126 are women, which includes 31 partners. This represents 39% of the firm's local lawyers and 19% of the local partners.

McGuireWoods, one of the top five largest firms in Charlotte, has the highest representation of women in both attorney and partner positions at 43% and 32% respectively. During a survey on diversity, equity, and inclusion in key leadership roles, several firms in the area announced their implementation of the Mansfield Rule. These firms include Burr & Forman, Katten, McGuireWoods, Moore & Van Allen, Parker Poe Adams & Bernstein, and Robinson Bradshaw.

The Mansfield Rule is a certification process created by Diversity Lab which requires law firms to increase diversity in their recruitment and promotion practices. To achieve certification, at least 30% of candidates for leadership and governance roles, lateral openings, equity partner promotions, and pitch opportunities must come from diverse groups, including women, underrepresented racial/ethnic groups, LGBTQ+, and individuals with disabilities.

In 2023, Charlotte-area law firms are taking additional steps to increase DEI among their leadership, with initiatives yet to be determined.

Moore & Van Allen: Mansfield Certification & Cultural Assessment

In 2023, Moore & Van Allen (MVA) will continue their efforts towards achieving Mansfield Certification and will also launch the second phase of their cultural assessment in 2022. This phase, known as Workstreams, will focus on enhancing mentoring programs, creating pathways for success, improving staff satisfaction, and incorporating informal attorney feedback. Additionally, MVA will establish a business resource group focused on the LGBTQ+ community, in addition to the existing groups for Hispanic and Latino Lawyers, Asian Pacific American Lawyers, Black Attorney, and Women of Moore & Van Allen. The firm will also implement guidelines for gender transition/affirmation processes, which were developed in the previous year. — Stephanie Gryder, Senior Manager of Diversity and Community Initiatives.

McGuireWoods: Increasing Diversity in New Hires and Leadership

McGuireWoods' Diversity and Inclusion (D&I) Committee, led by partner Ken Neighbors, is actively working with the firm's attorney recruitment department to increase diversity among new hires and summer associate classes. This collaboration has led to summer associate classes that have been over 70% diverse for the past two years. Furthermore, the Diversity Action Council at McGuireWoods continues to promote the advancement of diverse attorneys in leadership positions, promotions, and development opportunities by making effective use of all firm resources. — Rosanna Koppelmann, Director of Diversity and Inclusion.

Robinson Bradshaw: Equity Impact Circles & Mansfield Rule Certification
 
This year, the firm is offering equity impact circles and several pieces of training on topics such as interrupting implicit bias and racial equity. Robinson Bradshaw is also participating in the Mansfield Rule certification process and tracking toward the 6.0 year. The firm's affinity groups will continue to provide opportunities for members and employees to connect, network, and learn through educational programs.
 
Alston & Bird: Practice Group Diversity Partner Program
 
The firm is dedicated to its Practice Group Diversity Partner program with quarterly reports for accountability. The focus will remain on recruiting and hiring diverse law students and lateral attorneys.
 
Parker Poe Adams & Bernstein: Pursuing Mansfield Rule Certification
 
The firm is pursuing Mansfield Rule certification from Diversity Lab to increase diversity in law firm leadership. The firm will focus on data tracking and analysis for recruitment and retention and also double down on the DEI training series.
 
Cadwalader Wickersham & Taft: Improving Diversity Programs
 
The Diversity Oversight Committee, chaired by the Managing Partner, will work on improving existing diversity programs and establish new initiatives to impact diverse attorneys by expanding opportunities in retention, promotion, career, and business development.
 
Burr & Forman: Continuing Mansfield Certification & Integrating DEI & Recruitment Teams
 
The firm is committed to continuing its Mansfield Certification and integrating the DEI team with the recruiting team to identify diverse candidates. The firm plans to expand its outreach to diverse student groups and offer robust training and education programs throughout the year.
 
Cranfill Sumner: Emphasizing Mental Health & Intersectionality
 
The Diversity, Inclusion & Belongingness Committee will continue recruiting and mentoring programs and focus on mental health, gender and language sensitivity, and intersectionality (gender and race/discrimination and privilege). A women's initiative retreat for women attorneys will offer meaningful connections, leadership training, and support for their success.
 
Katten: Expanding DEI Programs & Partnering with SEO Law
 
The firm is expanding existing programs to further its commitment to DEI. The firm is partnering with SEO Law to provide a pathway to legal careers for underrepresented attorneys and expanding its sponsorship program to help advance underrepresented senior attorneys' careers and broaden their networks.
 
Littler: Focusing on Diverse Recruitment & Promoting Diverse Attorneys in Leadership
 
The firm will always seek opportunities to move the needle on diversity, equity, and inclusion. Littler focuses on enhancing efforts to recruit diverse attorneys, providing opportunities for them to excel, and creating a pipeline to promote diverse attorneys in management and leadership tracks.

published February 07, 2023

By Author - LawCrossing
( 8 votes, average: 4.8 out of 5)
What do you think about this article? Rate it using the stars above and let us know what you think in the comments below.