Press Releases

 

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78 Law Firms Recognized For “Tipping the Scales” Towards Gender Parity In Their 2023 New Partner Classes

2023 New Partner Report Shows 3.5% Increase in Women New Partners

Washington, DC (November 3, 2023) – Today, the Diversity & Flexibility Alliance released the results of its 2023 New Partner Report, a compilation of public data related to the gender breakdown of attorneys promoted to partner in US and global law firms. Yesterday, the seventy-eight law firms that had 50% or more women in their 2023 new partner class, globally and/or US-based, were recognized as “Tipping the Scales” and honored at the Alliance’s annual conference.

The Report revealed that 43.7 percent of new partners from 196 major US law firms in 2023 were women, representing a substantial increase of 3.5% from last year’s 40.2%. Accounting for increased globalization of the legal industry, this year’s report also includes global new partner promotion data for the first time. Globally, women accounted for 43.3% of new partners.

Other highlights include:

  • Since 2012, when the Alliance began compiling this data, the share of women new partners has increased 10.5 percentage points (from 33% in 2012 to 43.7% in 2023).
  • The share of firms with 50% or more women in their new partner class increased from 27.6% last year to 38.3% this year.
  • The gap in the share of new women partners compared to the share of women associates decreased from a gap of 8.1% in 2022 down to 5.7% this year.
  • Alliance member firms achieved a 2.6% higher share of women new partners than the overall US-based percentages (46.3% vs 43.7%).

“I’m optimistic about the overall upward momentum of the percentage of women in new partner classes in the US and globally,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “However, law firm leaders must continue to be intentional about developing strong, equitable systems for recruitment, work distribution, mentorships, training, pay and evaluations to maintain and grow their gender parity in leadership,” she added. “Once again this year, I’m immensely proud of the Alliance member firms who consistently prioritize flexibility, wellbeing, engagement, diversity, equity, and inclusion, and achieve higher percentages of women partners.”

The Alliance’s New Partner Report, which is released in full to its members, is a yearly compilation of data from the nation’s largest and top-grossing law firms examining the gender breakdown of attorneys promoted to partnership in their U.S. offices.  The data is based upon publicly available firm announcements and other self-reported sources on new partner classes with an effective date of promotion between October 1, 2022, and September 30, 2023.

The “Tipping the Scales” firms recognized for having 50% or more women in their 2023 new partner class included:

1. Akin

2. Armstrong Teasdale

3. Arnold & Porter***

4. Atkinson, Andelson, Loya, Ruud & Romo

5. Baker Donelson

6. Barnes & Thornburg

7. Beveridge & Diamond

8. Bilzin Sumberg

9. Bond Schoeneck

10. Bracewell*

11. Bradley

12. Brownstein

13. Burns & Levinson

14. Burr & Forman

15. Chapman and Cutler

16. Choate

17. Cleary Gottlieb

18. Cole Schotz

19. Covington

20. Crowell & Moring**

21. Davis Polk

22. Davis Wright Tremaine***

23. Day Pitney

24. Debevoise*

25. Dechert*

26. Dentons

27. Dykema

 

 28. Epstein Becker & Green**

29. Faegre Drinker

30. Finnegan

31. Fish & Richardson

32. Fisher Phillips

33. Goldberg Segalla

34. Goodwin

35. Goulston & Storrs

36. Greenspoon Marder

37. Hodgson Russ

38. Hogan Lovells*

39. Honigman

40. Ice Miller

41. Jackson Lewis**

42. Jenner & Block*

43. Jones Day**

44. Kelley Drye

45. Littler**

46. Locke Lord

47. Loeb & Loeb*

48. Lowenstein

49. Manatt*

50. Mayer Brown

51. McDermott Will & Emery

52. McGuireWoods

53. Miller & Chevalier**

 54. Morrison & Foerster

55. Munger, Tolles & Olson

56. Offit Kurman

57. Ogletree Deakins*

58. Orrick

59. Parker Hudson

60. Perkins Coie*

61. Phelps Dunbar

62. Porter Wright

63. Robins Kaplan

64. Saul Ewing

65. Seyfarth*

66. Shutts & Bowen*

67. Smith Gambrell

68. Spencer Fane

69. Stoel Rives*

70. Thompson Hine

71. Troutman Pepper

72. Venable

73. Weil*

74. White & Case*

75. Wiggin and Dana

76. Williams Mullen

77. WilmerHale*

78. Wilson Elser

*One asterisk is next to firms that have been recognized as “Tipping the Scales” firms for three years.
**Two asterisks are next to firms that have been recognized as “Tipping the Scales” for four years.
***Three asterisks are next to firms that have been recognized as “Tipping the Scales” for five years.
Diversity & Flexibility Alliance Member Firms are bolded.

For more than a decade, the Diversity and Flexibility Alliance has collaborated with organizations to develop inclusive flexible working cultures that cultivate diversity in leadership, drive workplace wellbeing, and foster a more humanized work experience.  The Alliance provides practical research-based solutions, customizable training programs, strategic advisory services and a peer-learning network that increase organizational effectiveness through diversity and flexibility.

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DEI LEADERS TO BE HONORED AS CULTURE CATALYSTS

Inaugural Awards to be Presented at Alliance Conference on November 2

Washington, DC (October 6, 2023) – The Diversity & Flexibility Alliance has announced that Maja D. Hazell, Managing Director of D. E. Shaw & Co., L.P. and Head of Diversity, Equity, and Inclusion for the D. E. Shaw group, and Yusuf Z. Zakir, Chief Diversity, Equity, and Inclusion Officer at Davis Wright Tremaine LLP, will receive their inaugural 2023 Culture Catalyst Awards.

Created this year, the Culture Catalyst Awards are presented to Talent, Diversity, or Human Resources professionals who have led significant efforts to transform their organizational culture and embrace innovation, inclusion, and/or flexibility. The Awards will be presented on Thursday, November 2 during the Alliance’s annual conference in Washington, DC, Humanizing the Workplace: Thriving Beyond the Global Reset. Registration is open to non-members and is available here.

“Unsung heroes are often at the heart of cultural change in organizations,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “We created this award to honor the exceptional professionals who are tackling the tough topics, building consensus, and transforming organizational cultures behind the scenes,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance.  “Maja Hazell and Yusuf Zakir are extraordinary leaders who have shown the skills, resilience, and passion necessary to successfully drive cultural change in their organizations.”

Maja Hazell

Since 2021, Maja Hazell has served as Managing Director and Head of Diversity, Equity, and Inclusion for the D. E. Shaw group, a global investment and technology development firm. Previously she was global head of diversity and inclusion at White & Case LLP, director of diversity and inclusion at Fried, Frank, Harris, Shriver & Jacobson LLP, and an assistant dean for career development at the Elisabeth Haub School of Law at Pace University.

As the first Head of Diversity, Equity & Inclusion at the D. E. Shaw group, Maja draws on years of experience to strengthen existing talent practices at the firm, and develop new ones, as both the workplace and workforce evolve. The impact of her work extends to the wider finance and technology industries.

Maja has spent much of her career developing and supporting a diverse pipeline of professionals and has contributed significantly to creating diversity in organizational leadership. Her skills, tenacity and compassion have enabled her to successfully develop inclusive cultures that foster creativity, flexibility, and authentic growth. A trained executive leadership coach and Society for Human Resources Management Senior Certified Professional, Maja is former president of the Association of Law Firm Diversity Professionals (ALFDP).

“Maja has an incredible ability to garner respect and build consensus and collaboration amongst individuals with differing viewpoints,” said Manar Morales. “She has an impeccable reputation and track record for driving change, guiding future leaders, and creating engaged and inclusive work cultures.”

“I’ve personally benefitted from the Diversity & Flexibility Alliance as champions of practical change and cultural evolution in the workplace. So, it is a particular honor to be recognized with this inaugural Culture Catalyst Award for my career in DEI,” said Maja Hazell. “I knew that I wanted to be a lawyer so that I could use my skills to make a difference for people. Law also opened my eyes to opportunities everywhere in schools, firms, and professional associations to develop high performance cultures that work for everyone.  Diversity, equity, and inclusion drives overall organizational excellence.”

“We brought in Maja as a Managing Director, and our first Head of Diversity, Equity, and Inclusion, because we valued her expertise and leadership gained over a long professional career. She challenges our culture to live our commitments to excellence and fairness in making our firm a place where extraordinary people can thrive,” said Eddie Fishman, Executive Committee member, the D. E. Shaw group.

Yusuf Zakir

Yusuf Z. Zakir, Chief Diversity, Equity, and Inclusion Officer at Davis Wright Tremaine, leads his firm’s efforts in building a culture where all attorneys and staff—including those from traditionally underrepresented communities in the legal profession—can be successful. He collaborates with key stakeholders to develop and implement strategies, programs, and initiatives to build a more diverse, equitable, and inclusive organization.

Yusuf’s role at Davis Wright Tremaine has been positioned to allow for influence in important processes at the firm, including Executive Committee meetings, equity partner compensation deliberations, and the partnership admission process. In addition to these big picture opportunities that help bend the trajectory of the firm towards equity and inclusion, Yusuf works one-on-one with firm leaders as they work through opportunities and challenges on their teams. A thought leader in the DEI space, he also partners with clients and external organizations to foster DEI in the broader legal profession.

“Yusuf has been particularly successful at building relationships and collaborating with senior leaders and infusing diversity, equity, and inclusion into all aspects of the firm’s goals and strategies,” said Manar Morales. “Yusuf has a unique ability to persuade his colleagues to be authentic and vulnerable, resulting in a culture that encourages inclusion and allows everyone to thrive.”

“I am truly humbled to be one of the inaugural recipients of this award.  While I am honored to be recognized as a catalyst, my success can only be measured by the success of those around me.  At Davis Wright Tremaine, we have been fortunate to create opportunities for success for many – but there is still much more to be done.  I am fortunate to be surrounded by colleagues who care deeply about and are committed to advancing a culture of equity and inclusion.  I am honored to walk alongside them,” said Yusuf Zakir.

“We are incredibly thankful to have Yusuf leading our DEI efforts.  The DFA Culture Catalyst Award is a tremendous and well-deserved honor.  It is a testament not only to his individual efforts, but also to his ability to build a broad coalition of people across our firm who work thoughtfully and intentionally to effect positive change at our firm and within our industry,” said Scott MacCormack, Firmwide Managing Partner, Davis Wright Tremaine.

For more than a decade, the Diversity and Flexibility Alliance has collaborated with organizations to develop inclusive flexible working cultures that cultivate diversity in leadership, drive workplace wellbeing, and foster a more humanized work experience.  The Alliance provides practical research-based solutions, customizable training programs, strategic advisory services and a peer-learning network that increase organizational effectiveness through diversity and flexibility.

REGISTER FOR THE CONFERENCE NOW!

Contact: Manar Morales

manar@dfalliance.com

301-580-2490

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DIVERSITY & FLEXIBILITY ALLIANCE TO HONOR CAPITAL ONE SMALL BUSINESS BANK & CHAPMAN AND CUTLER FOR THEIR IMPACTFUL WORKPLACE INITIATIVES

Awards will be presented during the Annual Conference on Nov. 2 in DC

Washington, DC (October 5, 2023) — The Diversity & Flexibility Alliance announced today that it will present its 2023 Flex Impact Award to Capital One Small Business Bank and law firm, Chapman and Cutler LLP.  The Flex Impact Award, which recognizes initiatives that demonstrate a significant impact on the culture of workplace flexibility, will be presented during the Alliance’s annual conference on Thursday, November 2.  Registration information is available here.

“We selected Capital One Small Business Bank and Chapman and Cutler as our 2023 Flex Impact honorees because both organizations have intentionally created extremely effective new systems that support a thriving workplace and embrace flexibility,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “These unique initiatives have provided employees with autonomy, inclusivity and flexibility, while fostering increased engagement and productivity,” she added. 

Capital One Small Business Bank

Capital One Small Business Bank is being recognized for its highly effective hybrid working initiative that has successfully incorporated the changing needs of its team and optimized new technology to create a “best of both worlds” system.  Their hybrid model smoothly blends both time in their corporate offices for face-to-face collaboration and innovation, along with time for connecting with colleagues and working virtually, while consistently preserving their corporate culture. 

Recognizing the powerful new opportunities available for leveraging connections with associates around the country, the team conducted surveys and focus groups to gain employee feedback, created hybrid guidelines and team norms, and implemented new virtual connection tools. By using simple technology to designate their work location, for example, employees at Capital One Small Business Bank are now able to see who will be attending a meeting virtually and in-person, allowing the transparency for individuals to make the best decision for how they will participate.

“The team at Capital One Small Business Bank seems to have found the perfect sweet spot merging the benefits of in-person collaboration with the unique opportunities provided by virtual connections,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “Understanding that different individuals have different needs and preferences, the leadership at Capital One Small Business Bank has provided their colleagues with the training and autonomy to work when and how they choose using the latest technology that works best for them.” 

“As a leader, I’ve seen firsthand how hybrid work can help foster inclusivity and collaboration. I am honored to accept this award on behalf of Capital One Small Business Bank and am fortunate to work for a company that prioritizes a culture of flexibility and connection,” said Jenn Flynn, Head of Small Business Bank at Capital One. “Our hybrid work model provides an opportunity for our team to match the work we’re doing with the environment that best supports that work leading to better outcomes for our associates and customers.”

Chapman and Cutler LLP

Law firm, Chapman and Cutler LLP, was selected for its well-designed and highly detailed Lateral Attorney Integration program implemented within their hybrid workplace. Recognizing that successful lateral integration was a key to the laterals’ success, the Talent Development and Diversity team embarked on a year-long process of overhauling their integration system to increase attorney retention, engagement, and productivity, regardless of whether they were working virtually or in-person. The team created a task force comprised of attorneys and business professionals and dedicated countless hours to meticulously researching firm and competitor data, developing goals and milestones, polling employees, and overhauling workflow systems, social structures, and virtual team management. 

The outcome was a revamped Lateral Attorney Integration Process that includes targeted pre-boarding and orientation programs, improved connections with mentors and sponsors, new on-boarding and workflow liaisons, increased touch points and follow-up, improved communication, technology training, and an electronic welcome binder. The team paid particular attention to the unique challenges and opportunities for integrating new attorneys who had been hired virtually during the pandemic or those who may continue to work a hybrid or flexible schedule now. 

“By investing so much time and effort into conducting research, creating a taskforce of those with differing viewpoints and acquiring buy-in from firm leadership, the team at Chapman and Cutler was able to create a highly effective new integration process that works regardless of the employee’s work schedule and location,” said Manar Morales. “Their initiative serves as a perfect example of the importance of being intentional, thoughtful and authentic when developing impactful policies in today’s hybrid workplace.” 

“It is important to our firm that all of our attorneys start their career at Chapman with a solid foundation.  When a lateral attorney joins our firm, we want them to know they are an integral part of the team right away and to provide them with challenging work, supportive team members, meaningful mentoring, and opportunities to exceed their professional goals while at Chapman,” said Kelley Bender, Chief Operating Partner at Chapman and Cutler LLP. “I appreciate our Task Force members and recognize the time and energy they invested into creating thoughtful, meaningful integration practices for our lateral attorneys.”  

For more than a decade, the Diversity and Flexibility Alliance has collaborated with organizations to develop inclusive flexible working cultures that cultivate diversity in leadership, drive workplace wellbeing, and foster a more humanized work experience. The Alliance provides practical research-based solutions, customizable training programs, strategic advisory services and a peer-learning network that increase organizational effectiveness through diversity and flexibility.

REGISTER FOR THE CONFERENCE NOW!

Contact: Manar Morales

manar@dfalliance.com

301-580-2490

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DIVERSITY & FLEXIBILITY ALLIANCE TO HONOR KATHRYN CAMERON ATKINSON AS 2023 FLEX LEADER

Miller & Chevalier Chair’s Career Exemplifies Successful Use of Flex Schedules

Washington, DC (September 27, 2023) – The Diversity & Flexibility Alliance has announced that Kathryn Cameron Atkinson, Chair of Miller & Chevalier Chartered, will receive its 2023 Flex Leader Award. The Flex Leader Award recognizes an executive who is moving their organization toward a more inclusive workplace through holistic flexibility. The Award will be presented on Thursday, November 2 during the Alliance’s annual conference in Washington, DC, Humanizing the Workplace: Thriving Beyond the Global Reset. Registration is open to non-members and is available here.

“By building and maintaining a thriving practice and ascending to the position of Firm Chair while working a flexible schedule for more than 25 years, Kate Atkinson exemplifies the powerful benefits of flexibility,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “We selected her as our 2023 Flex Leader because she not only serves as a role model for other professionals, but she has also helped to build an organizational culture that celebrates holistic flexibility and encourages her colleagues to create unique career paths that work for them.”

“I am delighted to accept the Diversity and Flexibility Alliance’s Flex Leader Award, which spotlights the idea that flexibility can smooth rather than derail the path to professional excellence and sustainable success,” said Kathryn Cameron Atkinson. “I am grateful to Miller & Chevalier for agreeing to break new ground more than 25 years ago and learning how to walk the path with me and my colleagues. Allowing for flexibility – simply that, no more, no less – helps people bring their whole selves to work, and that can make all the difference.”

Kathryn Cameron Atkinson joined Miller & Chevalier as an Associate in 1992 and held multiple leadership positions before becoming Firm Chair in 2019. For more than 25 years of her impressive career at the firm, she has worked a flexible schedule, allowing her to balance her significant client responsibilities and firm citizenship with her family commitments. She notes that her success came “largely because of, not in spite of, the flexible schedule,” by providing “space to bring my full energy and my whole self to my family and my career, rather than feeling I was always trading one off against the other.” By embracing flexibility, Miller & Chevalier has been able to attract, grow, and retain top talent and create a culture of inclusivity, trust, and support.

In addition to serving as Firm Chair of Miller & Chevalier, Kathryn Cameron Atkinson maintains her practice focused on advising global clients on international corporate compliance and related governance and investigations, including the Foreign Corrupt Practices Act (FCPA), economic sanctions, export controls, business and human rights, and anti-money laundering laws. Described by Chambers USA as a “leading figure in the world of FCPA compliance,” Ms. Atkinson has been selected three times as a government-appointed Independent Compliance Monitor pursuant to FCPA resolutions.

For more than a decade, the Diversity and Flexibility Alliance has collaborated with organizations to develop inclusive flexible working cultures that cultivate diversity in leadership, drive workplace wellbeing, and foster a more humanized work experience. The Alliance provides practical research-based solutions, customizable training programs, strategic advisory services and a peer-learning network that increase organizational effectiveness through diversity and flexibility.

REGISTER FOR THE CONFERENCE NOW!

Contact: Manar Morales

manar@dfalliance.com

301-580-2490

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DIVERSITY & FLEXIBILITY ALLIANCE TO HONOR DEI TRAILBLAZER TAMIKA TREMAGLIO

Prestigious Luminary Award to be presented at DC Conference on 11/2

Washington, DC (September 13, 2023) – The Diversity and Flexibility Alliance will present Tamika L. Tremaglio, Executive Director of the National Basketball Players Association (NBPA), with its 2023 Luminary Award. This award recognizes a global thought leader who is consistently and uniquely devoted to the advancement of diversity and whose vision is leaving a lasting legacy of inclusivity for future leaders. The Alliance will present the award during its 2023 Annual Conference, Humanizing the Workplace: Thriving Beyond the Global Reset on Thursday, November 2 in Washington, DC. Registration is open to the public and available here.

“Tamika Tremaglio has shattered many glass ceilings in her extraordinary career, but it’s her unwavering commitment to serving others with authenticity, selflessness and grace that makes her a true Luminary,” said Manar Morales, President & CEO of the Diversity and Flexibility Alliance.  “Throughout her career Tamika has consistently demonstrated her passion for mentoring, her dedication to leading with inclusivity, and her determination to holding the door open for the next generation of leaders.”

“I am humbled and honored to receive the 2023 Luminary Award from the Diversity and Flexibility Alliance,” said Tamika L. Tremaglio, Executive Director of the National Basketball Players Association (NBPA). “As leaders, we have amazing opportunities on a daily basis to lift others up, strengthen our culture of inclusivity, and enable the people around us to learn, develop, and cultivate critical professional skills. I hope future leaders will continue to embrace their responsibility as champions of diversity and inclusion. Embracing diversity and inclusion is not just about checking a box; it’s a pillar of leadership and a strategic advantage that enriches organizations and propels all of us toward greater innovation and success.”

In her role as Executive Director of the NBPA, Tremaglio works on behalf of NBA players to ensure their rights are protected and that they are fairly compensated for the value they bring to the court and as ambassadors of the game around the world. In April of this year, Tremaglio successfully completed the negotiation of the 7-year NBA/NBPA collective bargaining agreement, which will run through the 2029-2030 season. Prior to joining the NBPA, Tremaglio had an extensive career with Deloitte and served as the Managing Principal for the firm’s Greater Washington offices where she built a thriving practice and served as a trusted advisor to many Fortune 1000 clients.  At Deloitte, she managed over 15,000 professionals across 17 offices that provided market-leading audit, tax, advisory, and consulting services.

Tremaglio has been widely recognized for her excellence in leadership and outstanding career achievements, including receiving the 2023 Corporate Counsel Women of Color Diamond Award of Excellence, and being named to the Sports Illustrated Power List 2023: The 50 Most Influential Figures in Sports.  In 2022, she received the Charlotte E. Ray Award, named for the first African American female lawyer in the US and presented by the Minority Corporate Counsel Association to a woman lawyer for her exceptional achievements in the legal profession and extraordinary contribution to the advancement of women in the profession. Last year, she was also named to the Sports Business Journal’s 2022 Most Influential in Sports Business list. In 2020, Tremaglio received the Triple-Impact Executive Award from the Positive Coaching Alliance for her community leadership and commitment to youth development, college preparedness and STEM education in the Washington DC area.

In addition to her extensive career, Tremaglio has devoted significant time to giving back to her community by volunteering, mentoring, and serving others. She has served as a Director on the Board of more than ten organizations including, Lady Gaga’s Born This Way Foundation, the United Way of the National Capital Area, Tuskegee University and as the Chairman of the Board at the University of Maryland Francis King Carey School of Law.

For more than a decade, the Diversity and Flexibility Alliance has collaborated with organizations to develop inclusive flexible working cultures that cultivate diversity in leadership, drive workplace wellbeing, and foster a more humanized work experience.  The Alliance provides practical research-based solutions, customizable training programs, strategic advisory services and a peer-learning network that increase organizational effectiveness through diversity and flexibility.

REGISTER FOR THE CONFERENCE NOW!

Contact: Manar Morales

manar@dfalliance.com

301-580-2490

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57 Law Firms Recognized for “Tipping the Scales” Towards Gender Parity  in New Partner Classes

2022 New Partner Report Shows Decline in Percentage of Women New Partners

Washington, DC (November 4, 2022) – Yesterday, during the Diversity and Flexibility Alliance’s Annual Conference, fifty-seven law firms were recognized for having 50% or more women in their 2022 U.S.-based new partner classes.  The firms, recognized as “Tipping the Scales,” were identified through the Diversity & Flexibility Alliance’s New Partner Report, a compilation of public data released each year since 2012.

The Report revealed that 40.2 percent of new partners from 206 major U.S. law firms in 2022 were women, which represents a decrease from last year’s figure of 40.9 percent.  Further, when looking at a representative sample (only AmLaw 100 & Alliance member firms), 40.3% of new partners were women in 2022, which represents a substantial drop of 2.1% from last year’s figure of 42.4%. More information on the report can be found here.

Other highlights include:

  • The average new partner class increased substantially (by 2.4 attorneys), despite the decrease in the share of women.
  • The nation’s top grossing firms had significant declines in the share of women in their new partner class.  In fact, firms in the AmLaw 50 and AmLaw 51-100 had significant declines in the shares of women of 4.2% and 4.9%, respectively.
  • The number of firms with a 50/50 split or greater of women in the new partner class decreased from 67 firms in 2021 to 57 firms in 2022.
  • For Diversity & Flexibility Alliance member firms, 42.9% of attorneys promoted to partnership were women, representing a 2.7% higher share of female partners compared to the overall share of women in this year’s new partner class (40.2%).
  • The number of firms reporting no women in their new partner class decreased from eight to six, however.

“While the overall dip in women new partners may seem inconsequential, any step backwards in a trend towards gender parity is concerning. Additionally, when looking at the representative sample of larger AmLaw 100 firms, the decline of 2.1% in women partners was more significant,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “The legal industry must be mindful of these trends and renew its commitment to increasing the share of women partners by focusing on the recruitment, retention, and advancement of women,” she added.

To reap the benefits of gender parity, the Diversity & Flexibility Alliance advises that law firm leaders pay close attention to building a pipeline of women and focusing on equity in their work distribution, mentorships, training, pay and evaluation systems. Additionally, firms are encouraged to develop intentional and inclusive hybrid working initiatives that benefit everyone.  It is important to note that many Alliance member firms have made systematic changes and taken intentional steps towards increasing gender diversity and therefore have seen quantifiable results in their promotions of a higher share of female new partners than nonmembers.

The “Tipping the Scales” firms recognized for having 50% or more women in their 2022 new partner class included:

 

1. Akerman

2. Arnold & Porter**

3. Baker Donelson

4. Bilzin Sumberg

5. Boies Schiller Flexner*

6. Bracewell

7. Brown Rudnick

8. Choate Hall

9. Clark Hill

10. Cole Schotz

11. Cole Scott

12. Davis Wright Tremaine**

13. Day Pitney

14. Debevoise & Plimpton

15. Dechert

16. Dickinson Wright

17. Epstein Becker & Green*

18. Faegre Drinker Biddle & Reath 

19. Fisher & Phillips

 20. Foley Hoag*

21. Fox Rothschild 

22. Fredrikson & Byron

23. Haynes & Boone

24. Hinckley Allen

25. Hirschler

26. Hughes Hubbard & Reed

27. Jenner & Block

28. Jones Day*

29. Kutak Rock

30. Lane Powell

31. Lathrop GPM**

32. Loeb & Loeb

33. Marshall Dennehey

34. McCarter & English

35. Michael Best

36. Miller & Chevalier*

37. Nelson Mullins

38. Offit Kurman

 39. Parker, Hudson, Rainer & Dobbs 

40. Porter Wright

41. Robinson & Cole

42. Rutan & Tucker

43. Schulte Roth & Zabel

44. Shook, Hardy & Bacon*

45. Smith Gambrell

46. Squire Patton Boggs

47. Steptoe & Johnson

48. Stoel Rives

49. Thompson Coburn

50. Tucker Ellis

51. Vorys

52. Warner Norcross + Judd

53. Wiley Rein*

54. Willkie Farr & Gallagher

55. WilmerHale

56. Wolf, Greenfield & Sacks

57. Womble Bond Dickinson*

 

*Firms that have been recognized as “Tipping the Scales” for at least three years.

** Firms that have been recognized for all four years since we began the “Tipping the Scales” recognition. 

Diversity & Flexibility Alliance Member Firms are highlighted in orange

The Alliance has been compiling this data since 2012, when the data revealed that women only made up 33% of new partners.  It is important to note that, in 2021 as well as this year, the Alliance expanded the number of law firms included in the report, examining all public data from law firms in the AmLaw 200 (versus only AmLaw100 in previous years), as well as Alliance member law firms.  New partner data was collected from 206 law firms this year versus 187 firms in 2021.  For purposes of comparing data and trends to previous years, a Representative Sample was identified in this and last year’s report, including firms in the AmLaw100 as well as member firms.

The Diversity & Flexibility Alliance’s New Partner Report is a yearly compilation of data from the nation’s largest and top-grossing law firms (206 this year) examining the gender breakdown of attorneys promoted to partnership in their U.S. offices.  The data is based upon publicly available firm announcements and other self-reported sources on new partner classes with an effective date of promotion between October 1, 2021 and September 30, 2022.  Eight firms from the AmLaw 200 were not included because either data was not available or they had no partner promotions.

For ten years, the Diversity and Flexibility Alliance has collaborated with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

 

Contact: Manar Morales

manar@dfalliance.com

301-580-2490

 

 

 

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Diversity & Flexibility Alliance Announces its 2022 Award Honorees

Awards to be Presented During Virtual Annual conference on 11/3

 Washington, DC (October 12, 2022) – Today the Diversity & Flexibility Alliance announced its 2022 Award honorees.  The awards will be presented virtually during the Alliance’s Annual Conference, Cultivating a Holistic Work Culture: The Power of People, Purpose & Productivity on Thursday, November 3.  Registration links and more information are available here.

“Each year, leaders and professionals responsible for diversity & inclusion, talent recruitment and retention, professional development and human resources come to our conference to connect with peers and experts and learn about best practices, cutting-edge research and the latest innovations in diversity and flexibility,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “We are thrilled to be honoring the trailblazers, visionaries and innovators of 2022 who are leading their industries towards a more flexible and inclusive future of the workplace.”

The Diversity & Flexibility Alliance will be honoring the following individuals and organizations:

  • Anne Chow, Former CEO, AT&T Business, will receive the Alliance’s 2022 Luminary Award for her consistent dedication to combating unconscious bias, advancing diversity and inclusion, and developing strong future leaders. (See the full press release here.)

 

  • Jason St. John, Managing Partner, Saul Ewing LLP, will receive the Alliance’s 2022 Flex Leader Award for his passionate support of and unwavering dedication to offering flexible working options to all employees.   (See the full press release here.)

 

  • The 2022 Flex Impact Award will go to law firm, Sheppard Mullin for its Unplug & Recharge Program which provides Associates and Special Counsel with up to 40 hours of “recharge time” annually. In addition to Sheppard Mullin, an international professional services firm will also receive the 2022 Flex Impact Award. (See the full press release here.)

 

  • The 2022 Flex Success Award honorees will be: Sheehan Sullivan, Partner, Davis Wright Tremaine and her client Carolyn Glenn, Senior Counsel, Kaiser Foundation Health Plan; and Sarah D. Rodriguez, Partner, Shutts & Bowen LLP, and her client Jamie Smith, Partner, MHP Management, LLC. This award recognizes Partners at Diversity & Flexibility Alliance member law firms who have achieved success while working a reduced hours schedule as well as a client who has been integral to making workplace flexibility so successful. (See the full press release here.) 

 

The Diversity & Flexibility Alliance’s annual conference brings together General Counsel, Chief Diversity Officers, Human Resources executives, Chairs and other leaders from corporations, trade associations, financial services firms, and prominent law firms, who network and collaborate on issues related to diversity, flexibility, talent retention and the future of work.  During the conference, the Alliance will reveal the latest research and trends in diversity & inclusion and work flexibility, as well as innovative leave and hybrid working initiatives.

The Diversity & Flexibility Alliance is a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures and help to advance more women into leadership positions.  The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

Contact: Manar Morales

manar@dfalliance.com

202-957-9650

,

Law Firm Partners and Clients to be Honored for Attorney-Client Partnerships That Support Flexible Schedules

Diversity & Flexibility Alliance 2022 Flex Success® Awards to Be Presented Virtually on Nov. 3

Washington, DC (October 12, 2022) – Today the Diversity and Flexibility Alliance announced that its 2022 Flex Success® Award honorees will be: Sheehan Sullivan, Partner, Davis Wright Tremaine and her client Carolyn Glenn, Senior Counsel, Kaiser Foundation Health Plan; and Sarah D. Rodriguez, Partner, Shutts & Bowen LLP, and her client Jamie Smith, Partner, MHP Management, LLC.

The Flex Success® Award recognizes partners at Diversity & Flexibility Alliance member law firms who have achieved success while working a reduced hours schedule along with a client who has been integral to making workplace flexibility so successful. The Awards will be presented on November 3 during the Alliance’s virtual annual conference, Cultivating a Holistic Work Culture: The Power of People, Purpose & Productivity, during which all honorees will be speaking.  Registration is available here.

“These highly-respected law firm leaders are a true testament to the value that flexibility can bring to an organization,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “With the support of their clients and firms, these exceptional partners have managed high-profile case loads, held leadership positions within their firms, mentored colleagues, and volunteered their time, while also devoting time to their personal commitments.” she added.

Sheehan Sullivan, Partner, Davis Wright Tremaine and her client, Carolyn Glenn, Senior Counsel at Kaiser Foundation Health Plan.

Davis Wright Tremaine partner, Sheehan Sullivan is a nationally recognized employment litigator and valued member of her firm’s leadership, serving on the Executive Committee, as a founding member of the Diversity & Inclusion Committee, on the DEI Client Engagement Committee, as current Chair of the Attorney Evaluation Committee, as the firm’s Reduced Hours Coordinator and as Chair of the Flexible Schedules Attorneys Affinity Group.

Sheehan began working at an 85% reduced hour schedule twelve years ago when her first child was 2 years old.  Since then, she has developed a successful employment litigation practice and maintained a high-profile client list including Fortune 100 companies. Sheehan has served in the Wage and Hour Defense Institute and on the Editorial Board of the leading treatise on the FLSA (The Fair Labor Standards Act published by Bloomberg/BNA).  She also volunteers in her kids’ classrooms and serves on the boards of Special Olympics of Washington and Seattle Arts and Lectures.

Her client, Carolyn Glenn, Senior Counsel at Kaiser Foundation Health Plan, has been a longtime advocate for Sheehan and takes every opportunity to support Sheehan’s career and personal goals. Carolyn regularly refers her to colleagues and looks for opportunities to bring her in on Kaiser employment matters. Carolyn’s support of Sheehan has led to her becoming one of the Relationship Partners overseeing Kaiser work across the firm.

“I am honored to receive this recognition. Davis Wright Tremaine continues to be a leader in valuing and elevating attorneys with a flexible or reduced hours schedule,” said Sheehan Sullivan. “My relationship with Carolyn has been pivotal to my success – she is always championing me within Kaiser and with other clients. I am fortunate to have such a supportive environment at DWT and wonderful clients like Carolyn,” she added.

“As a single mom myself, I so appreciated having a reduced-hour schedule when my child was younger so I could combine the demands of my work as an employment litigator with raising a child on my own. During the 10 years I have worked with Sheehan, she has exemplified how to litigate at the highest, most sophisticated level with a flexible schedule that has enhanced the quality of her work product without sacrificing an iota of customer service,” said Carolyn Glenn. “I commend Sheehan and DWT for being role-models in our profession and for providing Kaiser with such an excellent strategic partner for our expanding employment law needs,” she added.

“I am thrilled to see Sheehan receive this very well-deserved recognition. Sheehan has championed Davis Wright Tremaine’s efforts to provide workplace flexibility for our lawyers. As noted above, Sheehan herself works on a reduced hours schedule, and has achieved tremendous success as a practicing attorney and as one of our firm’s outstanding lawyer leaders,” said Scott MacCormack, Firmwide Managing Partner, Davis Wright Tremaine LLP. “We are truly fortunate to have Sheehan as a partner at Davis Wright Tremaine,” he added.

Sarah D. Rodriguez, Partner, Shutts & Bowen LLP, and her client Jamie Smith, Partner, MHP Management, LLC.

Well-respected by her colleagues, clients and local community, Shutts & Bowen Partner, Sarah Rodriguez, has successfully tried complex cases, including a federal trial and multiple complex arbitrations while working a reduced hours schedule. Selected as a 2019 Super Lawyer, Rising Star, Sarah has maintained an active and intense caseload spanning construction litigation, construction contracting, and business litigation.

A mother of four young children, including two-year-old identical twins, Sarah has been working a reduced schedule since 2013 while managing family life, a thriving legal career and serving the local community as an active member of the Orange County Bar Association, Central Florida Association of Women Lawyers, mentoring organizations, and her church.

Sarah was a valuable contributor to the inaugural Attorney Development Committee for her firm, spearheading the firm’s formal mentorship program. She has dedicated countless hours to meeting with mentors and mentees, matching experienced attorneys with young mentees, and planning mentorship events, including social events and educational seminars. Sarah also serves as a Mentor for the Support Our Scholars (“SOS”) Scholarship and Mentoring Program, a non-profit that provides financial and emotional support to disadvantaged young women with extraordinary potential during their college journey.

Sarah’s client, Jamie Smith, Partner, MHP Management, LLC, is respectful of Sarah’s time restraints, especially given the legal successes she has achieved on their behalf.  Over time, Jamie has developed a high level of trust and respect for Sarah and the quality of her work.

“Having a flexible schedule has meant the world to me. My reduced hours have allowed me to spend more time with my family while remaining fully devoted to my legal career. I’m truly grateful to have my clients’ support and to work for a firm that values inclusion, hard work, and flexibility in the workplace,” said Sarah Rodriguez, Esq.

“Raising four small children while providing excellent professional services is no small feat.  Sarah Rodriguez is journeying through a season of life where she has significant demands on her time in the home and in the office.  As clients, we value that she is able to maintain her priorities in her household with a flexible schedule while also providing excellent work during the hours that she is in office,” said Sarah’s client, Jamie Smith, Partner, MHP Management, LLC. “From one mother of four to another mother of four, well done!” she added.

“At Shutts & Bowen, we take pride in our flexibility options and the high-performance partners thriving in our program. Sarah is a testament to the success of the DFA program, and we applaud her dedication to her clients and her accomplishments,” said Jack McElroy, Shutts & Bowen LLP’s Firmwide Managing Partner.

The Diversity and Flexibility Alliance is a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures for all and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

 

Contact: Manar Morales

manar@dfalliance.com

202-957-9650

,

Sheppard Mullin to be Honored for Its Flexible Working Initiative That Promotes Wellness

Award will be presented during the Diversity & Flexibility Alliance Virtual Conference on Nov. 3

Washington, DC (October 12, 2022) — The Diversity & Flexibility Alliance announced today that it will present its 2022 Flex Impact Award to law firm, Sheppard Mullin. The Flex Impact Award, which recognizes initiatives that demonstrate a significant impact on the culture of workplace flexibility, will be presented during the Alliance’s virtual annual conference on Thursday, November 3.  Registration information is available here.

Sheppard Mullin will be recognized for its Unplug & Recharge Program which provides Associates and Special Counsel with up to 40 hours of “recharge time” annually. These hours, which can be taken by attorneys who bill at least 1750 client chargeable hours, are considered billable credit.

The Unplug & Recharge program, which has been extremely well received by Sheppard Mullin employees, allows attorneys the flexibility to take time to recharge at times that work best with their personal commitments. The program was born out of a design thinking workshop attended by senior members of firm management.  Although the firm has always encouraged unplugging and recharging, the workshop gave leadership a platform to turn practice into policy.

“While many law firms have implemented flexible working policies, we were impressed by Sheppard Mullin’s demonstrated commitment to creating a positive firm culture focused on the health and wellbeing of their employees,” said Manar Morales, president & CEO of the Diversity & Flexibility Alliance. “We are pleased to see a firm putting financial resources behind their commitment to mental health and wellbeing, particularly in light of the increased stress brought on by the pandemic,” she added.

“We are very grateful to receive this award.  We are committed to mental health and wellness for all our attorneys and staff.  Our Unplug & Recharge program is one of the ways we support our attorneys’ well-being, and its successful adoption is a testament to our people and our culture,” said Lucantonio (Luca) Salvi, Partner & Chair of the Executive Committee, Sheppard Mullin.

In addition to Sheppard Mullin, an international professional services firm will also receive the 2022 Flex Impact Award.  See our website for more information.

The Diversity and Flexibility Alliance is a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures and help to advance more women into leadership positions.  The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

 

Contact: Manar Morales

manar@dfalliance.com

202-957-9650

 

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SAUL EWING MANAGING PARTNER, JASON ST. JOHN TO BE HONORED FOR HIS EXCEPTIONAL COMMITMENT TO FLEXIBILITY

Flex Leader Award to be presented During Virtual Conference on November 3

Washington, DC (October 12, 2022) – The Diversity & Flexibility Alliance has announced that Jason St. John, Managing Partner of Saul Ewing Arnstein & Lehr will receive its 2022 Flex Leader Award. The Flex Leader Award recognizes an executive who is moving their organization toward a more inclusive workplace through holistic flexibility. The Award will be presented on Thursday, November 3 during the Alliance’s virtual annual conference Cultivating a Holistic Work Culture: The Power of People, Purpose & Productivity. Registration is available here.

Jason St. John is being honored for his passionate support for and unwavering dedication to offering flexible working options.  Jason’s compassionate leadership has been integral to the creation of Saul Ewing’s new hybrid working plan, 4+4, which applies to all employees, including attorneys and business professionals.

Understanding that the firm’s culture is built on relationships, Jason and firm leadership took the time to research best practices, benchmark data and gather input from firm members before launching their hybrid initiative. The 4+4 plan specifies that employees are expected to come into the office each Wednesday, in addition to four additional days per month. This extremely popular policy provides employees with the option to work from home all other days, allowing for each individual to work when and where they choose. Wednesdays have also been marked as “Zoom free” to encourage in person interactions on these days.

In addition to the 4+4 plan, Jason has championed the implementation of several other workplace flexibility initiatives including: extending paid parental leave to 16 weeks for all firm members; adding a one-month ramp up period after leave; as well as providing backup childcare, reimbursement for breastmilk shipping and more robust fertility benefits. Additionally, a staff tuition reimbursement policy and expanded gender transition services have been created.

“We have tried to craft a policy that allows for the greatest flexibility while still fostering the collaboration that fuels relationships, mentoring and trust,” said Jason St. John. “Our people appreciate the flexibility and know that the firm cares about their well-being. We believe that our 4+4 Plan is fostering the kind of engagement, connection and collaboration that translates into outstanding client service,” he added.

“Under Jason’s leadership, Saul Ewing has created an excellent hybrid working plan that provides all of its employees with flexibility and autonomy, while maintaining its excellent client service,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance.  “By offering the same options to both attorneys and business professionals, Jason has created a more inclusive and equitable culture. We are proud to recognize this inspiring and empathetic leader as a trailblazer in the legal community,” she added.

The Diversity and Flexibility Alliance is a think tank that collaborates with organizations to develop non-stigmatized flexible working policies that promote inclusive cultures and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

Contact: Manar Morales

manar@dfalliance.com

202-957-9650