Steptoe & Johnson PLLC is pleased to announce that the firm has achieved Mansfield Rule 5.0 Certification in Diversity Lab’s latest round of its program to increase diversity and create inclusive workplaces.
The Mansfield Rule 5.0 Certification measures whether law firms have affirmatively considered at least 30 percent women, underrepresented racial/ethnic groups, LGBTQ+ lawyers, and lawyers with disabilities for leadership and governance roles, equity partner promotions, formal client pitch opportunities, and senior lateral positions.
“We are proud to have the firm Mansfield Rule 5.0 Certified,” said Steptoe & Johnson CEO Chris Slaughter. “We are dedicated to making Steptoe & Johnson a more inclusive and diverse workplace and obtaining this certification is an important step in achieving that goal. I am grateful for the efforts of many people across the firm who played important roles in achieving certification.” Slaughter continued, “We have a strong record of women in leadership positions in our firm. The best examples are Susan Brewer, my predecessor as CEO, Jessica Hoffmann, our COO, and the outstanding women who lead three of our four practice departments, Sharon Flanery, Tammie Alexander, and Susan Deniker. But we have much more progress to make in, for example, the area of racial diversity. We believe the processes we adopted to obtain Mansfield certification will help.”
Steptoe & Johnson’s Director of Diversity and Inclusion and Business Department Member, Michael Flowers, added, “I am happy that our hard work in the area of diversity and inclusion is being recognized by such a reputable organization. The Mansfield Rule Certification is just one of the ways we are fulfilling our firm’s commitment to diversity, equity, and inclusion.”
Firms seeking Mansfield 5.0 certification also track and report additional criteria, including tracking candidate pool demographics to measure the Mansfield Rule’s impact, considering 30 percent diverse lawyers for the firm’s Chambers USA nominations, and considering 30 percent diverse individuals for hiring and promoting senior attorneys and executive staff. Studies show that increasing diversity in candidate pools results in greater diversity in the workplace.
Original source can be found here.
