Diversity, equity and inclusion (DEI) are guiding principles of WilmerHale. We recognize that in order to progress and drive change, it is imperative that DEI goals and initiatives are baked into the fabric of all aspects of the firm. We are on a continuous journey to ensure we are cultivating an inclusive and equitable culture and workplace so all our attorneys and staff can thrive and succeed. Our commitment to cultivating and maintaining a culturally competent organization where attorneys from underrepresented groups are provided equitable and inclusive opportunities to thrive starts with leadership and cascades throughout the firm. The Executive Diversity and Inclusion Committee (EDIC), which is chaired by the firm’s co-managing partners Susan Murley and Robert Novick and comprised of department chairs, practice group leaders and senior administrators, represents the establishment of a chain of accountability and is reflective of the firm’s intentionality on moving our DEI goals forward.

The EDIC was developed specifically to drive DEI programming and objectives. It is comprised of four subcommittees focused on the following priorities: (1) Leadership Commitment, focused on ensuring DEI is embedded throughout all aspects at the firm, starting with our leaders; (2) Professional Development and Inclusive Workplaces, aimed at ensuring that work assignments, training and professional development advance our outstanding attorneys; (3) Recruitment and Diversity Pipelines, committed to developing programs and systems to recruit diverse talent; and (4) Partnering with Clients and Diverse Alumni who are committed to advancing DEI in the legal profession. We believe that by focusing our efforts on these impactful areas, we can continue to support our diverse attorneys, build upon their continued development and success and make a positive impact on the legal profession.

We are proud of the continued progress we have made under strong and dedicated leadership, including these recent highlights:

  • The Global Management Committee comprised of 44% women and 28% attorneys of color
  • The Partner Compensation Committee comprised of 57% women, 27% attorneys of color and 3% LGBTQ attorneys
  • The Branch Office Leaders comprised of 29% women and 29% attorneys of color
  • The Department and Practice Group chairs and vice-chairs comprised of 33% women and 14% attorneys of color
  • Proudly named one of the nation’s leading trial lawyers and diversity champion, Ron Machen, Chair of the Litigation Department
  • Continual progress in diversifying the partnership with our 2023 partnership class, comprised of 61% women, 23% racially or ethnically diverse and 8% LGBTQ partners
  • Tying partner compensation to demonstrated DEI efforts Implementing a Bonus Eligible Time policy for time spent on activities related to DEI programming in recognition of the commitment our attorneys, especially diverse attorneys, spend on activities to support our recruiting/pipeline initiatives and to advance belonging and inclusion within the firm
  • Hosted the 2022 WilmerHale Diversity Summit which brought together over 250 diverse attorneys across all of our offices for two days of professional development and networking opportunities
  • Established the WilmerHale Racial Justice Reform Initiative, designed to ensure that our firm’s efforts and resources are deployed to have the most impact on racial justice reform. Since its inception, WilmerHale’s lawyers have devoted more than 55,000 work hours to the initiative on matters involving policing, voting rights, advice to minority-owned businesses, fair housing, bail reform, and pay equity
  • Creation of the Payton Fellowship which gives attorneys an opportunity to address pressing issues related to systemic racism, criminal justice and police accountability by working at a civil rights organization
  • Launched our inaugural 1L Diversity Public Interest Fellowship Program for first-year law students. The recipients are awarded a $10,000 stipend for the 2022 summer to work in a public interest legal position or a judicial internship.
  • Launched the 2L Diversity Scholarship Program in which recipients are awarded a stipend while spending their 2L summer at our firm and participating in diversity related work and/or programming while summer associates.

WilmerHale has been a leader in its commitment to diversify the legal profession. We look forward to continued progress in advancing the core values of Diversity, Equity and Inclusion in our industry.

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