US & Canada Law Firms (October 2022)

“Diversity, Equity, and Inclusion (DE&I) are core values of Beveridge & Diamond. We are dedicated to continuing our leadership in DE&I and fostering an inclusive workplace for lawyers and staff alike. Our participation in the Mansfield Rule initiative has facilitated our development of new programs and processes, and helped us to thoroughly track our progress over the years. Among the results: 50% of lawyers on our Management Committee and 81% of our new attorney hires since 2021 are diverse.” Kathy Szmuszkovicz | Firmwide Managing Principal | Beveridge & Diamond

 “Since joining the inaugural group, the Mansfield Rule has become embedded into our culture. Not only do we openly talk about our commitment to becoming an increasingly diverse organization, our Mansfield Rule participation brought concrete action items and goals to those conversations. It is critical that everyone talks about diversity and inclusion and the Mansfield Rule has been consequential to the expansion of that dialogue at BCLP.” Jen Sloop | Director of Recruitment | Bryan Cave Leighton Paisner

“Since implementing the Mansfield Rule three years ago, Cozen O’Connor continues to make notable progress in advancing diverse attorneys. Proudly, 57% of the firm’s most recent partner class were women, lawyers with disabilities, lawyers of color, and LGBTQ+ lawyers!” Vincent R. McGuinness, Jr. | President and Managing Partner | Cozen O’Connor

“Day Pitney has worked with Diversity Lab and its Mansfield certification process since its inception, and each year we are motivated to up our game and do better. We have focused on advancement and retention of our diverse and women associates, and have seen a cultural shift at the firm that includes more thoughtful attention to building diverse teams in many settings, whether it be a client team, a new partner class, or staff hiring.” Theresa Kelly | Partner in Charge of Diversity and Inclusion | Day Pitney

“Fenwick was there at the 2016 Women in Law Hackathon that gave birth to the Mansfield Rule for law firms and we are here now leading the way for excellence, diversity, equity and inclusion. In the past five years, diversity in our partnership has doubled and 56% of our partner promotions have been women and/or attorneys of color. In 2021, 70% of our lateral attorney-hires were diverse and in 2022, all of our lateral partners have been women of color.” Catherine Kevane and Bomi Lee | Partners and Diversity, Equity, & Inclusion Steering Board Co-Chairs | Fenwick & West 

“Fish is deeply committed to diversifying our next generation of law firm leaders and we are proud to partner with Diversity Lab in the Mansfield Rule certification since its launch in 2017. At Fish, one of the ways we measure the success of our objectives is with data, and the Mansfield Rule has become one of the foundations of these metrics—a benchmark by which to quantify our systemic change management practices. The careful reduction of bias in interviews and the diversification of candidate pools has led to classes of significantly-increased gender diversity in both non-equity and equity partnership elevations since our adoption of the Mansfield Rule. We know that diverse teams increase the quality of legal service we provide to our clients, and as a top IP law firm, it’s our social and professional responsibility to diversify our future leaders.” Ahmed J. Davis | Principal and National Diversity Chair | Fish & Richardson

 “We are a better firm when diversity, equity, and inclusion are at the very core of who we are, and our participation in Mansfield has really helped engrain this into the fabric of the firm. In fact, it provided us with the extra push and resources we needed to create or formalize several processes and policies aimed at making our firm a more diverse and inclusive workplace. Over the past two years the diversity of our candidate pool for new hires has increased well above Mansfield’s 30% threshold, as has the diversity of those attorneys serving as practice group leaders, regional managing partners, and committee chairs. We are proud of the firm we are becoming, and our participation in Mansfield has played a valuable role in our progress.” John Polson | Chairman and Managing Partner | Fisher Phillips

“Foley Hoag’s participation in the Mansfield Rule Certification program is directly aligned with our strategic plan to focus on increasing diversity in all areas of the firm. Increased diversity enhances our climate of inclusion and belonging, strengthens our firm culture at all levels, and ultimately leads to better client service.” Jim Bucking | Managing Partner | Foley Hoag

“Frost Brown Todd has earned the Mansfield Rule certification three years in a row, and what I value and appreciate is that each year new benchmarks are introduced. The bar is increasingly higher, which keeps firms from reverting to the status quo. Instead, it compels us to be more intentional about foregrounding DEI considerations in our hiring, advancement and culture practices. It also builds greater transparency and accountability around our efforts. Mansfield has given us both a tool and road map for inclusion that truly reflect the clients and communities we are privileged to serve.” Chris Johnson | Chief Diversity Officer | Frost Brown Todd

“We believe organizations can’t move the needle on Diversity, Equity and Inclusion when they assign the job solely to the DEI team. Success requires systemic and cultural change at all levels within an organization. It needs to be led from the top and practiced by every leader in the organization, intentionally and consistently, which is the approach we have adopted at Goodwin. As an inaugural Mansfield participant, we’ve appreciated the rigor applied to certification year after year. For several years now, the majority of our promoted partner classes have been comprised of individuals from historically excluded communities, and representation in our leadership positions exceeds 40%.” Yakiry Malena Adal | Managing Director, Diversity, Equity + Inclusion | Goodwin Procter

“Advancing diversity in law firm leadership requires action. As one of the founding Mansfield Rule firms, Munger, Tolles & Olson pursued and obtained Mansfield certification each year alongside numerous law firms and legal departments. With pride, we report double-digit growth in the diversity of the firm’s management and compensation committees now at 46% and 56%, respectively.” Hailyn Chen & Malcolm Heinicke | Co-Managing Partners | Munger, Tolles & Olson

“Having participated in the Mansfield Rule initiative since its inception, our firm has seen a steady and consistent increase not only in the number of women, racially/ethnically diverse, and LGBTQ+ attorneys considered for various leadership roles at the firm, but also in the diversity of our various leadership roles and committees at the firm. This is no coincidence. When we look at the full pool of potential candidates for these opportunities, we are able to achieve greater diversity at all levels. Over the past five years, our partner compensation committee, practice group leaders, policy committee, and management committee have all achieved 30% or greater diversity, with our compensation committee reaching 50% diversity this year. This progress has made our organization stronger, and it demonstrates our deep and meaningful commitment to building a more equitable and inclusive firm.” Stephen Zubiago | Managing Partner and CEO | Nixon Peabody

 “Parker Poe has recently increased the diversity of its firm leadership by filling three seats on our Board of Directors with diverse individuals (bringing our Board of Directors to over 30 percent minorities and women), hiring our first C-Suite role overseeing all aspects of DEI, and forming a very active Social Justice & Racial Equity Task Force. We look forward to learning and growing even more along with the other well respected law firms participating in the Mansfield Rule.” Shalanna L. Pirtle, Esq. | Chief Diversity & Inclusion Officer | Parker Poe

“Steptoe continuously strives for a diverse community amongst our lawyers and business services professionals. In 2021, 50% of new partners in the US were women or ethnically diverse and the firm elected Gwen Renigar as its first woman chair. Additionally, over 55% of our executive committee members are women. Over the past five years, more than a third of our lawyer hires in the US were ethnically diverse or identify themselves as part of the LGBTQ+ community.” Shauna Bryce | Chief Diversity Officer and Chief Legal Talent Officer | Steptoe and Johnson LLP

“Taft is honored to participate in the Mansfield Certification process to build more inclusive law firms across the profession. We are committed to being the inclusive employer of choice in each of our markets and will continue to partner with organizations like Diversity Lab to implement meaningful diversity, equity and inclusion initiatives. In 2022, 74% of Taft’s executive leadership team are women and/or racially and ethnically diverse. Having diverse perspectives within our leadership team shapes our modern and inclusive approach. The Mansfield Certification process ensures that we continue to place a high priority on diversity, equity, and inclusion at Taft.” Adrian Thompson | Chief Diversity Officer | Taft Law

“White & Case was first Mansfield certified in 2018, the inaugural year, and has been Mansfield Plus certified every year since. We continue to have formal discussions among the Firm’s leadership and diversity committees regarding broadening the pool of candidates for leadership committees and governance roles. Currently, women make up 38% of our global management.” Binoy Dharia | Partner and Diversity Chair | White & Case

“As someone whose role is focused on integrated talent management and inclusion, Mansfield has been instrumental in opening up doors and creating space for conversations across various internal functions that impact how we retain and advance diverse talent (i.e., hiring, integration, work allocation, mentorship, client development, strategic pricing and succession planning) and also directly with clients to ensure that we’re all moving in step toward our DEI goals. Recent conversations prompted by Mansfield have led to enhancements in our recruiting process, joint talent development partnerships with clients, advancing diverse talent in annual rate negotiations and client reviews, and a new framework for practice group assessments and succession plans. Mansfield helps us approach these conversations in not only a more transparent, but a more holistic, integrated way.” Brittaney Schmidt | Chief Legal Talent & Inclusion Officer | Vorys

UK Law Firms (October 2022)

“Being part of the inaugural Mansfield Rule in the UK has enabled us to use data more effectively, to highlight where we need to focus our energies and make improvements to key talent processes. We know we are at the beginning of a journey to ensure our firm better represents the society it serves. The data we have compiled for our Mansfield accreditation has been enlightening and has enabled some frank conversations about improving representation and ensuring we are a truly diverse and inclusive organisation.” Zoe Feller | London Management Team and London D&I Committee | Bird & Bird

“Having implemented the Mansfield Rule in our US offices five years ago, we were determined to participate in the UK pilot. The Mansfield Rule has cemented the focus on proactively tracking our progress and ensuring opportunities are distributed fairly. This framework is invaluable as we continue to build a strong pipeline of talent and provide an inclusive, equitable workplace for all our people. The Mansfield Rule ensures there is no room for complacency – a commitment BCLP stands behind.” Segun Osuntokun | UK Managing Partner | Bryan Cave Leighton Paisner

“Part of the firm’s strategy is to change the rules, and through Mansfield we are identifying areas where we can do just that. It is supporting our work to increase representation across Clifford Chance and this undoubtedly will benefit us and our clients, through diversity of thought and advice.” Michael Bates | Regional Managing Partner for the UK | Clifford Chance

“Key for us was the clarity of communication around what we’re trying to achieve. The 30% diverse rule is memorable, impactful and clear. It has enhanced our approach and focus on how we are progressing against our targets.” Sarah Twite | Senior Wellbeing Manager | Clifford Chance

 “Our firm’s D&I targets and commitments are underpinned by a recognition of the importance of leadership, accountability, data and transparency. Aligned to this, our involvement in Diversity Lab’s Mansfield Rule certification process, in both the US and UK this year, has enabled further discussion, collaboration and engagement with colleagues across locations as we continue to drive our strategy forward.” Helen Ouseley | Global Head of Diversity, Inclusion and Wellbeing | Freshfields Bruckhaus Deringer

 “We are committed to creating an environment where everyone can thrive and be the best that they can be so, over the years, we have taken on a number of initiatives which have helped us become a better representation of the communities we live in and serve. We see our involvement in Mansfield as another fantastic step to ensure those in underrepresented groups within our Firm succeed and we also look forward to building on this, through collaboration and knowledge sharing across other Firms, to improve opportunities across the legal sector. Exciting times…!” Andy Stylianou | Chair | Gowling WLG LLP

 “We are delighted to join the inaugural year of the Mansfield Rule in the UK. We have seen many positive outcomes during our five-year U.S. involvement and we are proud that 58% of our Board, 44% of our International Management Committee and 40% of our Industry Sector Heads identify as members of underrepresented groups. The timing of the UK Rule coincides with a number of internal programmes, including the launch of our global Diversity in Pitching policy. In our first year in the UK, we have implemented additional tracking to improve representation and inclusion in formal pitch meetings. We are also looking at staffing on matters to ensure an equitable allocation of work. Collaborating with other firms on the knowledge sharing calls has also been invaluable.” Penny Angell | UK Managing Partner | Hogan Lovells

 “We’re committed to delivering an inclusive culture and a progressive environment where we empower all our people to lead, learn and grow. The Mansfield Rule keeps us and the wider legal profession accountable for achieving and surpassing these goals; over the last year alone the Mansfield Rule has helped us focus on monitoring our recruitment and promotion activities, as well as improving the diversity of our firm. We’re proud to be one of the first firms to have piloted the scheme and we’ll be continuing with our certification. We’ve seen tangible changes in our firm from championing diverse voices across all areas of our business, something we want to see continue to flourish in the years to come and with Mansfield as a key partner in building an inclusive environment for all.” Siân Skelton | D&I Partner | Taylor Wessing

 “We are thrilled to have joined the pioneering Mansfield Group of UK Pilot Certified Firms. By joining our U.S offices who have been participating for several years, we will be delivering the Mansfield Rule across our UK business as part of our strategy to improve opportunities for underrepresented groups and our commitment to a diverse, progressive and inclusive culture for our people, our clients and the those who work with us.” Jessica Tresham | Partner and Board D&I Sponsor | Womble Bond Dickinson (UK)