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Hogan Lovells US LLP - Miami, Florida

Diversity & Inclusion

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Diversity Chair

Diversity Chair Prefix Ms.
Diversity Chair First Name Leslie
Diversity Chair Last Name Richards-Yellen

Diversity Contact Information

Diversity Contact Prefix Ms.
Diversity Contact First Name Kimberly
Diversity Contact Last Name Barton
Link to your organization's diversity website

Recruitment methods

Which of the following methods do you use to increase the presence and retention of under-represented groups? (Check all that apply) Diversity job fairs
Outreach to law student groups
Formal mentoring efforts
Recruit at schools with large minority populations
Bar-sponsored programs
Firm diversity committee
Recruit at Historically Black Colleges and Universities (HBCU)
Comments Hogan Lovells has been and remains fully committed to a diverse and inclusive work place, and to providing professional opportunities which enable our legal and non-legal personnel to achieve their potential. With over 2,500 lawyers operating out of more than 45 offices in Africa, Asia, Europe, Latin America, Australia, the Middle East, and the United States, we appreciate the value of diversity and regularly celebrate the wide range of cultures, backgrounds, and histories represented by the people who work at Hogan Lovells. We are proud of our diversity record, particularly our recent achievements in ensuring diversity in management and improving gender diversity in our partnership ranks.

We attract and retain the best and the brightest and build teams of people with different perspectives and life experiences. We work better together because our people feel included, valued, and empowered: that means we add value to our clients on many levels.

We are widening access to the legal profession for students who are women, of color, LGBT+, and who may be the first in their family to attend graduate or professional school. We have early engagement and university engagement programs. The early engagement program aims to inspire younger students to consider careers in law with support and advice on how to achieve this, and the university engagement program reaches out to all talented students who want to pursue a career in law by providing open days, work experience, mentoring and application support.

•We are members of the Sponsors for Education Opportunity (SEO) Law pipeline program. SEO Law offers incoming Black, Hispanic, and Native American law school students the opportunity to intern with top law firms and receive professional development training during the summer before law school.
•We participate in minority law student internship programs such as the LCLD 1L Scholars Program and the Summer Diversity Clerkship Program of the Colorado Pledge to Diversity Legal Group.
•Our Washington, D.C. office created a LGBT law student fellowship to work on LGBT-related project, including tracking legal developments and workplace trends.

The Hogan Lovells Global Diversity & Inclusion Committee oversees our diversity initiatives and is supported by 11 region-specific diversity committees throughout the world, including seven in the U.S. We also have a Women’s Initiative Steering Committee and seven regional Women's Initiative Networks (WIN), one for each region. We have many lawyer network groups that support their lawyers through networking events, client development activities, discussion groups, joint community initiatives, and outside speakers. Such groups' constituents include African-American, Hispanic/Latino, Asian Pacific-Islander, LGBT, Middle Eastern North African, and women lawyers. We also have a global agile working group that aims to incorporate flexible working principles for competitive advantage, enabling our people to work efficiently anywhere, and at any time across the globe.

To make our vision real, we:

•Recruit, nurture, develop, and advance talented law students, graduates, lawyers, and administrative personnel;
•Engage all members of Hogan Lovells with our diversity and inclusion agenda, and integrate diversity and inclusiveness into all our processes and initiatives; and
•Ensure that our workplace policies and processes are inclusive and designed to promote a high-performance culture that values individual contribution, teamwork, innovation, and productivity.

One of Hogan Lovells' key strategic priorities is the retention and advancement of women to partnership and management positions. In 2012, the firm set targets of reaching at least 25 percent women partners by 2017 and 30 percent by 2022, and 30 percent women in management by 2015. We ratified a Global Diversity Plan in 2015 that establishes our diversity goals through 2018, including:

•improving our percentages of women and diverse lawyers, especially at the partner and counsel;
•populating and developing our pipeline of women and diverse lawyers;
•raising awareness of, engaging with, and educating all personnel on value of diversity and inclusion and providing opportunities for action;
•partnering with client, business contacts, and the legal community to improve diversity and inclusion in our respective organizations and the legal profession.

Since the implementation of our 2015-2018 diversity goals, we have:

•fulfilled our target for the percentage of women in management two years early;
•are very near our 2017 U.S. women partners target;
•implemented mandatory unconscious bias training for all U.S. lawyers;
•rolled out a professional- and leadership-development program for all U.S. women lawyers;
•increased our focus on monitoring and reporting gender and diversity statistics to firm management; and
•implemented a global agile working group with supporting policies in flexible working, reduced-time arrangements, telecommuting, and technological support.

We are constantly expanding and improving our lawyer development process. Development programs include:

•Women lawyers receive mentoring through their regional Women’s Initiative Networks. Junior diverse associates are assigned mentors through their diverse lawyer networks;
•Women and diverse lawyers are considered for professional development programs such as the Leadership Council on Legal Diversity (LCLD) Fellows and Pathfinder programs, Charting Your Own Course career development conference, Corporate Counsel Women of Color conference, Out in Law and Out Leadership development programs, Minority Corporate Counsel Association programs, and retention workshops through the Center for Legal Inclusiveness;
•We encourage our women and diverse lawyers to join national women and diversity-related bar associations, their regional counterparts, and industry-sector organizations and cover fees for dues. We sponsor our lawyers to attend annual conferences hosted by such organizations, such as the National LGBT Bar Association’s Lavender Law Conference, National Asian Pacific American Bar Association’s annual conference, annual events hosted by the Hispanic National Bar Foundation, and events on agile working hosted by the Diversity & Flexibility Alliance;
•Our New York Diversity Committee has a mentoring circle program that groups three diverse associates with three partners and counsel for bi-monthly professional and business development discussions;
In 2016, we hosted a day and a half “Pathways to Success” program for our U.S. African American associates, providing opportunities for network members to speak candidly with management, members of their practice groups, clients and alumni, as well as network among themselves.
•In 2017, Hogan Lovells launched Pride+, the firm’s first global Pride & Allies network. The aim of the Pride+ network is to promote a supportive and inclusive working culture for all LGBT+ colleagues globally, and to visibly show support for the LGBT+ community.

Hogan Lovells holds numerous annual U.S. diversity and inclusion events:

•We participate in the D.C. Road Show, which introduces first-year African-American law students to law firm practice in Washington, D.C.
•As a member of the Colorado Pledge to Diversity Legal Group, we host a half-day Practical Skills Program for diverse Colorado law school students from the University of Colorado and University of Denver law schools, helping to prepare diverse law students for their entry into the legal community.
•We host mock interview workshops for hundreds of first-year diverse law students in Los Angeles, New York, Denver, and Washington, D.C.
•We founded a mentoring program for LGBT law students at Columbia Law School. We also mentor LGBT law students at New York University School of Law and the University of Virginia Law School and attend LGBT career fairs and law student networking events.
•Our Miami Diversity Committee hosts a “1L Boot Camp” for incoming, first-year law students at the University of Florida in partnership with the school’s Black Law Students Association and Latino Law Students Association.
•We introduce summer associates to diversity committee leaders and chairs of our diverse lawyer networks. We also host a panel event during our U.S. summer associate retreat so that firm partners can share information on and their experiences with our diversity and inclusion initiatives. Our summer associates are invited to events sponsored by their regional diversity committees, diverse lawyer networks, and Women’s Initiative Networks, such as LGBT Pride Month celebrations, networking lunches, and dinners with diverse and women lawyers, panels with women firm leaders, and other “inclusiveness” activities.
•We have worked with the Asian American Justice Center to host networking events for Asian-American law clerks and summer interns from law firms, nonprofits, and government agencies.
•We sponsor the Hispanic National Bar Foundation’s Future Latino Leaders Law Camp, a nine-day program held in our Washington, D.C. office that provides selected Latino high school students the opportunity to learn more about the legal profession.

Our endeavors have been recognized with numerous accolades, including the following in the United States:

•Received a top rating of 100 percent for eight consecutive years (2010-2017) on the Human Rights Campaign Foundation’s Corporate Equality Index – Best Places for LGBT Equality
•Named most inclusive firm for minority lawyers at 2016 Chambers Diversity Awards
•One of two law firms selected by Lockheed Martin for their 2016 legal diversity award
•Selected by T-Mobile, Inc. for its 2015 Legal Diversity Excellence Award based on the quality, breadth and implementation of our diversity and inclusion initiatives
•Recognized by the Women in Law Empowerment Forum with its Gold Standard Certification for the past five years (2013-2017), awarded to firms that are making significant progress in integrating women into leadership positions
•Named a Top 50 Law Firm for Women by Working Mother & Flex-Time Lawyers, for initiatives on retaining women and advancing them into the leadership pipeline, for the fifth consecutive year
•Selected by DELL, Inc. in 2013 and 2016 for the Legal Diversity Award (and named as a finalist for three consecutive years)
•Named a 2014 and 2015 Top Ten Family Friendly Firm nationally and a 2016 Top Five Family Friendly Firm in Washington, D.C. by Yale Law Women
•Won the Diversity and Flexibility Alliance’s Flex Success Award for the third time in 2015 for supporting and advancing lawyers with flexible working arrangements
•Selected as a nominee by the Center for Legal Inclusiveness for its 2015 “Inclusiveness@Work” award in the Law Firm/Legal Department category
•Selected as one of three 2015 Corporate “Champions of Change” by the Colorado Women’s Chamber of Commerce for our commitment to diversity and inclusion in the workplace
Non-discrimination policy It is the policy of Hogan Lovells US LLP (“Hogan Lovells” or “the firm”) to prohibit discrimination against any of its personnel or applicants for positions based on race, color, religion, sex, pregnancy, age, national origin, disability, sexual orientation, gender identity or expression, marital status, protected veteran status, genetic information or any other factor prohibited by law. Hogan Lovells takes affirmative measures to carry out this equal employment opportunity policy and to assure that discrimination does not occur.

Specifically, Hogan Lovells is committed to recruiting, hiring, and promoting qualified persons to all job titles and to administering all personnel actions, such as compensation, benefits, transfers, layoffs or terminations, training, education and social and recreational programs, in a non-discriminatory manner consistent with this policy. Toward this end, employment decisions are based only on valid, non-discriminatory requirements. The firm maintains a separate Harassment Prohibition Policy to prevent harassment on any basis covered by this policy. In addition, the firm is committed to reasonably accommodating the medical limitations of otherwise qualified individuals with a disability, and reasonably accommodating religious practices of its personnel. Hogan Lovells’ equal employment opportunity policy is fully consistent with the civil rights laws of the United States, the District of Columbia and other jurisdictions in which the firm operates.

Diversity fellowships or scholarships

Does your organization or office sponsor/offer a Diversity Fellowship or Scholarship? No
If yes, is the program open to
Please provide a brief description of the program

Affinity group information

Does your organization or office have affinity groups? Yes
If yes, please describe your affinity groups below We have lawyer network groups for African-American, Hispanic/Latino Asian Pacific-American, LGBT, and Middle Eastern North African lawyers. We also have Women’s Initiative Networks and a global agile working committee.