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Weil, Gotshal & Manges LLP - Boston, Massachusetts

Diversity & Inclusion

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Diversity Chair

Diversity Chair Prefix Ms.
Diversity Chair First Name Jacqueline
Diversity Chair Last Name Marcus

Diversity Contact Information

Diversity Contact Prefix Ms.
Diversity Contact First Name Meredith
Diversity Contact Last Name Moore
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 Inclusion is in our DNA. Since its founding, Weil has held diversity and inclusion as a core value. Over the following 80 years, as we have become a global firm, these principles have been a cornerstone for our growth and success. Our pioneering attitude towards diversity led us to embark on a series of “firsts” for the legal profession from conducting a diversity assessment in 1992 to creating a formal management level diversity professional position in 2000 to a broad-reaching ally initiative in 2015. We strive for all our people to feel comfortable and supported, able to thrive and achieve as far as their talents and hard work take them.

We believe the results of our inclusion efforts tell a remarkable story. Today, 16 Firm leaders are women, LGBT and/or people color. Four members of our Management Committee are women, 1 is Asian-American, 1 is LGBT, and 1 is Latino. Since 2007, women have comprised 41 percent of partner promotions in the US and 31 percent globally.

Our cultural diversity is our strength as we serve clients who touch nearly every corner of the globe. Our offices span 3 continents, 6 time zones, 7 countries, and 19 cities. Our people speak 49 languages. In our US offices, our attorneys and staff hail from 40 countries around the globe. Nearly 1 in 5 was born outside of the US and over one-quarter has at least 1 parent born abroad.

We pride ourselves on being at the vanguard of diversity practices and our efforts have been recognized by numerous industry and business publications. Weil received the 2016 “Best International Firm for Diversity” at Euromoney Americas Women in Business Law Awards and Morgan Stanley’s 2016 Leadership and Excellence in Inclusion Diversity Award. Weil was also named among the “Best Places to Work” for LGBT individuals by the Human Rights Campaign Foundation’s 2017 Corporate Equality Index. In addition, in 2016, 10 women Weil partners won 19 individual awards from prominent business and legal publications.

This decade has been a turning point in our evolution from a focus on diversity to an emphasis on inclusion. The following is a brief summary of the Firm’s marquee inclusion initiatives:

Upstanders@Weil: Building off a longstanding commitment to engage everyone in our diversity efforts, the Firm launched an innovative new initiative in 2015 to inspire all attorneys and staff to stand up for inclusion in the workplace, community and at home. This campaign expands the powerful “ally” concept within the LGBT community to a broader spectrum of groups, including people of color and women. The kick-off event featured a video of Upstanders@Weil across levels and offices, inspiring remarks from Executive Partner Barry Wolf, and a panel sharing how they actively support diversity. A diversity training workshop, action guide, and extensive online resources were developed to raise awareness and showcase concrete behaviors to be an Upstander@Weil. To reward and recognize actions promoting diversity, we created the Andrea Bernstein Upstander@Weil award. To date, there are over 70 awardees across levels and offices.

Diversity Month: In November 2015, Weil celebrated its fifth biennial anniversary of Diversity Week by supersizing our efforts to a month-long celebration. Throughout the month, the Firm hosted over 50 events worldwide. Notable programs included “The Power of Allies and Ethical Bystanders” by Professor Kenji Yoshino who shared his “Covering” research and a Veteran’s Day program featuring the newly released, “Mission Critical: Unlocking the Power of Returning Veterans in the Workplace”, by the Center for Talent Innovation. Diversity Month in November 2017 will focus on “diversity of thought”.

Diversity Education: Weil has consistently been at the forefront of law firm diversity training programs for over two decades. The most recent evolution of our efforts began in 2011 with a two-hour annual diversity education requirement for all attorneys and staff in all US offices. Each year, a new program is developed specifically for Weil to provide concrete skills for achieving inclusion. Program topics have included unconscious bias, mentoring and delivering feedback across difference, working with different generations, religious diversity, and managing cross cultural relationships. The 2016 program demonstrated how to be an active Upstander for inclusion by having professional actors dramatize diversity scenarios and guide audience discussion on solutions through interactive diversity theater. The 2017 program will provide guidance and opportunities to discuss race in the workplace.

Community Service: Weil’s cutting edge inclusion and community service initiative, “Weil Pay It Forward,” empowers our people to make a lasting community impact. Associate and staff-led teams submit proposals on how they would leverage $1,000 of Firm funds to benefit a charitable organization and cause. Since 2011, 58 teams across 7 cities have raised $593,892 for non-profit organizations.

In 2017, the Firm launched a new Community@Weil program, including Volunteer Time Off, to promote greater community engagement by providing all employees with an opportunity to volunteer, during Firm time, with a cause that they are passionate about.
Pipeline: Weil has a longstanding commitment to enhancing opportunities for historically underrepresented groups from elementary through law school, providing financial and volunteer resources to over half a dozen schools and programs across our US offices. These partnerships introduce minority students to the Firm and the legal profession through mentoring, summer internships, college advising, career exploration days and more. In partnership with PENCIL, approximately 30 Weil volunteers meet monthly with students from Middle School 224 in the South Bronx for college and career readiness sessions. Weil volunteers also serve as mentors to high school students from Murray Hill Academy through the Big Brothers Big Sisters of New York City Workplace Mentoring Program, meeting twice a month at Weil. Since 2013, Weil’s New York office has also provided 81 summer internships to high school and college students from community based organizations. In addition, Weil sponsors over 50 nonprofit organizations including diversity-oriented organizations, bar associations, and law related conferences.
Non-discrimination policy All decisions affecting employment, promotion, compensation, assignment and other aspects of the Firm's work environment are made on the basis of qualification, performance and other pertinent work-related factors and without discrimination on the basis of race, color, sex, age, religion, national origin, disability, marital status, sexual orientation, gender identity or expression, veteran's status or any other legally protected status.

Diversity fellowships or scholarships

Does your organization or office sponsor/offer a Diversity Fellowship or Scholarship? Yes
If yes, is the program open to 1L|2L
Please provide a brief description of the program Weil’s Diversity Fellowship Program promotes greater diversity in law school classes by offering $10,000 scholarship funds to first and second-year law students. Since 2011, the Firm has awarded 29 Diversity Fellowships across four US offices.

Affinity group information

Does your organization or office have affinity groups? Yes
If yes, please describe your affinity groups below Weil was among the first law firms to develop formal affinity groups to provide a forum for historically under-represented groups in the legal profession to network and grow. The firm’s five affinity groups are AsianAttorneys@Weil, the Black Attorney Affinity Group, Latinos@Weil, Women@Weil and WEGALA (the firm’s LGBT affinity group).

In 2016, Weil’s affinity group activities ranged from business development to community service to professional development. Highlights include: Diwali and Asian Pacific Heritage Month client events; over 20 active mentoring circles which include one female partner, one male partner and five female associates; sixth annual Pride Month client event at The Standard East Village; and hosting the Association of Black Women Attorneys’ Annual Associate dinner on client exposure, leveraging power players, and other key steps to succeed for every level.

Throughout the year, we sought to connect our affinity group members across offices and focus on pan-affinity group events outside of New York. Examples include: hosting the inaugural women partner and client retreat in California; Silicon Valley’s affinity groups held a California Eliminating Bias CLE workshop with clients; an alumni of color panel featuring prominent federal judges; London held two Black Attorney client networking events; and Dallas featured Southwest Airlines’ Diversity Leader at the annual Weil Dallas office multicultural lunch. We also focused on intersectionality with affinity group partnerships, such as a Pride Month panel, “Out Women at the Forefront,” and a women of color roundtable discussion featuring a senior leader at IBM.
In November 2016, Weil hosted a US-Wide panel, “Racial Justice in America: Diverse Perspectives on the Current Crisis,” featuring William Bratton, Former New York City Police commissioner and Chief of the Los Angeles Police Department, Kristen Clarke, President and Executive Director of the Lawyer’s Committee for Civil Rights Under Law, and Don Cravins, Jr., Senior Vice President for Policy and Executive Director of the Washington Bureau of the National Urban League.

Affinity Group Conferences: Weil is unique among law firms for holding individual affinity group conferences. The conferences bring together members from across the Firm’s offices, as well as incoming summer associates, for professional development, internal networking and mentoring, client development, and diversity pipeline efforts. The Firm hosted the AsianAttorneys@Weil and Latinos@Weil conferences in 2014, the Black Attorney Affinity Group in 2015 and the WEGALA (LGBT affinity group) conference in 2016. The New York and London Women@Weil groups host biennial half-day conferences which include leadership workshops, small group discussions, and networking. The New York Women@Weil half-day conference took place in November 2016 and featured a presentation by Claire Shipman, author of, “The Confidence Code: The Science an Art of Self-Assurance – What Women Should Know”, an alumni leaders panel, keynote remarks from General Counsel Mindy Spector, and fireside chat with Executive Partner Barry Wolf. The Firm’s first Multicultural Attorney Conference, bringing together Asian, Black and Latino attorneys, was hosted in January 2017. Highlights included a Talking Boldly workshop with Vern? Myers, Women and Men of Color breakout sessions, a Student of Color 1L Recruiting & Diversity Reception, brainstorming, strategic planning, and a Minority Bar Association and Legal Defense and Education Fund Panel. To date, the Firm has held 12 individual affinity group conferences.

Management Committee Sponsors: The strength of the Firm’s leadership commitment is demonstrated through the designation of a Management Committee member, who is not a member of that demographic group, appointed to serve as a sponsor for each affinity group. The sponsors provide visibility to the group and individual members internally and externally.