NALP Directory of Legal Employers

My Favorites

Back to Search Results Directory Year: 2018

Practice Areas Basic Information Lawyer Demographics Compensation & Benefits Partnership & Advancement Recruitment & Hiring Hours & Work Arrangements Pro Bono/Public Interest Diversity & Inclusion Professional Development

Hogan Lovells US LLP - Philadelphia, Pennsylvania

http://careers-us.hoganlovells.com/office/philadelphia/

Diversity & Inclusion

View All Sections | Hide All Sections

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 Leslie
Diversity Contact Last Name Richards-Yellen
Link to your organization's diversity website http://www.hoganlovells.com/en/diversity/

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 Diversity and inclusion play essential and integral roles in achieving our goals as a global law firm. With over 3,000 lawyers operating out of more than 51 offices in Africa, Asia, Europe, Latin America, the Middle East, Australia and the United States, we 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. Hogan Lovells is proactive in hiring, developing and advancing women, minority, LGBT+ and Middle Eastern-North African (MENA) lawyers.

In 2016, Leslie Richards-Yellen joined the firm as Director of Inclusion – Americas based in New York City. This led to a reinvigorated effort by the firm to strengthen the Inclusion Department by building a diversity architecture to execute and to ensure the promotion and advancement of women, minority, LGBT+ and MENA lawyers and staff. In 2017, the firm has put additional resources into the Inclusion function, including hiring Bendita Cynthia Malakia, Inclusion Manager – Americas based in Washington, D.C., increasing the number of our full time diversity professionals for the Americas.

Our revamped Inclusion Department is engaging with our International Management Committee and our Board of Directors on the next phase of our diversity journey, advancing the following primary objectives: (1) promote responsibility (embedding diversity into practice group and practice area leader investment and promotion decision-making), (2) integrate D&I into every aspect of our firm processes from recruiting to business development to promotions processes), (3) ensure client alignment through staffing diverse teams and joint initiatives, and (4) advance culture, by providing transparency, community and support for diverse lawyers and business services professionals.

We started working toward these objectives in 2017, including undertaking advanced unconscious bias training; retrofitting our existing diversity infrastructure to promote accountability and effectiveness; hosting development pilots for diverse lawyers; partnering with clients on D&I initiatives (bespoke and through Leadership Council on Legal Diversity (LCLD) and Minority Corporate Counsel Association); hosting a Women’s Forum in Mexico, providing leadership training for our women lawyers and their clients based in Mexico; launching the innovative global Pride+ network, which touts nearly 1,300 members; providing business development training to women nationally helping them leverage their diversity to become rainmakers; participating in pipeline programs to buttress hiring diverse talent; and creating a culture critical to fostering the unique perspectives that advance our clients’ goals. Our 25 regional diversity committees, office women’s initiatives and affinity groups (including groups for African-American, Agility, Asian, Hispanic, LGBT+, MENA and Military Veterans) which are funded have been reinvigorated through mission alignment and best practices. Unique among our peers, Hogan Lovells is increasing its business services professional diversity initiatives (including professional development programs) to ensure our entire infrastructure supports diversity and inclusion. As a firm, we are laser focused on inclusivity being wedded into everything we do.

Investments in our People

In 2012, Hogan Lovells set a goal to achieve 25% women equity partners globally by 2017 and we are proud to announce that we achieved that goal in 2017. Our strategic plan provides the infrastructure to deliberately advance women, minority, LGBT+ and MENA lawyer equity partner percentages. We host pilot development programs that specifically invest in our diverse lawyers, for instance our Corporate Practice Group Talent Development Program and our African American Corporate Associates Cohort, both of which started in 2017 and are continuing to provide developmental support and cultural integration for these lawyers. Our Inclusion function sources client development, professional development and other opportunities for our diverse lawyers, and works with our practice group and practice area leaders to ensure similar investments are made in our diverse lawyers.

In 2018, the firm will host its inaugural minority, LGBT+ and MENA lawyer diversity conference, Allverse. This conference will be a gathering of nearly 300 diverse lawyers in the US and our firm’s senior leadership explore the theme “Investments & Intrapreneurship”, focusing on the ways that our diverse lawyers can invest in themselves, how they can be entrepreneurs within the large law firm framework and the investments that our management and the diversity infrastructure can make in diverse lawyers. Featuring nationally and internationally renowned speakers like Ritu Bhasin, Calvin Gladney, Jeena Cho, Sandie Okoro and others, we are excited for the personal, professional and client development that will happen at this event.

All of the initiatives, programs and investments in diverse lawyers made by the firm seek to continuously increase our diverse equity partner percentages. Hogan Lovells ensures that our diverse lawyers are involved in the premier professional development and client development rich opportunities available, including, without limitation, Asian Pacific American Bar Association of DC, Charting Your Own Course, Corporate Counsel Women of Color annual conference, Corporate Counsel Men of Color conference, Diversity & Flexibility Alliance’s annual conference, Hispanic Bar Association of DC, LCLD Fellows and Pathfinder programs, the annual LeGal dinner, the Minority Corporate Counsel Association’s annual gala, National Asian Pacific American Bar Association’s annual conference, National Association of Women Lawyers conferences and programming, and among many other events. The current strategic focus is to ensure that more of our diverse lawyers attending events have profile raising and meaningful client connection opportunities.

Family Friendly Policies

Hogan Lovells is a leader among its peers in supporting personnel of all positions, tenure and diversity strands in reaching their full potential and balancing life and work through its award-winning Agile Working program. Agile working is one of the components that makes the firm fit for the future, by recognizing that our people need to have greater flexibility in their working arrangements and that those flexible arrangements enhance the attraction and retention of key talent and maximize performance. This program meets people where they are – particularly women and other diverse personnel - while reaping the benefits from improved working practices, deploying new technologies and providing better value to our clients through more efficient and effective teams.

Our people may take advantage of a variety of Agile work arrangements, including remote working/telecommuting, home working, reduced hours/part time, flex time/staggered hours, job share, compressed schedules and annualized hours/term-time. In this way, we are not constrained by historical staffing models. The firm models its commitment to Agile working by encouraging partners to take advantage of Agile work arrangements, and not limiting the access to an appropriate Agile work arrangement by seniority or position.

Since the launch of the Agile Working Toolkit in October 2015 that defined Agile working and set out guidance and expectations in adopting Agile working practices globally, the global Agile working policy was established in 2016. This policy makes us competitive with not only diverse lawyers but all personnel who want to manage the demands of a busy career with the demands of modern life.

The firm provides additional support for diverse lawyers through the launch of a new parents group, which provides off-ramping and on-ramping assistance to expecting and new parents. This lively cohort works with strategic members of the firm, including Benefits and Attorney Talent, to ensure that the holistic needs of our expecting and new parents are met, including policy parity, cutting edge benefits, work allocation, management support, and coaching. This group ensures that our commitment to our new parents flows through all departments here at Hogan Lovells.

The firm works diligently to ensure our pipeline of diverse lawyers is strong. We have committees that conduct outreach with diverse law students and junior associates, reviews recruitment materials and recommends modifications to the recruitment process to ensure we continue to attract women associates in an increasingly competitive market. Hogan Lovells sponsors many organizations and programs at the law schools at which we regularly recruit, including women law student associations. For instance, we are an active participant in LCLD programs that leverage general counsel and firm managing partners to promote diversity and inclusion in the legal profession. These programs foster and provide guidance, mentoring, professional development, and networking opportunities for diverse lawyers of various levels. Over the last five years, we have selected 16 LCLD 1L Scholars representing four different offices, a rising star associate annually as our LCLD Pathfinder, and five LCLD Fellows, all women of color. We have partnered with clients to jointly sponsor diverse summer associates, we host mock interview workshops and provide substantive development intensives for diverse law students, and co-host events with law school groups.

Leadership & Training

Leadership skills are cultivated at many stages of an attorney’s career and we support our diverse lawyers in their training and professional development. In the U.S., select first-year associates participate in a peer learning Development Circle program. All third-year U.S. associates are invited to attend a two-day program to build their leadership skills and all fifth-year associates are invited to a program to develop client leadership skills. In preparation for partnership consideration, select counsel and senior associates are invited to Momentum, a program designed to support their leadership and practice.

We offer three training and development programs specifically for partners: 1) Transform for newly-promoted partners, 2) Leading Edge for lawyers who are one and a half years into partnership, and 3) Redefining Leadership, an invitation-only residential program at Oxford Business School that brings together experienced partners from a variety of practices, offices and leadership experience. Diverse lawyers are strongly represented in these programs.

Citizenship: Focus on Women

Exemplary Citizenship is an integral part of the culture and strategy of Hogan Lovells and unifies us as a global firm. In 2015 we launched a new Global Citizenship Policy asking all firm personnel to devote at least 25 hours per year to activities in our five pillars of Citizenship: Pro Bono, Community Investment, Diversity, Matched Giving and Environment. Hogan Lovells is the first firm to set a target of this kind. In 2017, we recorded approximately 226,910 Citizenship hours globally, for a per capita average of approximately 32.8 hours per person.

Complementary to this new policy, in 2015 we announced the launch of a new global Citizenship initiative aimed at empowering girls and women. This initiative challenges us to focus a significant part of our Citizenship activities on three issues: 1) addressing gender-based violence, 2) enhancing educational opportunities for girls and women, and 3) empowering women to shape society. Concurrently, Hogan Lovells has undertaken a Clinton Global Initiative (CGI) "Commitment to Action" on these issues and partners with more than 25 nonprofits and other organizations to address these three specific gender-based issues. We are committed to human rights and are a signatory to the UN Statement of Support for the Women’s Empowerment Principles, are members of the UN Global Compact, and have endorsed the UN’s Guiding Principles (UNGPs).

Awards & Recognitions

The firm has been recognized as a leading firm for our diversity and inclusion efforts among its peers for its agility and diversity initiatives, including the following awards in 2017:

• Top 100 Law Firm on The American Lawyer’s Diversity Scorecard for the last nine years, for percentage of minority lawyers and percentage of minority partners
• Working Mother - Named a Top 50 Law Firm for Women by Working Mother for initiatives on retaining women and advancing them in the Leadership pipeline, for the sixth consecutive year
• Won the Diversity & Flexibility Alliance’s Flex Impact Award for the firm’s Agile Work Initiative exemplifying what it takes to create a positive change in the culture of the workforce, the success of business and recruitment efforts, and the retention and recruitment of staff
• Won the Diversity and Flexibility Alliance’s Flex Success Award along with client AXS TV, LLC, for collaborating to ensure a successful work relationship while the Hogan Lovells partners worked an Agile or flexible work schedule
• Human Rights Campaign - Received a top rating of 100 percent for nine consecutive years (2010-2018) on Human Rights Campaign Foundation’s Corporate Equality Index-Best Place for LGBT Equality
• Ranked among 10 “Best Law Firms for Women” in 600+ category by Law360
• Earned a 2017 Gold Standard Certification by Women in Law Empowerment Forum, for the fifth consecutive year, awarded to law firms making significant progress in integrating women into positions of power
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 groups for African-American, Agile Working, Asian, Hispanic, LGBT+, Middle Eastern-North African, Military and New Parents lawyers. We also have a Global Diversity & Inclusion Committee, a Global Diversity & Inclusion Advisory Committee, regional diversity committees, regional Women’s Initiative Networks and a global agile working committee.