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Diversity Chair |
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| Diversity Chair Prefix | |
| Diversity Chair First Name | Ms. Patricia Konopka (Co-Chair) |
| Diversity Chair Last Name | Mr. Shane Swanson (Co-Chair) |
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Diversity Contact Information |
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| Diversity Contact Prefix | Ms. |
| Diversity Contact First Name | Ann |
| Diversity Contact Last Name | Jenrette-Thomas |
| Link to your organization's diversity website | https://www.stinson.com/about-diversity-inclusion |
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Recruitment methods |
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| 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 |
Stinson is committed to recruiting and retaining talented, diverse attorneys and staff. The firm has a strong history of leading local diversity efforts designed to increase diversity in the legal profession. The firm seeks the opportunity to meet diverse law students and lateral attorneys by sponsoring and attending receptions, lectures, panel discussions and other events hosted by law student organizations and local bar associations. In addition, the firm actively participates in a number of local pipeline programs for high school and college students. The firm awards Minority Fellowships to law students from underrepresented populations that offers up to $30,000 of law school tuition assistance plus a paid Summer Associate position at Stinson. The firm also offers a scholarship through the University of Missouri-Columbia School of Law. The firm has summer interns through 1L programs with Twin Cities Diversity in Practice and Leadership Council on Legal Diversity (LCLD) as well as externships with clients. The firm also posts jobs with diverse bar associations. Stinson is Mansfield Certified. The Mansfield Rule is aimed at increasing diversity in law firms' leadership ranks. Inspired by the NFL’s Rooney Rule, the Mansfield Rule, named for the first woman lawyer in the US, measures whether law firms have affirmatively considered women, attorneys of color and LGBTQ+ lawyers–at least 30% of the candidate pool–for leadership and governance roles, equity partner promotions and lateral hiring. Please see the "Professional Development" section for more details on Stinson's training and programming to support its Associates. |
| Non-discrimination policy |
The Firm will not discriminate against any employee or applicant for employment because of race (including hair texture, hair type, or a protective hairstyle that is commonly or historically associated with race), color, creed, religion, national origin, sex, sexual orientation, gender identity, gender expression, genetic information or characteristics (of the individual or a family member), ancestry, disability, age, citizenship status, marital status, membership or activity in a local human rights commission, status with regard to public assistance, protected veteran status or any other protected group covered by applicable federal, state or local equal employment laws and regulations. "Sexual orientation" is the preferred term used when referring to an individual's physical and/or emotional attraction to the same and/or opposite gender. "Gender identity" refers to a person's innate, deeply felt psychological identification as male or female, which may or may not correspond to the person's body or designated sex at birth (meaning what sex was originally listed on a person's birth certificate). "Gender expression" refers to all of the external characteristics and behaviors that are socially defined as either masculine or feminine, such as dress, grooming, mannerisms, speech patterns and social interactions. Stinson complies with all federal, state, and local laws governing nondiscrimination in employment and expressly prohibits discrimination in the workplace. Preventing discrimination is the responsibility of every employee. As such, Stinson expects all work relations to be business-like and professional, free of bias, prejudice and/or discrimination. This policy applies to all conditions of employment including but not limited to, hiring, placement, promotion, discipline, termination, transfer, leave of absence, compensation and training. Stinson will not tolerate any unlawful discrimination in the workplace and expects any employee who believes he or she has been subjected to discrimination to use the firm's outlined reporting procedure. In addition, the firm will not tolerate retaliation or any adverse action because an employee lodges a complaint of discrimination in the workplace or because an employee provides information in connection with any such complaint. |
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Diversity fellowships or scholarships |
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| Does your organization or office sponsor/offer a Diversity Fellowship or Scholarship? | Yes |
| If yes, is the program open to | 1L |
| Please provide a brief description of the program |
Over the years, Stinson has provided more than one million dollars in scholarships that supported nearly 70 scholars. In 2018, we revamped our efforts and launched the Stinson LLP Minority Fellowship, which provides up to $30,000 in tuition assistance, a dedicated attorney mentor, and a paid 1L Summer Associate position. We are proud to have awarded the fellowship to eight students since its inception. 1L students from any U.S. ABA-accredited law school are welcome to apply. The Fellowship is available in association with Stinson's Summer Associate programs in our Minneapolis, Kansas City, and St. Louis offices. The firm also offers a scholarship through the University of Missouri-Columbia School of Law. |
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Affinity group information |
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| Does your organization or office have affinity groups? | Yes |
| If yes, please describe your affinity groups below |
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