|Diversity Chair Prefix|
|Diversity Chair First Name||Rachel G. Skaistis|
|Diversity Chair Last Name||Jonathan J. Katz|
Diversity Contact Information
|Diversity Contact Prefix|
|Diversity Contact First Name||Peter|
|Diversity Contact Last Name||Wilson, Jr.|
|Link to your organization's diversity website||http://www.cravath.com/diversity/|
|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
Firm diversity committee
Recruit at Historically Black Colleges and Universities (HBCU)
At Cravath, we pride ourselves on our ability to deliver excellent legal services to our clients as we invest in the development of our people. We are strengthened by the unique backgrounds, experiences and perspectives that each of our employees brings to our Firm. Our goal is to ensure that Cravath provides a supportive and inclusive workplace where every employee is valued and has the opportunity to succeed. We want Cravath to reflect at all levels the many communities in which we and our clients live and serve.
Faiza Saeed is our Presiding Partner, which makes us one of only a small handful of large law firms led by a woman. Our Litigation Managing Partner and Head of our Tax Department are women. Women also hold many of our key leadership positions within the Firm, including management positions for our Litigation and Tax Departments, Head of our Washington, DC Office, Hiring Partner for our Corporate Department and General Counsel of the Firm. Our 2023 summer associate class is 51% women, 50% students of color and 11% LGBTQ+ identifying.
Cravath is a founding member of the Law Firm Antiracism Alliance, a nonprofit working to help bring about systemic change and racial equity in the law. In addition, the Firm’s Chief Diversity & Inclusion Officer, Peter Wilson, Jr., is a member of the board and is co-chair of the Education Working Group.
Across the Firm, we devote substantial time and resources to ensuring diversity efforts help inform every facet of our work and culture, with particular focus on recruitment, retention and talent development. A few notable efforts are as follows:
Please see www.cravath.com for further information on our D&I related recruitment and retention efforts.
Cravath, Swaine & Moore LLP is committed to maintaining a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. To that end, Cravath expects that all relationships among persons in the workplace will be business-like and free of bias, prejudice and harassment.
Cravath is an equal opportunity employer. It is the policy of the Firm to ensure equal employment opportunity without harassment or discrimination on the basis of race, religion or religious belief, gender (with or without sexual conduct), gender identity/expression, color, national origin, disability, sexual orientation, age, genetic predisposition or carrier status, marital or civil partnership status, pregnancy, familial status, caregiver status, status as a victim of domestic violence, stalking, and sex offenses, sexual and reproductive health decisions, creed, military service or veteran status, citizenship status, current unemployment status or any other basis protected by Federal, state or local law, ordinance or regulation. This Policy applies to recruiting, hiring, placement, promotions, training, discipline, terminations, layoffs, transfers, leaves of absence, compensation and all other terms and conditions of employment.
The Firm strictly prohibits harassment or discrimination on the basis of race, religion or religious belief, gender (with or without sexual conduct), gender identity/expression, color, national origin, disability, sexual orientation, age, genetic predisposition or carrier status, marital or civil partnership status, pregnancy, familial status, caregiver status, status as a victim of domestic violence, stalking, and sex offenses, sexual and reproductive health decisions, creed, military service or veteran status, citizenship status, current unemployment status or any other basis protected by Federal, state or local law, ordinance or regulation. Employees who believe they are the subject of discrimination or harassment are encouraged to refer to the Firms Policy Against Discrimination and Harassment and to report such perceived offenses to the Committee that administers the Policy. The Firm also prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Appropriate disciplinary action is taken against any employee whose conduct is inconsistent with this Policy.
Diversity fellowships or scholarships
|Does your organization or office sponsor/offer a Diversity Fellowship or Scholarship?||Yes|
|If yes, is the program open to|
|Please provide a brief description of the program||
In 2019, Cravath and Fisk University, one of the nation’s historically black colleges and the oldest institution of higher learning in Nashville, Tennessee, announced the launch of the Cravath Scholars Program. The program, which supports high-achieving Fisk students studying across a range of disciplines, strengthens Cravath’s historical ties to the University. Scholars are supported with tuition assistance and a summer internship at Cravath, including training and mentorship opportunities. Established shortly after the end of the Civil War, Fisk University’s founders included noted abolitionist Reverend Erastus Milo Cravath, whose son, Paul Drennan Cravath, would go on to become a named partner in the Firm. Erastus Cravath served as the first President of the University, a role he held for more than two decades, raising his family on the grounds of the Fisk campus. Sharing his father’s passion for the mission of the school, Paul Cravath served in various leadership roles at Fisk for 45 years.
Affinity group information
|Does your organization or office have affinity groups?||Yes|
|If yes, please describe your affinity groups below||
African American/Black Affinity Group; Asian/Pacific Islander Affinity Group; Hispanic/Latinx Affinity Group; LGBTQ+ Affinity Group; South Asian Affinity Group/Middle Eastern Affinity Group; Women’s Initiative; Working Parents Group.