NALP Directory of Legal Employers

Directory Year: 2023

Stinson LLP - Firm-wide

Diversity & Inclusion

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Diversity Chair

Diversity Chair Prefix
Diversity Chair First Name Ms. Patricia Konopka (Co-Chair)
Diversity Chair Last Name Mr. Shane Swanson (Co-Chair)

Diversity Contact Information

Diversity Contact Prefix Ms.
Diversity Contact First Name Ann
Diversity Contact Last Name Jenrette-Thomas
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)

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 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 Plus. 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 on the basis of race (including hair texture, hair type, or a protective hairstyle that is commonly or historically associated with race), creed, color, religion, gender, gender identity, gender expression, sex, national origin, genetic information, citizenship status, marital status, status with regard to public assistance, disability, age, protected veteran status, and sexual orientation, including sexual harassment, is prohibited.

For clarity, "sexual orientation" refers 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. Harassment or discrimination based on these and all of the categories listed above is prohibited by this policy.

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.

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
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. The firm also offers a scholarship through the University of Missouri-Columbia School of Law.

Affinity group information

Does your organization or office have affinity groups? Yes
If yes, please describe your affinity groups below
  • Attorneys of Color: The Attorney of Color Employee Resource Group is a community of attorneys from various racial and ethnic minority groups whose priority is to build relationships within the firm to foster attorney development.
  • LGBTQ: The LGBTQ Attorneys and Staff ERG is comprised of LGBTQ attorneys and staff across the firm. The group focuses on how the firm can recruit, sustain and retain LGBTQ attorneys and staff.
  • Veterans: The Veterans Employee Resource Group supports the needs of deployed staff and attorneys, along with assisting Stinson employees who may have a deployed family member. The group also looks for additional service opportunities in the cities where we have offices.
  • Women: The firm has 5 regional women's ERGs to ensure the success and advancement of women associates and partners.
  • Diversity & Inclusion Allies Network: The firm educates and trains diversity allies to become strong ambassadors and advocates for an inclusive workplace.
  • Caregivers Support Network: Launched in the spring of 2020, the group was designed to support attorneys and staff as they navigated the unique challenges raised by COVID-19. The group has since evolved and allows attorneys and staff caregivers the opportunity to support each other and to share ideas, resources, and strategies to help them feel more successful both personally and professionally.