|Which of the following methods do you use to increase the presence and retention of under-represented groups? (Check all that apply)||
Minority job fairs
Outreach to law student groups
Directed mentoring efforts
Recruit at schools with large minority population
Firm diversity committee
The Manhattan District Attorney’s Office affirms the intrinsic dignity and worth of all people. We adhere to the guiding principle that no one should be judged by the color of their skin, sexual orientation, gender-identity, disability, national origin, religious belief, or social status. We do not condone or tolerate racism, discrimination, bigotry, or prejudice on any grounds.
As one of the nation’s leading local prosecutor’s offices, we continue to recognize our profound power and responsibility to implement anti-racist policies that reform our criminal justice system and help build a more just, fair, safe, and equitable society. We strive to do this, in part, by setting policies that reduce racial disparities and collateral consequences in low-level prosecutions and by investing directly in programs that empower our communities of color most harmed by police violence and unnecessary incarceration.
Our Chief Diversity, Equity, and Inclusion Officer is tasked with strengthening the office’s policies relating to workforce diversity and inclusion and working with Legal Hiring and Human Resources to implement enhanced diversity recruitment strategies. We believe that our staff should reflect the community we serve, and staff members are encouraged to participate in office affinity groups and events.
The New York County District Attorney’s Office is an Equal Opportunity Employer, committed to recruiting and retaining a diverse and culturally responsive workforce. Given the diverse nature of our community, the ability to work with people of different backgrounds is critical. The Office seeks to have a staff that reflects the diversity of the community that we serve. To that end, all applicants will be considered without regard to actual or perceived race, color, national origin, religion, sexual orientation, marital or parental status, disability, sex, gender identity or expression, age, prior record of arrest; or any other basis prohibited by law. These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, training, and career development programs.