|Diversity Chair Prefix
|Diversity Chair First Name
|Diversity Chair Last Name
Diversity Contact Information
|Diversity Contact Prefix
|Diversity Contact First Name
|Diversity Contact Last Name
|Link to your organization's diversity website
|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 Akin, our long-standing commitment to diversity, equity and inclusion reflects our belief that our lawyers' differing perspectives and experiences are catalysts for creative solutions. The exceptional, diverse talent we recruit thrives in an environment where collaboration generates ideas and innovation. A sense of community fosters understanding, respect and a sense of belonging, while professional development opportunities build exciting, dynamic careers.
Akin’s comprehensive diversity, equity and inclusion strategy has the following goal areas: leadership commitment, recruiting and the diversity pipeline, professional development and inclusive workplaces, and strategic partnerships.
Recruiting and the Diversity Pipeline
Professional Development and Inclusive Workplaces
It is the long-standing policy of the firm to hire well-qualified people to perform the many tasks necessary in providing high quality legal service. An integral part of this policy is to provide equal employment opportunity for all persons.
In this regard, the firm: (1) adheres to federal and local laws, regulations and guidelines with regard to non-discrimination against job applicants and firm employees; and (2) provides equal employment opportunity for all persons, including in its recruiting practices and its administration of all hiring, working conditions, benefits and privileges of employment, compensation, training, opportunities for advancement such as promotion, transfers, and terminations of employment, without regard to the person’s age, race, color, national origin (including language restrictions), ancestry, religious creed (including dress and grooming practices), sex (which includes pregnancy, childbirth, breast feeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity or expression, sexual orientation, mental or physical disability (including HIV and AIDS) unrelated to the job to be performed, denial of Family and Medical Leave; marital status, medical condition (cancer and genetic characteristics), genetic information, military and veteran status, or any other basis of discrimination prohibited by law. The firm also fully complies with the requirements of the Americans with Disabilities Act, and provides reasonable accommodation in accordance with it.
Diversity fellowships or scholarships
|Does your organization or office sponsor/offer a Diversity Fellowship or Scholarship?
|If yes, is the program open to
|Please provide a brief description of the program
The Akin/Robert S. Strauss Diversity & Inclusion Scholarship provides a $50,000 scholarship to outstanding first year law students to offset expenses for their second year of law school. In addition to the financial award, the scholarships also offer mentoring from firm attorneys and a paid second year summer associate position in the firm’s Dallas, Houston, Los Angeles, New York and Washington, D.C. offices. To further our diversity and inclusion efforts, we offer diverse law students the opportunity to gain early practice experience through our Corporate, IP, and Financial Restructuring SDIS programs. For more information please visit our website: https://www.akingump.com/en/careers/us-students
Affinity group information
|Does your organization or office have affinity groups?
|If yes, please describe your affinity groups below
Akin has formal FRGs which are intended to provide a forum for targeted professional development programs, mentorship and relationship building. We currently have FRGs for women, working parents and caregivers, people with disabilities, first generation lawyers, veterans and those who identify as Black, LatinX, Asian, MENA, Native American/American Indian and/or LGBTQ+ and their allies. With subcommittees often led by counsel and associates, FRGs are an opportunity to forge strong bonds with colleagues while sharing ideas to address recruiting and retention. For the past 10 years, Akin’s Women’s Professional Development Initiative, which is now part of our Women’s FRG, has provided a forum for women to build internal and external relationships. We’re providing access to the professional development training our women lawyers request most often—from partnership and promotion to authenticity and presentation skills.