|Diversity Chair Prefix|
|Diversity Chair First Name||Mr. Adam Banks|
|Diversity Chair Last Name||Mr. Adé Heyliger|
Diversity Contact Information
|Diversity Contact Prefix||Ms.|
|Diversity Contact First Name||Meredith|
|Diversity Contact Last Name||Moore|
|Link to your organization's diversity website||http://www.weil.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)
Inclusion is in our DNA. Since its founding, Weil has held diversity and inclusion as a core value. Over the following years, as we have become a global firm, these principles have been a cornerstone for our growth and success. Our pioneering attitude towards diversity led us to embark on a series of “firsts” for the legal profession from conducting a diversity assessment in 1992 to creating a formal management level diversity professional position in 2000 to a broad-reaching ally initiative in 2015. We strive for all our people to feel comfortable and supported, able to thrive and achieve as far as their talents and hard work take them.
We believe the results of our inclusion efforts tell a remarkable story: Weil’s 2023 partner class is one of the most diverse in the Firm’s history:
Since 2007, women have comprised 42 percent of partner promotions in the US. From 2015 to 2023, the percentage of women partners in the US has increased from 20% to 31% and partners of color have increased from 9% to 17%. In addition, 17 Firm leaders are women, LGBTQ+ and/or people color.
We pride ourselves on being at the vanguard of diversity practices and our efforts have been recognized by numerous industry and business publications. In 2022, Weil received the Mansfield Certification Plus, a key industry accreditation that reflects the Firm’s progress in fostering diversity among its leadership ranks. Weil continues to be named among the “Best Places to Work” for LGBT individuals by the Human Rights Campaign’s Corporate Equality Index. Additionally, Weil was named “Most Inclusive Firm for LBGT+ Lawyers” by the Chambers Diversity & Inclusion Awards, which also named Executive Partner Barry Wolf “Outstanding Ally.”
Over the past decade, Weil has evolved from a focus on diversity to an emphasis on inclusion. The following is a brief summary of the Firm’s marquee inclusion initiatives:
Upstanders@Weil: Building off a longstanding commitment to engage everyone in our diversity efforts, the Firm launched an innovative new initiative in 2015 to inspire all attorneys and staff to stand up for inclusion in the workplace, community and at home. This campaign expands the powerful “ally” concept within the LGBTQ+ community to a broader spectrum of groups, including people of color and women. An action guide and extensive online resources were developed to raise awareness and showcase concrete behaviors to be an Upstander@Weil. To reward and recognize actions promoting diversity, we created the Andrea Bernstein Upstander@Weil award. To date, there are over 100 awardees across levels and offices.
Diversity Education: Weil has consistently been at the forefront of law firm diversity training programs for over two decades. The most recent evolution of our efforts began in 2011 with a two-hour annual diversity education requirement for all attorneys and staff in all US offices. Each year, a new program is developed specifically for Weil to provide concrete skills for achieving inclusion. Program topics have included unconscious bias, mentoring and delivering feedback across difference, working with different generations, religious diversity, and talking boldly about race in the workplace. Our 2022/2023 training sessions were facilitated by Vallot Karp and centered around the theme of “Diversity in the Day to Day: Making Inclusion an Everyday Habit.”
In addition, Weil continues to promote diversity education in recent programs such as:
Pipeline: Weil has a longstanding commitment to enhancing opportunities for historically underrepresented groups from elementary through law school, providing financial and volunteer resources to over half a dozen schools and programs across our US offices. These partnerships introduce underrepresented students to the Firm and the legal profession through mentoring, summer internships, college advising, career exploration days and more. In partnership with PENCIL, approximately 30 Weil volunteers meet monthly with students from Middle School 224 in the South Bronx for college and career readiness sessions. Weil volunteers also serve as mentors to high school students from Murray Hill Academy through the Big Brothers Big Sisters of New York City Workplace Mentoring Program, meeting twice a month at Weil. Since 2013, Weil’s New York office has also provided summer internships to high school and college students from community based organizations. In addition, Weil sponsors over 50 nonprofit organizations including diversity-oriented organizations, bar associations, and law related conferences.
Non-discrimination policy All decisions affecting employment, promotion, compensation, assignment and other aspects of the Firm's work environment are made on the basis of qualification, performance and other pertinent work-related factors and without discrimination on the basis of race, color, sex, age, religion, national origin, disability, marital status, sexual orientation, gender identity or expression, veteran's status or any other legally protected status.
All decisions affecting employment, promotion, compensation, assignment and other aspects of the Firm's work environment are made on the basis of qualification, performance and other pertinent work-related factors and without discrimination on the basis of race, color, sex, age, religion, national origin, disability, marital status, sexual orientation, gender identity or expression, veteran's status or any other legally protected status.
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|2L|
|Please provide a brief description of the program||
Weil’s Diversity Fellowship Program promotes greater diversity in law school classes by offering scholarship funds to first and second-year law students. Since 2011, the Firm has awarded 99 Diversity Fellowships across five US offices.
For additional information, please visit our website at: https://www.weil.com/~/media/2004921_weil_1l_careers_diversity_fellowship_handout.pdf
Affinity group information
|Does your organization or office have affinity groups?||Yes|
|If yes, please describe your affinity groups below||
Weil was among the first law firms to establish Affinity Groups which:
Weil’s five affinity groups include:
Throughout the year, affinity group members participate in a wide range of events including:
Affinity Group Conferences:
Weil holds biennial individual conferences for its AsianAttorneys@Weil, BLAST, WeilLatinx, and WeilPride affinity groups. The conferences are designed to bring together members from across the Firm’s offices for professional development, internal networking and mentoring, client development, and pipeline efforts. In June 2022, Weil hosted the BLAST and WeilPride conferences in New York. Attorneys and summer associates from across Weil’s US offices were invited to attend. Both conferences included daytime programs featuring sessions with senior firm leaders, partner panels, and networking lunches. BLAST held an evening reception that included Weil alumni, with a performance by the Syncopated Ladies. WeilPride hosted their 10th annual Pride Month Networking Soiree with over 150 LGBTQ+ Weil attorneys, summer associates, and clients. To date, the Firm has hosted 19 affinity group conferences.
Management Committee Sponsors:
The strength of the Firm’s leadership commitment is demonstrated through the designation of a Management Committee member, who is not a member of that demographic group. This Management Committee member is appointed to serve as a sponsor for each affinity group. These sponsors work actively to provide visibility and advocacy for the group and individual members internally and externally.