HBCU Recruiting

Yes

Hispanic Serving Institution Recruiting

Yes

Formal Diversity Initiatives (D&I Training)

Yes

Unconscious Bias Training

Yes

Sexual Orientation

Sheppard, Mullin, Richter & Hampton LLP is an equal opportunity employer and is committed to the maintenance of an employment environment which is welcoming of persons from diverse backgrounds and free from unlawful discrimination and harassment, and in which all of the legal rights of our employees are recognized and protected. Unlawful discrimination based upon race, color, religious creed, sex, gender, pregnancy, gender identity, gender expression, sexual orientation, national or ethnic origin, ancestry, citizenship, age, marital status, genetic information, medical condition, physical or mental disability, military and veteran status, and all other characteristics proscribed by law is strictly prohibited.

Sexual Identity

-

If yes, does it comprise of only underrepresented professionals?

No

If yes, does it have an executive champion?

Yes

Yes

If yes, please describe

Sheppard Mullin first established its diversity committee in the early 1990s to address a variety of critically important issues facing the legal profession. Since then, the firm-wide Diversity & Inclusion (D&I) Committee – with top-down support – has guided and sponsored numerous initiatives and programs to help fulfill our mission in this area. The D&I Committee addresses key areas that include expanding diversity recruiting efforts, increasing the retention and promotion of women and diverse attorneys, and enhancing diversity and inclusion in firm management and leadership.

Several years ago the Firm Chair created the Diversity & Inclusion Strategic Council (DISC). Under his leadership, a smaller core group of D&I leaders within the Firm studies relevant data, develops related long-term strategic goals for D&I at Sheppard Mullin and identifies short-term, attainable objectives. The DISC is held accountable for meeting objectives and producing results.

DISC strategies have resulted in the appointment of a head of gender initiatives for the Firm, the development of specific programs that address the retention of women and diverse associates (such as a business development coaching program), increased lateral hiring of women and diverse partners, and multiple diversity recruiting partnerships between our affinity groups and internal recruiting committees.

Yes

N/A