Diversity, Equity & Inclusion (DEI)

As a leading global law firm, we take seriously our responsibility to call out and help eradicate inequality and discrimination in all its guises. We are intentional about doing so, both within our own firm and in the communities where we practice.

We have established and continually update a comprehensive approach to diversity, equity and inclusion (DEI) to assure that all of our personnel throughout the firm feel welcomed and that they have the opportunity to fully and fairly pursue their career objectives. Across our global platform, our colleagues also routinely engage in myriad social justice and community support activities, often with firm support.

Given the historic failure of large law firms to adequately address DEI objectives, we believe it is essential to acknowledge that fact and to be very purposeful in affirming the core values that underpin our inclusive culture. A sustained commitment to pursuing DEI across our entire platform was one of the strategic priorities adopted by our partners in 2017. While much work certainly remains to be done, we are encouraged by our colleagues’ embrace of that priority in the context of a collaborative and supportive, “one-firm firm” culture.

Our recruiting, hiring, training and promotion practices all reflect our shared DEI focus. While we recognize that it is incumbent on the firm to be flexible and innovative as industry DEI strategies evolve and new best practices are developed, the firm has held these values and pursued DEI objectives for many years. That fact is amply reflected by the composition of our firm’s leadership team. We have more than three dozen women and ethnic minorities who serve in either appointed or elected leadership positions across the firm, including at its very highest levels. Our Global Board, for instance, is composed of a majority of diverse partners, and has been for some time. We also have diverse lawyers as practice group leaders, office managing partners, a global managing partner and in other leadership roles, confirming both the long-standing culture of our firm and our sustained focus on continuing to progress.

58%

of our 12-member Global Board are people of color or women

42%

of our 12-member Global Board are women

25%

of our 12-member Global Board are US people of color

Our Mission Statements

Our Inclusion & Diversity Committee is charged with managing the strategic framework for inclusion and diversity; setting goals and targets; defining our action plans; and articulating measures of success. The committee will oversee and approve:

The design and implementation of diversity policies for the recruitment, retention and advancement of our lawyers and staff
The role and development of resource groups, promoting knowledge sharing, engagement and allyship
Communication plans, including oversight of online materials relating to inclusion and diversity
The development and implementation of action plans
The role of our firm in advancing diversity initiatives in the communities we serve

The Inclusion & Diversity Committee will work in tandem with the:

Women’s Enterprise – promoting business development
Advancing Women Task Force – focused on the recruitment, retention and advancement of women
Champions of the firm’s Inclusion & Diversity pillars

Frederick R. Nance

Cleveland

My career at the firm spanning almost four decades has witnessed the same evolution in the areas of diversity and inclusion (however denominated) as that going on within the nation as a whole. Meaningful social change often takes place intermittently, keyed to triggering, traumatic public events. Within that context, I can say with all sincerity that Squire Patton Boggs is an institution that has distinguished itself in this area by taking risks, nurturing opportunity and sustaining an environment where our successful track record speaks for itself.

Fred Nance, Global Managing Partner, US LLP

Frederick R. Nance

Cleveland