Warner Norcross + Judd LLP has earned Mansfield Certification for 2023-24 from Diversity Lab for its commitment to diversity in hiring and advancement practices.
Mansfield’s focus is on “opening the door wider” and ensuring opportunities for advancement are transparent and inclusive for everyone. Warner began the year-long structured certification process in summer 2023. Each year, the certification process evolves, becoming more challenging. The Mansfield Certification consists of four main pillars:
• Increasing transparency and documentation: Providing job descriptions, processes and guidelines for leadership roles, such as managing partner, management committee, executive partners and practice group chairs. This ensures clarity about how to apply for and achieve these roles.
• Expanding the field of consideration and access to career development and advancement: Ensuring diversity among attorneys who participate in responding to requests for proposals, pitching work to new clients or providing information for submissions to Chambers rankings.
• Establishing data track processes: Affirming at least 30% of attorneys considered for leadership roles and new business opportunities are from underrepresented groups.
• Knowledge sharing: Joining knowledge calls that bring together law firms new to the Mansfield process and those who are recertifying to share best practices and discuss challenges.
Over the past two decades, Warner has prioritized diversity by improving internal practices and creating more equitable opportunities for attorneys and staff. The firm’s most notable work includes:
• Establishing a DEI Action Committee that creates the processes, strategies and opportunities for the firm’s DEI efforts. These are reported in the firm’s DEI Annual Report, which has been issued annually since 2006.
• Creating a hiring policy in 2021 requiring at least 30% of candidates for all open positions to be from underrepresented groups. The firm has had two consecutive classes of summer associates with more than 60% of people of color and women.
• Providing more than $303,000 in scholarships and other financial support to prepare students who are underrepresented for success in the legal profession.
• Hosting quarterly town halls and lunch-and-learn training opportunities to provide a forum for open dialogue on expanded competency on DEI-related topics such as allyship, generational diversity and LGBTQIA+ inclusion.
• Launching resource groups for attorneys and staff of color or who identify as LGBTQIA+ to provide opportunities for dialogue and engagement, mentoring and professional development and community outreach.
Mansfield’s focus is on “opening the door wider” and ensuring opportunities for advancement are transparent and inclusive for everyone. Warner began the year-long structured certification process in summer 2023. Each year, the certification process evolves, becoming more challenging. The Mansfield Certification consists of four main pillars:
• Increasing transparency and documentation: Providing job descriptions, processes and guidelines for leadership roles, such as managing partner, management committee, executive partners and practice group chairs. This ensures clarity about how to apply for and achieve these roles.
• Expanding the field of consideration and access to career development and advancement: Ensuring diversity among attorneys who participate in responding to requests for proposals, pitching work to new clients or providing information for submissions to Chambers rankings.
• Establishing data track processes: Affirming at least 30% of attorneys considered for leadership roles and new business opportunities are from underrepresented groups.
• Knowledge sharing: Joining knowledge calls that bring together law firms new to the Mansfield process and those who are recertifying to share best practices and discuss challenges.
Over the past two decades, Warner has prioritized diversity by improving internal practices and creating more equitable opportunities for attorneys and staff. The firm’s most notable work includes:
• Establishing a DEI Action Committee that creates the processes, strategies and opportunities for the firm’s DEI efforts. These are reported in the firm’s DEI Annual Report, which has been issued annually since 2006.
• Creating a hiring policy in 2021 requiring at least 30% of candidates for all open positions to be from underrepresented groups. The firm has had two consecutive classes of summer associates with more than 60% of people of color and women.
• Providing more than $303,000 in scholarships and other financial support to prepare students who are underrepresented for success in the legal profession.
• Hosting quarterly town halls and lunch-and-learn training opportunities to provide a forum for open dialogue on expanded competency on DEI-related topics such as allyship, generational diversity and LGBTQIA+ inclusion.
• Launching resource groups for attorneys and staff of color or who identify as LGBTQIA+ to provide opportunities for dialogue and engagement, mentoring and professional development and community outreach.
