- within Consumer Protection, Insolvency/Bankruptcy/Re-Structuring and Insurance topic(s)
Shearman & Sterling values and promotes a diverse and inclusive workplace – it is part of the fabric of our identity as a global firm. In 1992 we established a diversity and inclusion committee to raise awareness and advance the benefits of a work environment with varied perspectives and backgrounds – both to our clients and to our lawyers and also to our staff around the world. Shearman & Sterling was among the first BigLaw firms to take this step.
In 2000, the committee created a dedicated diversity team led by a full-time global diversity director. The firm, committee and diversity team have worked tirelessly to promote diversity and inclusion within the firm and the greater legal community, making our programme the consistently award-winning initiative it is today.
Today, Shearman & Sterling is home to numerous inclusion networks as part of our comprehensive diversity and inclusion efforts. The groups are associate-led and are open to all who would like to participate. Our newest initiative is Sterling Pride Ally, which was started by Sterling Pride, our LGBT inclusion network. Launched with Straight for Equality in the Workplace 101, the first of a two-part programme presented by PFLAG [parents, families and friends of lesbians and gays] in October 2014, Sterling Pride Ally advances the discussion on how to be an effective ally and the positive impact these efforts have on the workplace and beyond. The value of our inclusion networks cannot be overstated. We know that when people feel accepted and valued as individuals, they are empowered to do their best work.
Our pioneering recognition of the need for a diverse set of perspectives, one that is truly reflective of the business world at large, has put us ahead of the curve in our ability to align with the priorities of our clients. Our recent recognition by Bank of America's legal department with its 2015 Diversity and Inclusion Business Council Award proves that outstanding legal work goes hand in hand with an inclusive workplace.
Previously published in IFLR’s Women in Business Law Group’s Best Practice Series on inclusiveness
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
