Pepper Hamilton LLP is a limited liability partnership in which an ownership interest is held by a diverse group of partners including women, attorneys of color, members of the LGBT community and their allies, and attorneys with disabilities. The firm is committed to advancing diversity and inclusion and works continuously to expand and promote opportunities for all Pepper people.
Recognizing that diverse characteristics and talent enhance any organization, and that a national law firm must reflect our many different cultures and ideas, Pepper actively recruits and encourages the hiring, training and promotion of people from diverse backgrounds including women, members of the LGBT community, the disabled, people of color, as well as those with different socio-economic backgrounds.
All applicants are considered, regardless of age, race, gender, sexual orientation, color, religion, national origin, place of birth, non-job-related disability or any other legally protected status, and once employed by the firm, individuals are treated without regard to any of these criteria.
Pepper was one of the first law firms in the nation to offer benefits to same-gender domestic partners of our employees and recently adopted a formal alternative schedules policy, which includes alternative work schedule, options for reduced hours. Advantages such as these are among the many reasons Pepper has been named among the “Top Workplaces in Philadelphia” by the Philadelphia Inquirer and Daily News.
In addition to ensuring that the firm is an attractive and fair place to work, Pepper takes seriously our clients’ commitment to diversity and inclusion by making every effort to assemble appropriate project teams that reflect the diversity of thought required to solve our clients’ complex legal problems.
In 2003, Pepper launched a diversity initiative to further enhance the firm’s commitment to the hiring and retention of diverse attorneys. The firm engaged a nationally prominent diversity consultant to survey the firm’s diverse lawyers, both current and alumni, to assess Pepper’s strengths and shortcomings as a firm in which diverse attorneys can reach their professional potential and achieve personal and professional satisfaction.
Using what she had learned as a springboard for discussion, the consultant facilitated diversity workshops for members of the firm’s Executive, Associates and Hiring committees, and all department, practice group and office heads. The workshops heightened the participants’ appreciation of the variety of backgrounds, personal characteristics and skills that contribute to a successful business and professional organization, and that need to be consciously cultivated for Pepper to flourish. At an annual firm meeting, the consultant spoke about the role of diversity in the Pepper workplace to all of Pepper’s lawyers, paralegals and senior managers, and she conducted a diversity workshop for non-lawyer staff.
To reinforce Pepper’s commitment to diversity and inclusion, the firm has instituted a policy to assess the level of partner involvement in diversity initiatives as a factor in determining compensation. The Compensation Committee takes into consideration partners’ actions in (i) attracting to the firm, or promoting within the firm, lawyers from diverse backgrounds, (ii) building formal or informal mentoring relationships with diverse lawyers, (iii) working closely with diverse lawyers on complex or challenging matters, (iv) providing training for diverse lawyers and (v) integrating diverse lawyers into significant client relationships.