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.
As part of its continued efforts to actively recruit and advance the recruitment, development and promotion of diverse lawyers, Pepper is participating in Diversity Lab’s Mansfield Rule 2.0 initiative. The Mansfield Rule is named for Arabella Mansfield, the first woman admitted to practice law in the United States. It measures whether law firms affirmatively consider diverse lawyers for promotions, senior-level hiring and significant leadership roles. Under this initiative, Pepper strives for a candidate pool consisting of at least 30 percent women, attorneys of color, and/or LGBTQ+ attorneys for all lateral hires.
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.
Pepper hosted professor Jerry Kang, a leading scholar on implicit bias and the law, to discuss implicit bias and ways to combat it in the legal workplace. Implicit biases are attitudes and stereotypes of which we are unaware but still affect our behavior towards others based on differences including race, gender or sexual orientation. These subtle biases can influence hiring, professional and social interactions, and evaluations in organizations in ways that undermine productivity, teamwork and a basic sense of fairness. Pepper is conducting implicit bias training for all partners and of counsels.
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.