International law firm Dorsey & Whitney LLP announced today a new Diversity Hours Policy for attorneys. This new policy recognizes and rewards those attorneys who are committed to diversity, inclusion and equity at Dorsey and in the larger legal community.
Under the new policy, Dorsey will recognize 50 hours of diversity time each year for associates as if such hours were billable. Qualifying diversity activities include:
- attending internal and external diversity educational sessions
- presenting on diversity and inclusion topics
- serving on firm-wide or office diversity and inclusion committees
- participating in the firm’s internal affinity groups
- holding a leadership role in a local or national affinity bar association or another diversity organization
- organizing or attending diversity-related events
- participating in recruiting efforts targeted at diverse candidates
- representing Dorsey at client-facing diversity events or trainings
“Dorsey is committed to creating an enduring, more united and more profitable firm by investing and maintaining a culture in which all individuals can thrive and realize their full potential,” said Bill Stoeri, Dorsey’s Managing Partner. “We are proud to demonstrate this commitment with separate diversity hours to help us achieve this goal.”
Dorsey has received multiple recognitions for being an employer that is supportive of diversity and inclusion and has been named a Best Law Firm for Women by Working Mother magazine, a Best Place to Work for LGBTQ Equality, and has received Mansfield Rule Certification Plus and the Gold Standard Certification from the Women in Law Empowerment Forum.
“Dorsey’s culture encourages its attorneys to be active in diversity programs and networking events,” noted associate Lucy Onyeforo. “I’m excited to have additional hours that I can devote to attending diversity events or being active in affinity groups. I appreciate working in an environment where there is a strong sense of community and a genuine desire to engage all viewpoints.”
The new policy is retroactive to January 1, 2019.