Championing positive change
As a longtime leader in the effort to diversify the legal profession, we know principles fall short unless paired with meaningful actions.
How We Advance DEI
We’re intentionally building a firm that reflects our colleagues, clients, and communities.
Conscientious recruiting & hiring
- Mansfield Rule participant
- For significant leadership roles, at least 30% of the candidate pool considered must be women, attorneys of color, or LGBTQ+ attorneys.
- Diversity recruiting initiative
- For all open lateral associate positions at the firm, at least 20% of the candidates interviewed must be from diverse backgrounds.
- NP Internship Program
- At least 50% of the 2L and 3L candidates interviewed for our law student intern program must be from underrepresented groups, including women, racial/ethnically diverse, LGBTQ+, veterans, and individuals with disabilities.
Supporting our colleagues
- Dedicated DEI hours
- Each Nixon Peabody attorney is challenged to devote at least 40 hours a year to diversity-related activities.
- Resource groups with a voice
- Our resource groups—Black, Asian and Middle Eastern American, Hispanic, LGBTQ+, Women, and Veterans—act as an advisory board for our leadership team. The leaders of our resource groups also comprise our Diversity Committee, of which our managing partner and diversity partners are members.
- Mentoring & sponsorship programs
- We offer mentorship through our resource groups and sponsorship for senior-level diverse associates, counsel, and junior partners.
People-centric policies
- Diversity dialogues & training
- Colleagues engage in facilitated discussions about current events and unconscious bias. These experiences foster greater inclusion within our organization, spurring fellowship, empathy, and an enriched understanding of each other and the world around us.
- Post-parental leave ramp-up policy
- Attorneys returning from parenting leave have a reduced billable hour expectation at full pay for the first six months upon their return.
- Flexible work arrangement policies
- All firm attorneys are offered a number of different, flexible work arrangements to choose from, including full-time remote, in-person, hybrid, and work-from-anywhere options.
Partnerships with diverse vendors
As part of our commitment to diversifying the legal profession, we have an updated and revitalized Supplier Diversity Program, designed to ensure that the vendors and suppliers we work with reflect the clients and communities we serve.
How are we creating a truly inclusive firm? By listening to our people and our clients, and crafting data-driven strategies that maximize our talent and deliver results.
Ramla FarzadSenior Director for Diversity, Equity & Inclusion
Achievements & Recognitions
Bloomberg Law “Diversity, Equity, and Inclusion (DEI) Framework”
U.S. News—Best Lawyers® “Best Law Firms”
Legalweek Leaders in Tech Law Award for “Innovation in Diversity and Inclusion”
100% rating on Human Rights Campaign’s Corporate Industry Index
Nixon Peabody has earned the highest rating (100%) every year since 2006 on LGBTQ+ equality in corporate America—a testament to our enduring commitment and willingness to take action.
Mansfield Certification Plus, seventh consecutive year
Nixon Peabody LLP is proud to announce that the law firm has once again achieved Mansfield Certification Plus recognition from legal industry incubator Diversity Lab.
Founding Firm, Move the Needle Fund
We are one of four firms to pioneer the collaborative effort Move the Needle Fund, which is dedicated to creating a more diverse and inclusive legal profession.
Diversity Lab Inclusion Champion
Named as one of eight Inclusion Champions out of 240 firms that participated in Diversity Lab’s Inclusion Blueprint. NP’s IP Practice Group also recognized as an Inclusion Champion.