Mansfield Rule Participation and Certification

We know that what gets measured gets done. We are committed to measuring and tracking our U.S. progress in advancing women, minority, and LGBT+ lawyers. This data helps us to craft best practices which enhance the effectiveness of our diversity efforts in the Americas.

"The critical thing with improving diversity and inclusion is to get tactical," Hogan Lovells CEO Steve Immelt said in an American Lawyer article. "We need to get people off of autopilot and recognize there are implicit biases in our work."

In July 2018, Hogan Lovells was one of 65 law firms that signed onto the Mansfield Rule 2.0. In August 2019, Hogan Lovells achieved Mansfield 2.0 Plus Certification status. The Mansfield Rule 2.0 measures which law firms are committed to measuring, tracking, and improving the composition of women, minority, and LGBT+ candidates for lateral hiring, senior leadership positions, and business development activities. The certification is awarded by Diversity Lab, an organization that promotes creative ideas and solutions to boost diversity in the field of law.

"We have seen first-hand that diversity on a legal team and in leadership brings better results," said Hogan Lovells CEO Steve Immelt. "We are proud of this certification as a marker of where we are, but recognize that this is not a sign to stop or slow down our efforts. We will continue to invest in our commitment to diversity and inclusion so that our global law firm reflects and supports the communities we are a part of and the clients we serve."

To further our commitment, we have also signed on to the new Mansfield Rule 3.0 and are one of five pilot firms that have volunteered to take on a more intensive tracking process over the next year. Bendita Cynthia Malakia, Senior Inclusion Manager, who sits on the national Mansfield Taskforce, worked to help implement the Mansfield Rule 2.0 across the legal industry and will continue to do so for Mansfield 3.0. She will be joined by Leslie Richards-Yellen, Director of Inclusion – Americas on the National Mansfield 4.0 Taskforce.

The Mansfield Plus Certification status indicates that in addition to meeting or exceeding the pipeline consideration requirements for certification, we also successfully reached at least 30 percent diverse lawyer representation in more than 50 percent of current leadership roles and committees. To achieve this status, we have committed to measuring and tracking our diverse candidate pools by establishing reporting, communications, and other mechanisms to ensure our pipeline for leadership is robust. Additionally, our Marketing & Business Development team has made ten diversity commitments, which include evaluating the candidate pools for non-Mansfield tracked activities and working to provide diversity information for clients. Our teams work together across functions to ensure that we are using metrics increasingly to diversify our client teams – benefiting our clients, our people, and our culture.

Our results:

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