Diversity and Inclusion

Stinson Leonard Street fosters an inclusive culture of fairness, respect and equality. Our firm is improved by the diverse backgrounds, experiences and perspectives of those who work here. It’s fundamental to how we deliver innovative, forward-thinking legal services to our clients and how we engage with our communities.

Our mission at Stinson is to provide an inclusive culture built on the foundation of attracting, retaining and promoting individuals of diverse backgrounds. We know that diverse teams produce better results for our clients.

PERSONNEL
Our firm is led by a diverse group of lawyers, and we view the success of our pipeline and increased promotion of attorneys who are women, people of color, LGBTQ, and who have disabilities into leadership positions as a central part of our approach. The firm is noted to have:

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  • An Executive Committee that is 50 percent female.
  • Administrative leadership of seven women and five men, and includes two leaders of color and one openly LGBT.
  • The firm recently hired a chief diversity and inclusion officer to lead a comprehensive set of initiatives, policies and practices that leverage the full potential of all our lawyers and staff.
  • In the 2017 class of 16 newly elected partners, eight were women and three were on an alternative work schedule.

DIVERSITY AND INCLUSION INITIATIVES
The firm has incorporated creating a more diverse and inclusive workplace as a core objective of its strategic plan.

The firm established a Diversity and Inclusion Department, led by its chief diversity and inclusion officer. The core D&I objectives that the firm will pursue in the upcoming years are:

RecruitmentEnhance the firm’s work product, competitive edge and access to top talent by obtaining a critical mass of diverse lawyers and staff by:

  • Increasing overall diversity to ensure that we bring diverse points of view in achieving the best solutions for our clients
  • Increasing leadership opportunities and development strategies for diverse lawyers
  • Helping increase law school pipeline initiatives

SuccessIncrease retention of diverse lawyers and staff by creating an inclusive, welcoming and supportive culture by:

  • Encouraging equitable and inclusive work distribution, collaboration, succession planning
  • Developing an Allies Program so that everyone at the firm feels empowered to participate in making the firm a more diverse and inclusive place
  • Establishing a champion/sponsor program to ensure diverse lawyers have influential advocates on their behalf

Engagement & GrowthEnhance business relationships and raise the firm’s brand as a leader in diversity and inclusion by:

  • Adding value to our clients through supporting our mutual desires to create a more diverse and inclusive legal community
  • Sharing our knowledge, resources, and efforts with clients and the community at large through presentations, articles, and consultations
  • Partnering with clients (where possible) to support diversity-related initiatives

AccountabilityCreate accountability and establish incentives for diversity and inclusion by:

  • Tracking and measuring various diversity-related metrics (what gets measured, gets done)
  • Creating infrastructures that mitigate the effects of bias and ensure the success of diverse lawyers
  • Breaking down silos to create integrated firm-wide solutions

PARTNERSHIPS
We are a sponsor of Twin Cities Diversity in Practice, a nonprofit association of law firms and companies dedicated to attracting, recruiting, advancing, and retaining attorneys of color in the Twin Cities legal community.

We are a member of the Leadership Council on Legal Diversity, a national consortium of law firms and corporate legal departments committed to advancing diversity and inclusion in the legal profession.

  • In partnership with TCDIP and LCLD, we offer summer internship programs for 1L students designed to introduce students to the practice of law early.
  • We host a reception in our Kansas City and Minneapolis offices for first-year law students. Students are provided with résumé writing and interview tips, and they hear from diverse associates on the practice of law at the firm and within the greater community.

We have supported for more than a decade scholarships for diverse law students at three Twin Cities area law schools.

We educate, empower and promote diversity and inclusion through extensive training throughout the year for both staff and attorneys. We also host an annual Diversity Week.

We support alternative schedule arrangements for attorneys that do not remove an associate from consideration for partnership.

We support a number of pipeline initiatives designed to introduce and support high school students who are interested in legal careers.

We sponsor diversity and inclusion efforts hosted by affinity law student and bar associations throughout our geographic footprint.

RECENT RECOGNITION
For the sixth year in a row, the firm earned the Gold Standard Certification in 2016 from the Women in Law Empowerment Forum for integrating women into top leadership positions. Stinson is one of only 31 firms to earn the Gold Standard Certification in 2016.

In 2016 an increased score on the Human Right’s Campaign Corporate Equality Index score of 90 out of 100 in 2016; up from 85 in 2015