Diversity, Equity, and Inclusion are important to Stotler Hayes Group. We are fully committed to diversity and inclusion, and celebrate our differences in race, color, religion, age, sex, national origin, sexual orientation, gender identity or expression, disability, socio-economic status, neurodiversity, marital/familial status, military or veteran status, and all other characteristics which make us unique as individuals.
We value diversity of thought, experience, and background and believe a diverse and inclusive work environment allows all individuals to thrive, reach their full professional potential, and do great work.
The similarities that we share create the potential for rewarding collaborations that bridge our differences and facilitate open and honest communication, understanding, and growth. Without consideration and understanding of both commonalities and differences amongst us, as well as mutual respect and teamwork, meaningful progress is not possible.
Over the past year we have made significant strides towards our goal to act intentionally to foster a diverse, equitable, and inclusive community that encourages, respects, supports, and celebrates the diverse voices of our employees and partners and enables everyone to flourish.
Diversity, Equity & Inclusion Committee
In July of 2020, we formed an official SHG Diversity, Equity and Inclusion Committee. Made up of Attorneys, Paralegals, Upper Level Management, and Operations Staff, we meet regularly to develop initiatives aimed at incorporating Diversity, Equity, and Inclusion into all aspects of our work including advocacy, communications, client relations, hiring, retention, and promotion practices, vendor selection, and workplace environment in order to uphold our values and achieve meaningful change in our firm, the broader legal community, and the communities where we live and work.
Mansfield Rule for MidSize Law Firms
In September 2020 we officially partnered with Diversity Lab as one of 20 firms to participate in the 2020 launch of the inaugural Mansfield Rule for MidSize Law Firms. The overall goal of the Midsize Mansfield Rule is to increase the representation of diverse lawyers in leadership by broadening the pool of women, LGBTQ+ lawyers, lawyers with disabilities, and/or racial/ethnic minority lawyers who are considered for entry-level and lateral attorney job openings, leadership opportunities, equity partner promotions, and opportunities to connect with clients.
Participating in the Mansfield Rule initiative is a commitment by SHG that we will continue to consider an intentionally broad pool of candidates for leadership and high visibility positions within the Firm. This includes when we are selecting leaders for positions within the Firm, hiring entry-level and lateral employees. The Midsize Mansfield Rule initiative also includes a commitment by the Firm to be transparent in our internal governance, particularly with our selection guidelines and job descriptions for existing management roles and committees.
Moving forward we resolve to become even more active in promoting a diverse, equitable, and inclusive community, within our firm, within our families, and within the greater legal community.