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    What Our Pledge Signatories Are Up To

    Learn what our Pledge for Change signatories are doing to foster disability diversity, equity, and inclusion in the legal profession and society in general.  Please share your stories with us by emailing Sarah Katz at [email protected].

    Baker Botts

    • Collects confidential data on employees who voluntarily self-identify as having a disability
    • Ensures that audio-recorded social media postings are accessible by including full text of the recording
    • Offers firmwide DEI training series for attorneys and professional staff members, including topics like invisible disabilities and allyship
    • Allows completely remote, hybrid, and flexible work schedules
    • Signed on to Mansfield Disability Inclusion Commitments
    • Ensures Baker Bott’s new and renovated offices strictly adhere to ADA standards
    • Incorporates disability data into our annual data tracking and reporting internally and externally
    • Utilizes the Mansfield Rule to ensure that lawyers with disabilities are affirmatively considered for recruitment, promotions, leadership roles, and pitches
    • Offers short and long-term disability benefits for qualifying employees
    • Provides Employee Assistance Program and wellbeing programming for mental health support

    Ballard Spahr

    • Collects data on employees who confidentially self-identify as having a disability.
    • Leads a SOAR initiative, where we have hosted public training programs on handling cases with the Homeless Advocacy Project (HAP) to assist individuals who are homeless and have disabilities with obtaining social security disability benefits. We also mentor other volunteers who are new to the SOAR program to expand the reach of counsel.
    • Ensures third-party applications meet the relevant accessibility standards throughout third-party procurement process.
    • Has a plan in place to ensure that social media postings are accessible, including blog posts, multi-media, and newsletters.
    • Offers mandatory firmwide education sessions for DEI; these can include topics surrounding disability inclusion. For example, our Fall 2023 mandatory education session focused on neurodiversity.
    • Allows completely remote, hybrid, and flexible work schedules.
    • Provides pro bono legal support to organizations that support people with disabilities. In 2022, we offered loan restructuring for a nonprofit that advocates for the wellbeing of adults with autism; advised a sports league for deaf players on affiliating with a national federation; and reviewed leases, offering employment advice, and providing corporate governance advice, to disability-related nonprofits.
    • Created a video for National Disability Employment Awareness Month, highlighting a staff member’s story.

    Buchanan Ingersoll & Rooney

    Crowell & Moring LLP

    • Signed Diversity Lab’s Disability Inclusion Commitments in 2023.

    • Provides training and programming featuring disability justice speakers. For example, our Diversity Speaker Series is dedicated to education and awareness building in celebration of National Disability Employment Awareness Month in October. Our CroWellBeing Committee offers programming and recognition of BIPOC Mental Health Month.

    • Ensures Crowell’s new and renovated offices strictly adhere to ADA-compliance, as well as industry best practices for universal design that goes above building code minimums to ensure all employees feel welcome and included.

    • Serves as Pro Bono General Counsel for Equal Rights Center, and provides pro bono assistance to nonprofit organizations that have a disability-focused mission, as well as to individuals.

    • Incorporates disability data into our annual data tracking and reporting internally and externally.

    Attorneys

    2023 NALP Percentages by # of Attorneys

    Current(as of June 2024) C&M Percentages by # of Attorneys

    U.S. Disabled Attorney Total

    2.31

    3.0

    U.S. Partners Disabled

    1.74

    2.6

    U.S. Associates/Counsel Disabled

    2.77

    3.1

    Covington & Burling LLP

    Covington has a long history of championing DEI initiatives in support of colleagues with disabilities and neurodivergences. We aim to foster an inclusive culture that promotes access to opportunities, mitigates bias in the workplace, and empowers lawyers and professional staff of all backgrounds to thrive. Below are a few resources and actions we’ve taken to promote our colleagues' growth and success at the firm:

    •  Our Disability and Neurodiversity Network aims to cultivate a culture of accessibility and inclusivity at Covington by providing support for members, advocating for inclusive firm practices, and hosting learning programs to help educate colleagues. Membership is open to all Covington colleagues.
    • We invite colleagues to voluntarily disclose disabilities and/or neurodivergences through the firm’s HR information system during onboarding. Colleagues have access to update their disclosure status as needed.
    • Our U.S. office locations are ADA compliant, and we prioritize taking measures to accommodate colleagues with disabilities and neurodivergences in all our offices.
    • Our IT department has instituted several accessibility enhancements to remove digital barriers in using firm technology for colleagues with disabilities and neurodivergences, including offering voice to text software, designing our websites to be compatible with popular screen readers through inclusion of elements such as alt text for all images, and meeting WCAG 2.0 Level AA conformance.
    • We offer accommodations for colleagues with disabilities and neurodivergences during events (e.g., providing closed captioning for digital events, ensuring venues are accessible) and encourage colleagues to request additional accommodations through our event registration pages.
    • To foster disability inclusion, we recognize observances celebrating the disability community throughout the year (e.g., Disability Pride Month and International Day of Persons with Disabilities), often inviting disability advocates and experts in the field to share insights with colleagues at firm-wide events.
    • Our Legal Recruiting team partners with several organizations supporting students with disabilities and neurodivergences and has invited our lawyers to participate in law student panels attended by students within the disability community.
    • We continue to expand our physical health benefits to be more inclusive of colleagues with disabilities, such as providing colleagues with health advocates and virtual physical therapy resources.

    Davis Wright Tremaine LLP

    • Disability ERG: Established DWT Abilities and Allies Network in 2021.
    • Board Involvement: Several of our attorneys and staff serve on various boards of external disability-focused organizations and non-profits. For example, DWT partnered with AtWork and Best Buddies in our Seattle Office to host Disability Mentoring Day in 2023, where lawyers and staff had the ability to mentor people from both organizations through hands-on career exploration of what a typical day looks like working at a law firm.
    • DEI Billable Credit Policy: DWT counts eligible DEI activities up to 3% of an attorney’s billable hour requirement.
    • Mansfield Rule: DWT utilizes the Mansfield Rule to ensure that lawyers with disabilities are affirmatively considered for recruitment, promotions, significant leadership roles, pitches, and activities within the firm.
    • October DEI Newsletter: Focuses on National Disability Employment Awareness Month.
    • Self-Identification: DWT provides both an electronic system and a form process for employees to confidentially self-identify as a person with a disability.
    • Recruitment: We promote our career opportunities through student-led disability organizations and local disability-focused bar associations (e.g. Washington Attorneys with Disabilities Association), as well as local and regional job boards designed to reach employees with disabilities.
    • Emergency Evacuations: DWT has a confidential system for submitting and tracking emergency evacuation assistance needs. During fire alarms, there are both visual and audible components to alert people.
    • Remote Assistance: DWT offers accommodations, adjustments, and reimbursements for assistive technology for remote work.  
    • Facility Accessibility: DWT ensures facilities comply with the American with Disabilities Act.
    • Disability Benefits: DWT offers short and long-term disability benefits, as well as supplemental long-term disability insurance benefits, for full-time and part-time employees. DWT also offers benefits plans that cover both hearing aids and vision care.
    • Mental Health Benefits: DWT provides Employee Assistance Program (EAP), First Stop Health Virtual Counseling, Live weekly Meditations, monthly wellness webinars and events, Peloton-Online live and recorded wellbeing/exercise classes, and the Headspace app (meditation, exercise, and mindfulness).
    • ASL Interpreters and Closed Captioning at Events: DWT provides ASL interpreters and closed captioning for our virtual DEI-related events.
    • Social Media Accessibility: All our social media posts are accessible.
    • Supplier Diversity Program: DWT’s program is inclusive of disability-owned businesses.

    Hanson Bridgett

    • Has an agile workforce policy in place that allows all non-essential employees to work from home at their supervisor’s discretion;
    • Provides a monthly stipend to assist with accommodations needed to create a successful work environment at home, as well as in the office;
    • Emphasizes work-life balance and the importance of self-care;
    • Celebrates Disability Pride Month in July by providing education and resources to all employees about working with disabilities and how to be an ally to those working with disabilities;
    • Signed on to Diversity Lab's Disability Inclusion Commitments in 2023.

    Holland & Knight

    • For over 30 years, Holland & Knight has supported Best Buddies International, the world’s largest program dedicated to ending the social, physical and economic isolation of people with intellectual and developmental disabilities. We provide pro bono services as outside general counsel, serve on its board of directors and local advisory boards and offer financial support for Best Buddies’ awareness events. Currently, more than 10 firm employees have been hired through the Best Buddies program.
    • In 2021, Holland & Knight established the DiverseAbility Affinity Group whose mission is to attract, support and promote the firm’s attorneys and staff with or affected by disabilities of all types – visible and invisible – as well as caregivers, by helping to maintain an environment that is inclusive and supportive to maximize both personal and career success.
    • Holland & Knight’s DiverseAbility Affinity Group’s main goals are to support and enhance the professional, personal and career development of attorneys and staff with or affected by disabilities, as well as caregivers; encourage retention and promotion of attorneys and staff with disabilities and caregivers; and encourage the recruitment and hiring of talented attorneys and staff with disabilities and caregivers.
    • In 2022, in honor of Autism Acceptance Month, the DiverseAbility Affinity Group hosted a firmwide webinar titled “Celebrating Neurodiversity in the Legal Profession with Acceptance, Advocacy and Action” presented by Haley Moss, a leader in disability inclusion, autism and neurodiversity in the legal profession and volunteer member of the ABA Commission on Disability Rights. Haley joined the firm again in October to honor National Disability Employment Awareness Month with a webinar titled “Disability Inclusion in the Legal Profession.”
    • In 2023, the DiverseAbility Affinity Group collaborated with the Veterans Group and the HK Live Well initiative to host a webinar titled “A Discussion with the Self-Proclaimed “Bipolar General”,” with Gregg F. Martin, PhD, Major General, U.S. Army (Retired) and author of Bipolar General: My Forever War with Mental Illness.
    • In 2023, Holland & Knight partnered with Diversity Lab to continue building a culture of inclusion for people with disabilities through their Disability Inclusion Commitments.
    • In 2024, Holland & Knight commemorated Disability Pride Month with a video featuring firm leadership standing in solidarity with individuals with disabilities, amplifying their voices and advocating for an inclusive world where everyone is embraced and empowered.
    • Holland & Knight received a top score on the 2024 Disability Equality Index​ – earning the firm recognition as a Best Place to Work for Disability Inclusion. The index is the world's most comprehensive benchmarking tool for Fortune 1000 scope companies to measure disability workplace inclusion in their organizations and to assess performance across industry sectors. Holland & Knight scored 90 on the index and is one of nine law firms to be recognized.
    • Deepening Holland & Knight's commitment to fostering an inclusive workplace, Chair and CEO Bob Grammig recently joined a group of more than 200 corporate leaders who have signed the "CEO Letter on Disability Inclusion" with Disability:IN.
    • Below are some of Holland & Knight’s accessibility-friendly offerings:
      • Ensures that individuals with disabilities can access digital content.
      • Maintains a process that enables employees to confidentially self-identify as a person with a disability.
      • Has a written accommodations procedure available to employees, which explains the process for requesting accommodations.
      • Maintains a process for employees to request accommodations for offsite company meetings/activities, as well as virtual meetings or company-supported/industry-relevant meetings/events, and this process is communicated to employees.
      • Offers employees flexible work options.

    Kramer Levin Naftalis & Frankel LLP

    • Signed on to Diversity Lab’s Disability Inclusion Commitments, a “set of 10 actions that law firms and legal departments can take to boost inclusivity and equitable access for people with disabilities.”
    • Hosted Julie Remer, J.D., to talk with the firm during Disability Pride Month. Her presentation, titled “Unlocking Brilliance: Embracing Neurodiversity in the Legal World,” offered a comprehensive understanding of the experiences, challenges, and unique strengths neurodivergent individuals bring to the legal profession.
    • Sponsored regular meetings of our Employees with Disabilities affinity group, which is comprised of attorneys and operations team members dedicated to offering a supportive environment for its members and reducing disability stigma firm-wide.

    Orrick

    • Through our DiversAbility Inclusion Network, we create a safe place for those who identify as disabled, as well as for allies, advocates, and anyone who wants to share, learn, and grow. Focuses on advocacy, mentoring, education, and community support; hosts conversations to spread awareness and foster inclusivity and belonging; and collaborates with others to develop resources to benefit our community and colleagues.

    • Prioritizes inclusive hiring. Founded the Bay Area Diversity Career Fair over 20 years ago, which is open to law students with disabilities. Provides support to veterans we’ve hired who have PTSD and other disabilities through the Orrick founded Veterans Legal Career Fair (since 2015). Sponsors law school student organizations that represent students with disabilities.

    • Helps veterans who are ineligible for benefits like medical care and tuition assistance due to their discharge status through Our Veterans Discharge Upgrade Program, created by an Orrick senior associate and US Navy veteran, in collaboration with the Veterans Advocacy Project. Assists clients with petitioning the Department of Defense for discharge upgrades, which can be a key step in getting their lives back on track. Efforts are now underway to expand the program to other states.

    • As a Mansfield Certified Plus firm, fosters client-facing and leadership opportunities for our lawyers with disabilities.

    • Signed on to Diversity Lab’s Disability Commitments launched in 2023, a set of 10 actions that law firms and legal departments can take to boost inclusivity and equitable access for people with disabilities.

    White & Case LLP 

    • Launched in 2024, the Disability & Neurodiversity Affinity Network – Beyond Barriers is dedicated to recognizing and supporting colleagues who are neurodiverse or have a disability, and colleagues who care for loved ones with disabilities or who are neurodiverse. 
    • Collects disability data annually as part of our global self-ID campaign – 4% of lawyers in the US self-identify as having a disability.
    • Piloted partner training on neurodiversity targeted at the annual performance review process, highlighting how to be mindful of neurodiversity and the ways certain specific conditions (including ADHD, autism, dyspraxia and dyslexia) might present in the workplace.
    • Hosted regional Listening Groups in the Americas and Europe, Middle East, and Africa for colleagues who live with a disability, or who are close to someone who does, which offered an informal mechanism for colleagues to connect and build an internal community.
    • Supports disability rights and advocacy organizations through our pro bono efforts globally, including Disability Discrimination Legal Services, European Disability Forum, Polish Disability, Mental Disability Rights International, Disability Rights Center, Disability Rights New Jersey, and Disability:IN.
    • Formalized a hybrid work policy globally.
    • Mansfield Plus certified since its inaugural year in 2018.
    • Profiled a series of colleagues who shared their personal experiences living with disability and/or chronic ill health, or as the immediate family member of someone who does. These profiles included a post dedicated to Disability Pride Month and a post about how aspiring lawyers with disabilities can advocate for their needs.
    • Hosts speakers to discuss disability and accessibility, including:
      • Dr. Angélica Guevara, Hastie Fellow at the University of Wisconsin Law School, discussed how to move beyond inclusion to belonging.
      • A panel event with Becky Kekula, who promotes positive portrayals of people with disabilities in the media; Toby Mildon, a champion of diversity and inclusion programs in the workplace; and AJ Link, a Washington, D.C., lawyer who has focused extensively on disability law. The panel coincided with World Usability Day to promote technology, design, and other assistive tool.
      • Award-winning actor Lauren Ridloff (Marvel’s first Deaf superhero) spoke about how she has managed working as the only Deaf person on a team and how those teams made her feel included.
      • Christine Ha, the blind cook who won season three of the US “Masterchef,” wrote a New York Times bestselling cookbook, and owns two restaurants, spoke on how overcoming adversity can lead you to pursue your dreams.
      • Julie Remer, ADHD & Neurodiversity Coach, presented on fostering a more inclusive legal environment where neurodiversity is recognized as a wellspring of exceptional talent to mark Neurodiversity Celebration Week.
      • Daisy York, a qualified and registered nutritional therapist, offered practical advice on how to better support yourself or others who are neurodivergent with diet and lifestyle strategies.
    • Lawyers can bill time for activities that support advancing D&I within the Firm and the broader legal profession, including participation in diversity events, educational programs, training sessions, recruitment efforts, and client collaborations.
    • Runs a virtual Coaching Office staffed by trained Coaches who provide confidential coaching and resources to guide colleagues on topics of their choosing (e.g., working with ADHD). 
    • Provides a 2L Diversity Scholarship that provides holistic support to students to help them flourish in a professional environment through financial aid, mentorship, and professional development.