DIVERSITY, EQUITY AND INCLUSION
Strengthening our role as a positive force for justice
We’ve made significant commitments to advance our firm’s diversity, equity and inclusion outcomes in the following areas:
- Launched two additional business resource groups (BRGs) for Working Parents and Future Leaders
- Enhanced equitable policies and programs, including our Veteran Spouse and LGBTQ self-ID policies
- Added 27 diverse schools to our recruitment roster, including 11 historically Black colleges or universities (HBCU)
- Launched firmwide unconscious bias training and discussion pods and made these trainings mandatory
- Included DE&I-focused content in firmwide training, conferences and new hire onboarding
- Announced our firm’s actionable response to racism and social injustice
- Made three-year financial commitments of $600,000 total ($300,000 apiece) to the Southern Poverty Law Center and Thurgood Marshall College Fund
- Set aside 40 annual chargeable hours for each employee to give back to external charitable and community organizations, and to participate in GT’s internal business resource groups
- Committed to ongoing DE&I transparency through regular internal and external progress reports
We also have begun work on the following priorities:
- Updating additional equitable policies, including paid paternity leave
- Promoting retention and advancement of diverse candidates through more formalized succession planning and a new self-nomination process
- Supporting anti-discrimination and social justice legislation through our Public Policy team
- Increasing the range of schools and organizations for recruiting and upgrading our experienced hire recruiting process to ensure that we’re incorporating a more diverse candidate pool
These items are only the start of our efforts to produce meaningful, permanent changes within our firm and the communities in which we live and work.