People
Empowering our people
We empower our people by creating a values-led, diverse, equitable and inclusive culture with well-being at its heart and invest in everyone’s future through learning and development.
Through strategic programs and benefits, we strive to support our people during all of life’s important moments.
Highlighted programs and benefits
- Family support, dependent care and special needs child programs
- Education and college advising programs
- New and working parent programs – Breast milk delivery service – Work backup care program for emergency childcare service
- Comprehensive, and in many respects market-leading, leave policies for primary and secondary caregivers and adoptive parents and ramp-up/ramp-down billable policies
- Free service to support employees with clinical and administrative support on medical issues, bill interpretation and research, among other things
- Hybrid work schedule
- Paid time off for a flexible holiday and community service day
- Managers and directors are trained to ensure fair and equitable allocation of work
- Dress for your day policy
Inclusive policies
A data-oriented approach
We work with a third-party data analytics firm and have built a metrics-based technology platform to guide our diversity, equity and inclusion DEI efforts. The platform allows us to identify areas in which the firm needs to improve and to confirm what we are doing well, informing firm leadership, practice group leaders, professional development, recruiting and other internal stakeholders on areas that require attention and to inform DEI policies and programming.
Gender inclusion
Under the firm’s Gender Transition Policy, we provide definitions for gender-inclusive language and cite the courtesy of names, pronouns and titles.
The DEI Department provides the firm with learning resources around gender inclusivity, which includes a breakdown of gender-neutral and gender-inclusive language. It also provides best practices for gender-inclusive behavior, which includes avoiding gender-stereotyped representation in promotional materials and understanding gender-neutral job titles in recruiting. Under the ‘No Difference in Treatment’ clause, all employees are protected by the same laws and policies and entitled to the same accommodations and protections, and all employees and partners are expected to maintain an environment of respect, understanding and support during and after an employee or partner undergoes a gender transition.
Transgender, nonbinary and gender nonconforming people may choose a restroom based on how they identify.
Family inclusion
Our benefits include LGBTQ+ family and inclusive healthcare support, and:
- Benefits and dependent coverage are available to everyone, no matter what your family looks like
- All medical benefits plans provide gender-affirming care, including mental health counseling, HRT pharmacy benefits, medical visits, lab procedures, and surgical and reconstructive surgical procedures
- Family formation benefits (paid parental/family leave, infertility treatment, fertility/in vitro fertilization (IVF), HIV treatment and prevention, and health advocates and caseworkers are available
- The firm’s parental leave policy for primary and secondary caregivers, disability policy, and family/medical leave policies are inclusive of employees of all backgrounds
Personal safety
- Our robust Anti-Harassment, Anti-Discrimination and Respectful Conduct Policy, detailed in the Governance and ethics section, reflects and reinforces our culture and values
- Guidelines and policies in place for appropriate employee conduct, recognizing workplace threats, remote work safety, after-hours safety, and transportation allowance and PTO: safe and sick time
The Eversheds Sutherland US Employee Relief Fund
The Eversheds Sutherland (US) LLP Employee Relief Fund is a 501(c)(3) charitable organization dedicated to assisting US employees and their families impacted by natural disasters, injury or illness, or personal disasters such as a house fire that cannot be adequately dealt with through personal resources, insurance or public programs (such as FEMA or Red Cross). Founded in 2018 in response to Hurricane Harvey, which impacted our Houston office, this fund provides emergency cash assistance of up to $1,000 for crises that involve emergency displacement and financial grants of up to $10,000 per year per employee to help anyone impacted by significant personal disasters. The fund is made possible thanks to an annual charitable contribution from the firm itself, in addition to generous donations from our US partners and employees. All grants are kept confidential, but the impact on our people when they experience a crisis cannot be overstated.
Our Employee Assistance Program (EAP)
Our EAP is a confidential assistance program that helps address the personal issues any of our people or their dependents are facing. This service is staffed by experienced clinicians and is available by phone 24 hours a day, seven days a week, at no cost.
“I want to reiterate my thankfulness to all of the members of the Fund committee and for my momentary ‘tears of joy’ this morning. I’m truly and sincerely grateful beyond words.” Grant recipient
Water from Hurricane Harvey flooded a Houston neighborhood in 2017
Mentoring and training
In addition to the mentoring and training programs through our DEI program, we consistently rank in the Vault Top 15 nationally for mentoring and training associates. We sponsor more than 100 internal CLE-accredited training seminars each year. Significant training also occurs at the practice group level and individual partner level.
Wellness program
Eversheds Sutherland was an early signatory to the American Bar Association Well-Being Pledge, which now includes more than 200 US law firms, corporations, law schools and other organizations committed to supporting the national effort to improve mental health and well-being in the legal profession. We are also active participants in the American Bar Association’s Well-Being Week in Law, with daily activities and reminders of resources to raise awareness and encourage action and innovation across the legal profession. We also participate in Global Mental Health Day with annual joint statements from our Co-CEOs. The Eversheds Sutherland Wellness Program supports healthy choices in work and home life by encouraging wellness habits, increasing awareness of factors and resources contributing to well-being, and inspiring individuals to take responsibility for their own health.
- Continual updating of the firm’s well-being page, which outlines resources and tools across offices and bar associations. These include mental and emotional, financial, and physical wellness resources and programs, monthly wellness topics, and wellness challenges. Our financial wellness program includes quarterly seminars, financial advisers and online access/resources
- Regular reminders of well-being resources in our Managing Partner’s weekly update and firm town halls
- Periodic speakers on well-being topics, including meditation and yoga practices
- Health and well-being ambassadors
- Employee surveys on benefits and wellness We consistently reinforce our cultural value of self-care, which includes asking for help when needed, through firm-wide and practice group communications as well as through role-modeling by our leaders.
Our approach to diversity, equity and inclusion
The Eversheds Sutherland commitment
We believe the work of DEI is not a trend, PR opportunity, check-the-box function or charitable endeavor. Our approach, when it comes to DEI, is to identify ways to create and maintain a culture that reflects our values regarding inclusion, representation and opportunity. We try to understand and address inequity using an approach that takes intersectionality into account, not just within our own systems, policies and practices when we see it, but as a responsible, active corporate citizen in our communities, the legal industry generally and the markets in which we compete. We work to remove identity-based barriers and provide support to business professionals and attorneys from all underrepresented backgrounds. The firm is guided by our five core values of collaboration, inclusivity, openness, creativity and professionalism in all that we do.
Working within the framework of our core values, we strive to create a workplace that:
- Fosters an atmosphere of mutual respect
- Builds a culture of inclusiveness where everyone can thrive
- Reflects the goals we share with our clients of changing the legal landscape when it comes to increasing diversity, building equity and creating a truly inclusive culture across the industry
- Promotes equitable treatment when it comes to opportunity for those who fall into historically underrepresented categories
- Attracts, develops, retains and promotes outstanding attorneys and business professionals from all backgrounds
This requires not just a top-down commitment from firm leadership in which DEI is considered when it comes to all firm decisions but a grassroots approach when it comes to how we respect and support each other. Building our culture such that equity and inclusion are valued among our business professionals, associates, counsel and partners alike is absolutely vital to our success. The programs and initiatives set forth on the following pages are just some of the ways we incorporate this approach.
Billable credit policy
In furtherance of Eversheds Sutherland’s diversity, equity and inclusion goals and in recognition of the essential work being performed by so many of our colleagues, the firm provides up to 50 hours of billable credit per year for qualifying DEI-related work.
Our metrics
Attorneys from backgrounds underrepresented* in the legal industry:
- 67.5% associates (includes associates, senior associates and counsel titles)
- 40.3% non-equity partners
- 29.3% equity partners
- 33.3% – all partners
- 47.1% – all attorneys
- 50% – our executive committee
- 64.7% – our hiring committee(s)
All firm:
- 54.8% women
- 31.1% underrepresented race/ethnicity
- 4.5% LGBTQ+
- 4.2% disability
- 65.6% – all underrepresented categories combined
*Includes the following demographic categories: Women, Race/Ethnicity, LGBTQ+, Disability and Veterans
Our metrics
Attorneys from backgrounds underrepresented* in the legal industry:
associates
(includes associates, senior associates and counsel titles)
non-equity partners
equity partners
all partners
all attorneys
our executive committee
our hiring committee(s)
All firm:
women
underrepresented race/ethnicity
LGBTQ+
disability
all underrepresented categories combined
*Includes the following demographic categories: Women, Race/Ethnicity, LGBTQ+, Disability and Veterans
ES affinity
Our support system for the firm’s underrepresented talent includes affinity groups. Each affinity group is typically led by two associates who organize monthly membership meetings in order to tackle topics of interest to the group. Our affinity groups convene to discuss issues that may need to be addressed, provide space for community and bonding, contribute to Heritage Month programming and communications, help organize DEI-related celebrations and acknowledgments, strategize on ways to elevate the profiles of our underrepresented talent both within and outside the firm, generate internal newsletters, and explore professional development opportunities and initiatives (including mentoring, education, client development, networking, community building and public service), as well as organize opportunities to engage in a bit of fun.
ES affinity groups for attorneys and business professionals
All of these groups function on a grassroots, member-led model. Our affinity group leads work with other group leads (whether attorney-led, business professional-led or the leads of the combined groups) to identify opportunities to build community, build professional development programming and facilitate networking.
Although the firm’s affinity groups are open to all, they are organized by social identity:
Attorney affinity groups
- Affiliation of Latine/Hispanic Attorneys (ALHA)
- Asian American and Pacific Islander (AAPI)
- Black Attorneys Alliance Group (BAAG)
- LGBTQ+ Attorneys Group (LGBTQ+)
- Middle Eastern/North African Attorneys (MENA)
- Women’s Attorney Groups (ESWAG)
- Allyship Affinity Group (attorneys and business professionals)
Business professional affinity groups
The firm has expanded its support to include the following affinity groups for our business professionals:
- LGBTQ+
- Race/Ethnicity
- Women’s Leadership
Combined affinity groups
The firm will further expand its offerings by establishing the following combined attorney and business professionals affinity groups:
- Disability and Accessibility
- Parents and Caregivers
- Veterans and Veterans’ Spouses
Allyship Affinity Group
After receiving feedback from those whose social identities do not fall under our existing affinity group structure and who want to participate in a more meaningful way in the work of DEI, the firm set up an affinity group to provide that opportunity. The Allyship Affinity Group takes a grassroots approach to planning and programming opportunities to support colleagues, create educational opportunities on DEI issues and the work of allyship, volunteer to perform DEI work both within and outside the firm, and work together to meet the goal of building a more inclusive environment, not just in our offices but across the industry.
Women’s Leadership Initiative (WLI)
We are committed to increasing the representation of women at all levels of the firm as well as providing professional and business development opportunities and tackling policy issues important to our women attorneys and business professionals. Our Women’s Leadership Initiative (WLI) is a program built to achieve those goals through identifying best practices and building programs and strategic alliances designed to ensure the development, retention, promotion and support of our women attorneys. Although the DEI department works to support the WLI, our Women’s Leadership Initiative is overseen by partners who serve as the WLI Chair and WLI Chair Elect. Our approach to gender equity requires commitment, involves support, focuses on inclusion and promotes innovation. The WLI is focused not only on increasing the number of women at the firm throughout the associate and partnership ranks, as well as the levels of representation within leadership, but also on building an inclusive environment with an eye toward retention, development, promotion and opportunity when it comes to our many talented women attorneys.
Women partner engagement interviews
In an effort to be proactive as it relates to retention, we partnered with Diversity Lab to perform candid interviews of our women partners across practice groups to gather data on what we are doing well to support them and what may need to be improved. The firm used the results to build policy and design an effective retention program that reflects the actual input of our women partners.
Client partnerships and joint initiatives
When it comes to the value our clients have placed on diversity, equity and inclusion, the message is clear. Not only is DEI an important consideration when building teams that provide world-class client service but it must also play a major role in the joint efforts we undertake with our clients to tackle industry-specific challenges. As such, we partner with clients on a series of initiatives, including joint panels, mentorship and sponsorship programs, CLE, pro bono partnerships, and more. We are proud of the work we do with a number of clients in furtherance of our mutual goals.
ES Next
ES Next is a strategic initiative that serves as our road map for promoting a more inclusive culture by learning from DEI-related subject-matter thought leaders (as well as each other) and identifying ways to improve our interactions, policies and structures. ES Next was born as a product of our internal commitment to racial equity but now serves as our educational programming component for all things DEI.
ES Next programming includes the ES Next: Speaker Series, which provides opportunities to expand our understanding of a number of important topics with a truly impressive slate of speakers. Although our educational programming focuses on building a deeper organizational understanding of foundational DEI topics, we also try to stay current when it comes to building our collective understanding of important issues, trends and current events that affect us all. With more than 10 programs held within the last two years, ES Next continues to engage the firm in important topics related to diversity, equity and inclusion in and outside the legal industry. Examples of recent programming include:
- Allyship for all – To commemorate Dr. Martin Luther King Jr. Day and the launch of our new Allyship Affinity Group, the firm invited a prominent professor of Constitutional Law, the Director of the Meltzer Center for Diversity, Inclusion and Belonging, to present on allyship and provide practical tools for how to navigate, address and mitigate non-inclusive behavior. While there are no set rules about how to be an ally, this speaker provided us with a framework for success on which to operate, and our DEI communications provide helpful learning and ways in which everyone at the firm can be supportive and respectful, especially of our colleagues from underrepresented communities
- Black resistance in the Civil Rights era – To commemorate Black History Month and honor the theme “Black resistance,” the firm hosted Tommie Smith, Olympic gold medalist and Civil Rights activist, to reflect on his and John Carlos’s iconic 1968 Summer Olympics protest and the costs and benefits of speaking up for oneself and others through allyship
- A Talk by Jim Obergefell, Plaintiff in the Landmark Supreme Court Marriage Equality Case, Obergefell vs Hodges – Mr. Obergefell discussed his personal journey from accidental activist as the plaintiff in the landmark Supreme Court case Obergefell v. Hodges to purposeful activist dedicated to the fight for equality for all. From marriage equality to bathroom bills, religious freedom “right to refusal” bills to conversion therapy, Mr. Obergefell shared his perspective as someone dedicated to the ideals of civil rights and equal justice under law
- Transgender inclusion – As part of our Pride Month programming, we hosted an international speaker, educator and activist who presented on the following topics: – Transgender inclusion and gender identity – Proactive and supportive allyship for the LGBTQ+ community – The current landscape and mental health impact of the many proposed and passed anti-transgender bills
- International Women’s Day keynote – As part of our International Women’s Day celebration, we hosted speaker, writer and creator Jodi-Ann Burey as the keynote speaker for the WLI Retreat. Ms. Burey discussed how and why imposter syndrome can serve as a proxy for other common experiences and how leaders can effect lasting change by addressing the structural triggers that amplify imposter syndrome
ES Scholars
Established in 2005, our award-winning pipeline program, ES Scholars, is an intensive summer program designed to demystify law school, provide tools to succeed and introduce students from underrepresented backgrounds within the legal industry who have been accepted to law school to careers in law.
The goal of the program is to increase diversity across the entire legal industry, not just our firm, large law firms in general or in-house legal departments. We are so proud of this program, partly because of how invested our business professionals and attorneys — from junior associates to the most seasoned and accomplished partners — are in its success. There are so many, both within and outside the firm, who give their time to the program. Guest instructors and panelists have included general counsels (GCs) from Fortune 100 companies, presiding judges, deans of law school admissions departments, law school professors and ES Scholar alums. The ES Scholars program is held (i) virtually for a two-week intensive classroom experience with an Emory law professor, during which our Scholars take classes on contracts and legal writing (complete with exams and papers), and (ii) in person for three cohorts of Scholars for instructive panel sessions and networking events at our offices in Atlanta, Washington DC and New York. Hundreds of ES Scholars have graduated from the program since its inception. In addition to the Minority Corporate Counsel Association (MCCA) George B. Vashon Innovator Award, which recognizes excellence in innovative practices and commitment in assisting attorneys from underrepresented backgrounds, the program was also recognized as “Best Diversity Initiative” at the 2022 Georgia Legal Awards. In 2024, we welcomed 24 ES Scholars across three of our offices.
Atlanta
New York
Washington DC
Retreats
As part of our programming for women and attorneys and business professionals from backgrounds underrepresented in the industry, we organize and run regular diversity and women’s leadership retreats. The retreats are designed to provide (i) strategy sessions on what the participants would like the firm and the DEI department to accomplish, (ii) programming on leadership and professional and business development, (iii) workshops addressing wellness issues, and (iv) opportunities to connect and bond.
Eversheds Sutherland’s 2023 DEI Retreat focused on the theme “building connection.” Participants had the opportunity to attend an informative client panel that covered the importance — from the client’s perspective — of creating diversity within the teams that manage client work and building and maintaining the support structures within the firm necessary to create an inclusive culture. The keynote presentation provided guidance on “Building Deep Internal and Client Relationships” and creating a “Resonant Brand in the Market.” Finally, all those in attendance were able to network across offices and departments, meet those new to the firm, and just enjoy some time connecting and reconnecting with one another. In 2024, the firm hosted a Women’s Leadership Initiative Retreat in Washington DC to foster inclusion, equity, wellness, visibility, solutions and community.
Over the course of two days of programming and social events, attendees had the opportunity to:
- Celebrate International Women’s Day with a moving keynote presentation on impostor syndrome
- Listen to a panel of in-house women counsel share how they’ve approached their careers and, supported traditionally underrepresented colleagues, and how diversity, equity and inclusion plays a role in their careers
- Develop coping strategies for mental health and stress management with an executive/leadership coach
- Learn tips and tricks for internal/external networking and self-promotion from panelists
Mentorships and sponsorships
The firm’s formal mentorship program is available to all attorneys. The DEI department participates in bespoke leadership programs that include mentorship components including:
Leadership Counsel on Legal Diversity (LCLD) Fellows Program
Designed for high-potential mid-career attorneys from underrepresented backgrounds at LCLD member organizations, the fellowship aims to provide participants with professional and personal development opportunities, leadership training, networking and relationship-building opportunities, and access to managing partners and GCs of LCLD member organizations.
Minority Corporate Counsel Association Sources of Success Program
A 12-month professional development program tailored for junior and mid-level attorneys from corporate legal departments and law firms, this program’s focus is on identifying successful career strategies and allowing attorneys to develop leadership and management skills, as well as an opportunity for attorneys to find the right mentor to guide their career advancement.
Pathfinder Program
Designed for high-potential early-career attorneys from underrepresented backgrounds, this program provides participants with practical tools for developing and leveraging internal professional networks by honing relationship-building skills, refining foundational leadership skills and creating effective career development strategies applicable to both in-house and law firm practices.
Stand Up to Stand Out
An internal, consultant-led, 15-week coaching program for a cohort of mid-level women associates designed to spark connection among women associates in differing practice groups and aid in the development of new leadership and professional development skills.
Our valued partnerships
Eversheds Sutherland partners with and maintains memberships with several third-party organizations, each of which provides DEI-related programs and opportunities. The following is a brief list of organizations with which we work.
Leadership Council on Legal Diversity (LCLD)
The firm is a member of LCLD, an organization with more than 400 members, who serve as either general counsel of major corporations or managing partner of the nation’s leading law firms — the leadership of the profession — and have pledged to create a truly diverse US legal profession. LCLD’s programs are designed to attract, inspire and nurture talent in society and within our organizations, thereby helping a new and more diverse generation of attorneys ascend to positions of leadership. LCLD offers quite a few programs to its membership, and the firm has participated at all levels each year we have been a member.
Corporate Counsel Women of Color (CCWC)
With a mission to foster diversity, equity and inclusion in the legal profession, CCWC is the nation’s largest organization for corporate in-house women-of-color attorneys. Our sponsorship with this organization provides a number of our nominated participants with access to a myriad of professional tools, networks and resources.
The Minority Corporate Counsel Association (MCCA)
We are a long-standing member of MCCA, a prominent voice on DEI from the counsel’s office to the C-suite and across corporate America. For more than 25 years, MCCA has championed diversity in the legal profession and beyond by publishing research, providing professional development opportunities, convening thought leaders and offering advisory services. We participate in MCCA’s programming at a number of levels and support MCCA in its work.
Move the Needle Fund
Move the Needle is a partnership program run by Diversity Lab through which four law firms and more than 30 GCs work together to create an experimental “lab” where ideas are developed and incubated at the participating law firms over the course of five years, providing a model for learning and transformative change in the legal industry. We work within Diversity Lab’s metric-based approach to better understand what we are doing well and what we may need to address, setting measurable goals, experimenting with research-based and data-driven ways to achieve them, and meeting to discuss which ideas make sense and which may not be gaining traction.
Mansfield Rule
We have participated in every iteration of the Mansfield Rule since we signed on in its second year of existence. This initiative serves to boost representation within the ranks of law firm leadership by broadening the pool of candidates considered for these opportunities. To achieve certification, participants must commit to ensuring that the candidate pool for promotions, senior-level hiring and significant leadership roles consists of at least 30% women, LGBTQ+ attorneys and/or attorneys of color.
Our contacts
Thank you for reading our 2024 US Responsible Business Report. To read our 2024 International Responsible Business Report, please visit our website. If you have any questions, please contact:
Aileen Crowson Chief Responsible Business and Pro Bono Practice Officer T: 1 404 407 5094 aileencrowson@eversheds-sutherland.com
Natasha Orehowsky Responsible Business and Pro Bono Practice Manager T: +1 202 383 0356 natashaorehowsky@eversheds-sutherland.com
© Eversheds Sutherland. All rights reserved. Eversheds Sutherland is a global provider of legal and other services operating through various separate and distinct legal entities. Eversheds Sutherland is the name and brand under which the members of Eversheds Sutherland Limited (Eversheds Sutherland (International) LLP and Eversheds Sutherland (US) LLP) and their respective controlled, managed and affiliated firms and the members of Eversheds Sutherland (Europe) Limited (each an "Eversheds Sutherland Entity" and together the "Eversheds Sutherland Entities") provide legal or other services to clients around the world. Eversheds Sutherland Entities are constituted and regulated in accordance with relevant local regulatory and legal requirements and operate in accordance with their locally registered names. The use of the name Eversheds Sutherland, is for description purposes only and does not imply that the Eversheds Sutherland Entities are in a partnership or are part of a global LLP. The responsibility for the provision of services to the client is defined in the terms of engagement between the instructed firm and the client.
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