Research shows that diverse and inclusive teams are more innovative, engaged, and creative in their work. That's no surprise to us. We've always believed that varied perspectives drive insightful counsel.

That's why we remain committed to creating a vibrant community where the needs, perspectives, and contributions of people from all backgrounds are valued and integrated into every part of the firm.

Diversity is the result of an inclusive environment. We create diversity through recruiting, maintain it through inclusion, support it with our many business resource groups, and advance it through partnerships with clients and community. The diverse legal teams we create are better positioned to understand our clients' businesses and help them meet the evolving challenges of a global economy.

Because diversity matters, so do results. Ballard Spahr has been recognized nationally and locally for the success of our efforts, including for inclusiveness in our leadership.

That commitment extends to the wider legal community. Across the country, we participate in job fairs, recruiting programs, fellowships, and scholarship opportunities that attract diverse law students, lawyers, and staff. Within our firm, recruiting is only the beginning.

Focusing on inclusiveness—the effective integration, development, and engagement of all lawyers and staff—is paramount to maintaining diversity throughout the firm. Our Diversity and Inclusion Council works closely with the firm's Chief Diversity Officer to develop, promote, and implement key initiatives, guide us toward our diversity and inclusion goals, and collaborate with clients on issues of mutual interest.

Creating an inclusive environment means focusing on one-on-one relationships as well as day-to-day interactions within the firm. It means:

  • Creating diverse teams for client matters
  • Effective integration into the firm for lateral hires
  • Monitoring our work assignment process to make sure it fosters opportunity and development
  • Examining the pipeline for advancement and succession in our leadership
  • Fostering an inclusive environment across the firm by engaging staff through networking and mentoring and empowering administrative leadership to take an active role in diversity and inclusion strategy planning
  • Ensuring supplier diversity through our selection and use of local counsel, legal service providers, and vendors. We actively seek to do business with firms owned by women, people of color, members of the LGBTQIA+ community, veterans, and people with disabilities.