Foley & Mansfield Adopts Mansfield Rule 2.0 to Drive Diversity in Leadership Roles and Lateral Hiring

The national defense firm of Foley & Mansfield is pleased to announce that the firm has signed on to Diversity Lab’s Mansfield Rule 2.0, a pioneering initiative that helps law firms diversify candidate pools for significant leadership positions. It measures whether law firms have affirmatively considered women, LGBTQ+, and minority lawyers – at least 30% of the candidate pool – for promotions, senior level hiring, and significant leadership roles in the firm.

Foley & Mansfield’s adoption of the Mansfield Rule is an integral part of the firm’s heightened focus on stimulating diversity and inclusion in its ranks. Evidence of the firm’s recent progress in this arena include being named a 2018 Top Firm for Diversity in the American Lawyer Diversity Scorecard, and earning the ranking of #11 on the National Law Journal 2018 Women’s Scorecard.

“We are proud to be a part of the Mansfield Rule 2.0 initiative. It’s not just lip service at F&M. The Mansfield Rule 2.0 provides a concrete framework that emphasizes our commitment to increasing diversity and inclusion,” said Joseph Rejano, co-chair of the firm’s nationwide Diversity Committee and a partner in the firm’s Chicago office.

The rule, named after Arabella Mansfield, the first woman admitted to the practice of law in the United States, was one of the winning ideas from the 2016 Women in Law Hackathon hosted by Diversity Lab in collaboration with Bloomberg Law and Stanford Law School.

If you have additional questions about our adoption of the Mansfield Rule 2.0, please contact firm Diversity Chairs Joe Rejano or Jazz Hampton.

Click here for more information on Diversity Lab.