Thompson Hine Achieves Diversity Lab’s Mansfield Rule 4.0 Certification; Pursuing 5.0 Certification

Date: September 13, 2021

Publication: Thompson Hine LLP

Thompson Hine LLP is pleased to announce that it has achieved certification in Diversity Lab’s Mansfield Rule 4.0 initiative and is pursuing Mansfield 5.0. The firm’s participation in the Mansfield certification process is one element of its multi-faceted plan to move the needle on diversity, equity and inclusion. Achieving Mansfield 4.0 certification advances the firm’s continued efforts to actively recruit, retain, develop and advance diverse lawyers.

The Mansfield Rule is named for Arabella Mansfield, the first woman admitted to practice law in the United States. Its goal is to boost the representation of diverse lawyers in law firm leadership by broadening the pool of candidates considered for these opportunities. Under this initiative, firms are measured on whether they affirmatively consider female attorneys, LGBTQ+ lawyers, attorneys of color and lawyers with disabilities for leadership and governance roles, equity partner promotions, formal client pitch opportunities and senior lateral positions.

“We actively practice our long-standing commitment to building and supporting a diverse, equitable and inclusive firm, where we value and embrace our differences and recognize that we are richer because of them, we treat each other with fairness and respect, and we invite each other’s contributions and participation,” said Deborah Z. Read, Thompson Hine’s Managing Partner. “We continue to focus on increasing opportunities for lawyers who are Black, Indigenous, persons of color, female, LGBTQ+, or disabled. Our goal is to promote equity in the legal profession and within our firm. This program is one of the more promising and innovative strategies we’ve seen in the legal industry and being a part of it aligns with our core commitments and objectives,” she added.

More than one-third of Thompson Hine’s Executive Committee members identify as women, twenty-five percent identify as Black, and a woman serves as the firm’s Managing Partner. The firm’s Lawyer Personnel Committee is chaired by a female partner and half of the committee members include partners who identify as women and/or persons of color.

The structural elements of Diversity Lab’s certification process – including accountability through frequent firm-specific check-ins and data collection, ongoing collaboration through monthly group knowledge-sharing meetings, and the transparency of public certification – are key to this effort.

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