Day Pitney’s strong reputation for client service and legal representation goes hand in hand with its commitment to diversity and inclusiveness. The firm has been at the forefront of diversity and inclusion within the legal industry for more than a decade. Kathy Bowman-Williams, who was appointed Day Pitney’s Director of Diversity and Inclusion last year, said, “Diversity and inclusion are part of the fabric of who we are. Our practice has a culture of inclusion that gives a voice to everyone.”
As a leader in the firm, Mary Rogers, Chair of Day Pitney’s Labor and Employment group and member of the Executive Committee, believes that providing an environment for diversity to thrive at the partner level makes sense from a business perspective as well. “The more diversity you have weighing in on an issue the better decision. We want to be certain that we have programs in place such as active mentoring to ensure our diverse associates can succeed in the law firm.”
The firm’s diversity initiatives speak to our commitment to hiring, developing and retaining the best and brightest.
Day Pitney Summer Associate and Barbara Rosenthal High School Intern programs create a strong pipeline of diverse talent. Our Summer Associate Program is a way for us to develop budding attorneys as well as create lasting relationships with diverse talent. In addition to the Summer Associate Program, the Barbara Rosenthal High School Intern Program allows us to mentor and develop students earlier in their education. In addition, the firm’s Hiring Committee is highly engaged in developing relationships with law schools and student organizations in our market areas. We have adopted a lateral non-partner hiring practice that ensures we are tapping into a diverse slate of candidates.
Day Pitney Protégé and Attorney Pipeline programs are focused on the development and retention of talented Day Pitney attorneys. The firm launched the Protégé Program two years ago to identify diverse counsel-level attorneys to be sponsored for successful promotion
