Diversity & Inclusion
Inclusion is not a department or an initiative — it is an integral part of our culture. We recognize that different perspectives enrich our institution and help us solve problems more effectively.
Paul, Weiss is privileged to handle the most important legal issues of our times. Our success is directly attributable to the unique skills, talents and viewpoints contributed by lawyers from a variety of backgrounds and beliefs.
Brad Karp, Firm Chair
At the forefront of cultural progress
Paul, Weiss has a century-old tradition of breaking down walls and shattering barriers. Individuality and diversity of ideas, backgrounds and perspectives are valued here. Our firm’s commitment to cultural progress can be seen throughout our history. Our work has contributed to groundbreaking societal change, from assisting Thurgood Marshall in Brown v. Board of Education, to a landmark U.S. Supreme Court victory for Edith Windsor and marriage equality.
A firm’s culture greatly influences the experience of every attorney. We are proud of the collaboration, cooperation and innovation that takes place at Paul, Weiss every day. We intend to provide all of our attorneys with the necessary tools to build stellar, rewarding careers in an inclusive environment. Our diversity and inclusion initiatives also support that goal through the efforts of our Diversity and Women's Initiatives Committees, and a diversity and inclusion strategy implemented by our Chief Inclusion Officer.
We are industry leaders in building a diverse, inclusive community:
- Lawyers of color represent 13% of the U.S. partnership, well above the Big Law average of 9%
- Women of color represent 25% of women partners, and 34% of our women associates
- Nearly a quarter of the lawyers self-identify as racially or ethnically diverse, compared with a Big Law average of 17%
- The 2018 class is 55% women and 47% racially diverse
Why Paul, Weiss is a leader in diversity and inclusion:
- Innovative diversity and inclusion programs and training curricula
- Programs and policies to develop and advance the careers of women and diverse attorneys
- Flexible parental leave policies, flex-time and reduced-hours work options
- Inclusive affinity-related networks
- Targeted mentorship opportunities for junior attorneys of color and LGBTQ, as well as midlevel women
- Legal pipeline initiatives and community involvement