Diversity & Inclusion

At Chapman, creating a diverse and inclusive workplace where different ideas are heard and respected is an essential part of good corporate citizenship. We firmly believe that bringing different perspectives to the table means new ideas for our people and more effective solutions for our clients. We have long been committed to a diverse and inclusive workplace that provides opportunities for lawyers and staff of all backgrounds. To that end, we prioritize investments in resources, training, and development programs that improve the recruitment, retention, and advancement within Chapman and in support of diversity and inclusion programs within our client organizations.

HIGHLIGHTS

Chapman’s 360-degree approach to diversity begins with pipeline programs for middle school and high school students; encompasses every aspect of our recruiting, training, and retention practices; and extends to our supply chain and vendor relationships:

• Pipeline Programs. We engage in expanding pipeline opportunities for future lawyers by supporting several organizations that champion ethnically diverse students from at-risk and under-resourced communities.
• Leadership. 60% of our managing Policy Committee members are women, ethnically diverse, and/or LGBTQ.
• Mansfield Rule. Chapman has adopted the Diversity Lab’s Mansfield Rule into our hiring, development, and promotion practices. The Rule measures whether law firms affirmatively considered at least 30 percent women, lawyers of color, LGBTQ+ lawyers, and lawyers with disabilities for leadership and governance roles, equity partner promotions, formal client pitch opportunities, and senior lateral positions.
• Mentorship. Chapman’s Mentoring Circles and Business Resource Groups (BRGs) provide supportive forums for guidance on all types of issues including client service, practice development, and leadership. Learn more about our BRGs.
• Recruitment and Promotion. Over the last five years, 73% of our incoming associates and 57% of our new partners were women, ethnically diverse, and/or LGBTQ.
• Sponsorship. Chapman’s sponsorship program pairs female, ethnically diverse, and LGBTQ associates with senior leaders of the firm to further support professional development and advancement.
• Supplier Diversity. We believe that utilizing an array of vendors and suppliers allows us to promote inclusion and better serve our diverse personnel and clients. To this end, we prioritize purchasing supplies and services from vendors with diverse ownership.

RECOGNITION 

• MetLife has awarded Chapman with two diversity awards. In 2019, MetLife recognized Chapman’s sponsorship program with its annual diversity award. Chapman was one of four law firms honored (50 firms submitted details on their sponsorship programs, and over 250 were asked to participate). In 2016, Chapman was one of three law firms honored with a MetLife diversity award for the firm’s diverse and inclusive policies and practices.
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• Chapman continues to be named one of the best law firms for women by Working Mother Media (2020 marked Chapman’s 12th year on the list), and Law360’s Glass Ceiling Report recognizes Chapman as one of the best law firms for women (past four years).
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• The Human Rights Campaign ranks Chapman as one of the best places to work in terms of benefits and protections for LGBTQ attorneys and staff. We have scored 100% on HRC’s Corporate Equality Index for the past 12 years.
• Chapman has been consistently recognized by Equality Illinois for “Raising the Bar” and leading the way in providing a safe and fair work environment for LGBTQ employees and engaging with the LGBTQ community.
• The American Lawyer ranks Chapman among the top 25% of law firms with the highest percentage of female equity partners (past three years).