Advancing diversity is a core value.

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.


Chapman’s 360-degree approach to diversity begins with pipeline programs for middle school, high school, and undergraduate 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 students from at-risk and under-resourced communities.
  • Leadership. We are proud that Chapman’s Chief Operating Partner; the chairs of our Partner Review Committee, Non-Partner Review Committee, and Employment Committee; our Professional Development Partner, Diversity Partner, Pro Bono Partner, Sustainability Partner, and Wellness Partner; office leaders of three of our six offices, and 50% of Chapman’s governing Policy Committee members identify as women, racially/ethnically diverse, LGBTQ+, and/or disabled. 
  • 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, to champion professional development and advancement within the firm. Learn more about our BRGs.
  • Recruitment and Promotion. On average, over the last five years, 73% of our incoming associates and 55% of our newly promoted partners have identified as women, racially/ethnically diverse, LGBTQ+, and/or disabled.
  • 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 that identify as having diverse ownership. Learn more about our supplier diversity program.
  • Mansfield Rule 6.0 Certified Plus Firm. Chapman has achieved Diversity Lab’s Mansfield Rule 6.0 Certified Plus status. The Mansfield Rule was influenced by the NFL’s Rooney Rule and focuses on broadening talent pools for leadership. 


  • Chapman continues to be named one of the Best Law Firms for women by Seramount, 2023 marked Chapman’s 15th year on the list. Law360’s Glass Ceiling Report recognizes Chapman as one of the best law firms for women (since 2017).
  • 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 14 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.
  • Strengthening our culture of inclusion, Chapman signed onto Diversity Lab’s Disability Inclusion Commitments, recognizing our commitment to inclusion and equitable access to opportunities in the legal profession. Chapman is also an American Bar Association Well-Being Pledge signatory, committing to fighting stigma and substance abuse in the legal profession.

Diversity Updates

We have always been focused on finance.

  • 1913
    TS Chapman partners with Henry Cutler to form Chapman and Cutler
  • 1st
    Chapman's first client in 1913 is still a client of the firm today
  • 22
    Diverse financial practices serving regional, national, and global clients
  • 6
    Offices across the country and in key US financial centers

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