Shipman & Goodwin LLP is pleased to announce that our firm has achieved Mansfield Certification Plus again for 2022-2023.
Mansfield Certification Plus, awarded by Diversity Lab, measures the structural changes and steps we have taken over the past year to ensure our paths to leadership – including lateral hiring, client pitch teams, promotions, appointments, and more – are open and transparent to all qualified lawyers.
Advancement processes and leadership role descriptions at the firm are now written, clear, and accessible. This high level of transparency is part of a larger effort we're undertaking through Mansfield to broaden the slate of talent considered for opportunities.
The "Plus" designation indicates that we've not only taken steps to increase inclusivity in leadership, but we've also made measured progress in doing so. Only half of the Certified firms achieved this honor this year, and it is the fourth consecutive year that Shipman has achieved Plus status.
We've undergone this effort alongside other top-tier firms and with the support of our clients as well as the legal departments that are also participating in Mansfield. Like them, we remain dedicated to opening the door to all qualified lawyers through the ups and downs of market fluctuations and the ebb and flow of political discourse.
Why This Matters to Our Clients and Firm
Mansfield's processes seek to ensure equal opportunity and access to leadership roles. The focus is on opening the door more widely and ensuring that opportunities for advancement are inclusive for everyone. Mansfield takes a behavioral science approach that embeds accountability, transparency, and knowledge sharing into our talent practices. We know that with diverse leadership comes more inclusive and equitable decisions that reflect the needs of our entire workforce for the benefit of our talent and clients.
What We Do in Practice
What does this mean for our firm? Whenever our leaders make decisions about who to appoint or elect to leadership roles, such as the Management Committee or the Partner Nominating Committee, we consider a broad pipeline of talent, including lawyers who are historically underrepresented in law. The same inclusive decision-making process occurs when we build client pitch teams.
This process does not exclude anyone; it ensures that the talent pipeline includes additional qualified talent. The Mansfield framework helps us take an inclusive, structured, and data-driven approach to leadership advancement—and ensure the approach is consistent across offices and practice groups. This intentionality benefits everyone.
Proof That It's Working
As shown by this extensive analysis by two data science professors featured in a recent American Lawyer article, having an equitable advancement process helps diversify leadership at firms that continue to follow Mansfield's principles long-term.
We, too, have seen and experienced positive progress at our firm. For example, as of the date of this announcement, 49% of partners, 86% of associates and 56% of our Management Team are diverse. Shipman is pleased to have reached this significant milestone. We will continue to build teams that reflect the diversity of our clients and communities while providing exceptional service.
