On display in WilmerHale’s D.C. office is a handwritten thank–you note. It reads, “Thank you for your support for the struggle for human rights and a just constitutional order in South Africa.” It is signed by Nelson Mandela, and dated 6 April 1997.
WilmerHale also permanently displays a book containing handwritten notes of Mr. Mandela written in 1963 during his trial for treason against the apartheid government. They include the note he wrote on the night before he was to be sentenced, possibly to death.
“Ten copies were made, and Mr. Mandela wanted to thank our firm for the pro bono work it has done in South Africa,” shares Ron Machen, a partner at WilmerHale and the firm’s diversity co–chair. Even during the darkest days of apartheid, an organization called the Legal Resources Centre defended the rights of South Africans. WilmerHale devised, guided, and supported a sister U.S. organization, the Southern Africa Legal Services and Legal Education Project (SALSLEP), which provided essential legal help to the group along with millions of dollars in financial support.
Clearly, WilmerHale makes diversity a high priority, whether in South Africa or its D.C. office. “It is a great honor to win an award named for Tom Sager,” reflects Machen. “He has done so much to advance diversity, and we have stronger institutions because of his work.”
WilmerHale has made significant progress in its effort to recruit, retain, and promote women and minorities, as evidenced by its newest class of partners, which includes two minority women in the D.C. office. The new members are part of an inclusive legal team: 18% of WilmerHale’s attorneys are minorities, and 45% are female. Among the partnership ranks, 9% are minorities, and 26% are women. The firm also has a significant LGBT population 2% of attorneys self-identify as belonging to that group.
The strength of WilmerHale’s diversity committee lies in the five subdivisions that focus on the unique issues in each office: business development, affinity, retention, outreach/marketing, and communications. Each group has certain goals, and enumerates what they will do to achieve those goals.
All WilmerHale lawyers are encouraged to establish mentor/mentee relationships and join affinity groups. The LGBT affinity group is expanding beyond its roots in Washington. Keith Stemple of the DC office is a trendsetter. He reached out to lawyers in the Boston office about creating a LGBT affinity group, and the Boston office held its first official meeting last year. “Diversity makes our firm stronger. We have more diverse viewpoints that are helpful to our clients,” Machen explains.
MCCA is not alone in recognizing WilmerHale’s progress. In 2009, WilmerHale ranked 30th on Multicultural Law Magazine’s list of “Top 100 Law Firms for Diversity” and third in its list of “Top 100 Law Firms for Women.” Also in 2009, it ranked 10th in The American Lawyer’s “First Women in Law Firms Study” and 12th on its “*A–List*.” DB
From the November/December 2009 issue of Diversity & The Bar®