Diversity & Inclusiveness

Statement on Diversity & Inclusiveness

Lewis Roca Rothgerber Christie believes that today’s legal and business challenges are best addressed by the innovative and multidimensional thinking that results when teams include individuals of different backgrounds, experiences, and talents. Serving our clients’ needs therefore demands that we continually strive to engage, develop, and position such individuals to succeed. Central to our standard of excellence is our commitment to diversity and inclusion, made manifest through concrete, active efforts both internal to the firm and external in the communities it serves. 

Recognizing that diversity cannot be sustained without bedrock practices of fairness, the firm has a solid foundation of policies fostering a culture of inclusion in which all our lawyers feel empowered to be their authentic selves. These include a professional development program providing opportunities for mentoring, sponsorship, and skill development for all lawyers; a lawyer evaluation system using objective criteria to combat the effects of unconscious bias; and policies supporting the participation and inclusion of diverse lawyers in the life of the firm, including an affirmative action plan, policies supporting alternative work schedules, remote work, and domestic partner benefits. Support for the development of all lawyers begins from day one, with bridge program preparing summer associates for success in meeting the firm’s expectations, through a development mentoring program to help senior associates and junior partners define and reach their professional goals. 

Internal programs specifically support affinity groups of women, minority, and LGBT lawyers, as well as providing opportunities for meaningful interaction across offices, practices, and other identity groups. These programs range from regular dinners for affinity groups to specialized listserves to a firmwide, twice yearly book discussion group open to all firm employees. We also acknowledge that the complexity of human experience includes a variety of other identities that may interact to shape each individual in unique and nuanced ways. We seek to instill appreciation for the value of such intersectional differences in current and future firm leaders who will participate in the engagement and development of all our lawyers. 

To foster the development of a pipeline of diverse lawyers, and promote the inclusiveness of the communities in which it operates, the firm supports community efforts that share its goals. In its Denver, Las Vegas, Phoenix, and Tucson offices, the firm provides an annual writing internship for a diverse law student to work at the firm and learn her or his craft. In Denver, this internship is a part of the Nosler Scholarship, which also provides a tuition scholarship for the student’s third year. In Phoenix, the firm sponsors the ABA’s Judicial Intern Opportunity Program, which arranges and provides stipends for judicial externships for diverse law students. The firm and its lawyers are involved with a wide range of community organizations promoting diversity and inclusion, such as diversity bar organizations, state bar task forces on diversity, and community organizations such as the Center for Legal Inclusiveness, the Human Rights Campaign, and the Anti-Defamation League. 

Lastly, but most importantly, the firm engages in regular self-evaluation of its culture and goals. The firm’s standing Diversity and Inclusiveness Committee monitors the success of the firm’s recruiting, retention, and advancement efforts, using both regular metrics and periodic in-depth evaluations through surveys, focus groups, retreats, and interviews. The Diversity and Inclusiveness Committee works with the firm’s operational committees to advance inclusiveness efforts, and maintains an overlapping membership with the firm’s Executive Committee to facilitate accomplishment of its goals at the firmwide level. 

Equal Employment Opportunity and Affirmative Action Policy