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Diversity & Inclusion

Tipping the scales toward equality for all.

Diversity and inclusion have long been fixtures of Frost Brown Todd’s culture and indeed remain core to who we are. Still, we recognize that our work is never finished. We are constantly developing and refining our approach to create a more vibrant law firm for our colleagues, our clients, and communities. Our goal is for every member of the Frost Brown Todd team to have equal and ample opportunity to contribute, grow, and find fulfillment in their work.

Kimera Hall | Diversity & Inclusion Committee Chair

“As Frost Brown Todd enters a new phase of D&I, with a sharpened focus on improving our diversity metrics, I would suggest adding an “E” to our efforts. The “E” stands for equity. We want to achieve increased equity for our diverse professionals — equity of opportunity, equity of voice, and equity with respect to professional development and advancement. With a combination of inclusiveness and increased equity, we are sure to see results.”

Diversity

Supporting the Future

Our firm promotes building a pipeline of diverse attorneys in our local legal community by supporting diverse students in their education and exploration of the law. In addition to our attorneys’ mentorship initiatives, we annually award scholarships to five or more diverse law students who we believe will have a positive and lasting impact on the legal profession.

Read about our 2018 scholarship recipients. 

Recruitment 

We participate in four regional diversity job fairs every year to be able to solicit a diverse pool of candidates beyond our local law schools. We also consider diversity from the start by using structured panel interviewing to guard against bias in the hiring process.

Community Engagement 

Through various outreach programs, we connect with local and national organizations focused on righting the opportunity imbalance for diverse professionals. The following organizations are among those we routinely and adamantly support:

  • Association of Law Firm Diversity Professionals (ALFDP)
  • Black Lawyers Association of Cincinnati (BLAC)/CBA Roundtable
  • Central High School Pipeline Program
  • Chart Your Own Course (CYOC)/Stakeholders
  • Columbus Managing Partner Initiative
  • Cristo Rey High School Pipeline Program
  • Diverse by Design, Cincinnati Regional Chamber
  • Greater Cincinnati Minority Counsel Program (GCMCP)
  • Hispanic National Bar Association
  • Law & Leadership Institute (LLI)
  • Leadership Council on Legal Diversity (LCLD)
  • Summer Work Experience in Law (SWEL)

Equity

We have programs in place to monitor and measure our diversity metrics, focusing particularly on the advancement and retention of our diverse professionals. These metrics have helped raise awareness about potential blind spots and led to the adoption of new change initiatives, the most recent of which are detailed below.  But, while we are proud that our efforts continue to pay dividends with respect to the employee experience, we acknowledge that we still have plenty of work to do. We know that being true leaders requires a purposeful commitment to EQUITY in every sense of the word.

Mansfield Certification 3.0 

Frost Brown Todd was among the first law firms in the majority of our markets that committed to participate in the Mansfield Certification program, running from July 2019 through July 2020. To achieve Mansfield Rule Certification, a participating law firm must consider at least 30 percent women, lawyers of color, lawyers with disabilities and/or LGBTQ+ lawyers for 70 percent or more of the firm’s leadership roles, committees and other qualifying activities during the review period. Certification also requires completing three-month, six-month and annual check-in surveys and data collection requests, while also engaging in community building and knowledge sharing with participating firms.

Stay Interviews

Many companies ask departing employees to sit for an exit interview to understand why the person has chosen to leave the organization. Frost Brown Todd is in the process of establishing the convention of “stay interviews.” This will enable us to better understand why lawyers remain with the firm and what might cause them to leave.

Community Engagement 

The following organizations are among those we routinely and adamantly support:

  • Association of Law Firm Diversity Professionals (ALFDP)
  • CBA LGBT Committee
  • CEO Action Signatories
  • Equality Ohio
  • Human Rights Campaign (HRC)
  • Institute for Inclusion in the Legal Profession (IILP)
  • Women in Law Empowerment Forum
  • Pride Parade Corporate Sponsor

Inclusion

Inclusion Training & Workshops

Creating an inclusive environment benefits us and our clients, who receive better service from the multitude of talent that can only be achieved with people of different backgrounds, distinct perspectives and varied experience. We conduct regular mandatory training on unconscious bias, micro inequities, inclusion and other cultural competencies to ensure that Frost Brown Todd continues to be a place where people can both express and be themselves.

We also host numerous voluntary workshops and luncheons throughout the year featuring nationally recognized speakers. These workshops are widely attended across our offices and are often participatory in nature, encouraging team members to share experiences and engage more deeply with topics through conversations with their colleagues. Below is a sampling of recent inclusion workshops hosted by Frost Brown Todd:

  • “Recognizing Bias Against Refugees and Understanding Our Neighbors’ Journeys”
  • “Memories of Heart Mountain”
  • “City of Cincinnati Poverty Simulation”
  • “Colorblindness and Internal Bias”
  • “We are the Solution, Not the Problem”
  • “The Reinterpretation of Women’s Rights in Islam”
  • “Let Me Tell You Something: Creating an LGBTQIA+ Inclusive Workplace”
  • “How Emotional Intelligence Can Produce a More Diverse Workplace”
  • “The Impostor Syndrome”

In addition to training, we conduct employee surveys and monitor firm-wide metrics on recruitment, advancement and compensation. This ensures that we remain vigilant and continue to make progress toward our inclusion goals.

Quarterly D&I Reports 

Being a truly inclusive law firm requires hard work, ingenuity, and the courage of one’s convictions. But it can also mean getting to work with young people, amazing community organizations, and having a good deal of fun in the process. In addition to relating new developments in our diversity and inclusion journey, these periodic reports are a testament to the extraordinary people who work for us and with us and whose service to diversity is an example and inspiration for us all.

The Frost Brown Todd Diversity & Inclusion Award 

Every year we come together to recognize attorneys and business professionals who have gone above and beyond in their service to our diversity and inclusion goals. The recipients of the Frost Brown Todd Diversity & Inclusion Award are true champions of fairness and equality, as evidenced by their support for colleagues and the work they do outside the firm to enrich the lives of their fellow community members.

Recognition

Diversity & Inclusion Committee

  • Kimberly S. Amrine

    Director of Diversity & Inclusion

    Cincinnati, OH

  • Jason M. Bergeron

    Member

    Nashville, TN

  • Jenai M. Brackett

    Member

    Indianapolis, IN

  • Adam P. Hall

    Chief Executive Officer

    Cincinnati, OH

  • Kimera J. Hall

    Diversity & Inclusion Committee Chair

    Dallas, TX

  • Miles R. Harrison

    Managing Associate

    Louisville, KY

  • Alicia S. Kappers

    Director of Professional Development

    Cincinnati, OH

  • Kimberly K. Mauer

    Women's Initiative Committee Chair

    Cincinnati, OH

  • Richard L. Moore

    Member

    Cincinnati, OH

  • Nilesh (Neal) Patel

    Industry Team Leader

    Cincinnati, OH

  • Samantha M. Quimby

    Member

    Columbus, OH

  • Jared M. Tully

    Member

    Charleston, WV