Firm successfully completes process for second year
Frost Brown Todd (FBT) earned its Mansfield Rule™ Plus Certification after a year-long diversity tracking program through Diversity Lab. In addition to other requirements, in order to reach Plus Certification, FBT had to show that at least 30% of those considered for various leadership roles, lateral attorney positions, equity member advancements, and formal pitch teams were attorneys of color, LGBTQ+ attorneys, and women, while also achieving 30% representation from these groups in 70% of nine Plus Certification designated categories. This is the second year FBT underwent the Mansfield certification process, having previously earned its certification under Mansfield 3.0. The Plus certification is the highest level attainable through the program’s current framework. The evaluation period took place from July 2020 to July 2021.
Since FBT first participated in the certification process under Mansfield 3.0, the firm has seen a 10% increase in the number of attorneys of color, LGBTQ+ attorneys, and women promoted to equity member. In that same period, FBT had a nearly 10% increase in representation from these demographics among practice group leaders and Compensation Committee members. The firm also had a 15% increase in diversity among office members-in-charge.
FBT is already participating in Mansfield 5.0, which began in mid-July 2021. For the next year, the firm will continue to track its diversity efforts under Mansfield guidelines. One of the changes for this round is that firms must now track their nominations to Chambers USA. Also new this year is a requirement that firms track individuals considered for C-suite or senior-level business professional positions.
The Mansfield Rule is named for Arabella Mansfield, the first woman in the U.S. admitted to the practice of law 150 years ago. In the years following implementation of the Mansfield Rule, 94% of participating law firms report their candidate pool for pitch teams was more diverse. An additional 79% said their lateral partner pool was more diverse, and 76% report their equity partner pool was more diverse. Most impressive, 92% saw an increase in formal discussions regarding succession planning for leadership and governance roles.