Paul Hastings is committed to providing a diverse work environment that offers equal access and opportunity to our 2,500 employees worldwide.

Global Diversity at Paul Hastings

We embrace personal and professional cultures and business practices that span 18 offices, seven countries and three continents.

Diversity is our strength. We are building a diverse team and work environment because we believe in building the best team, distinguished by opportunity, teamwork and professional development.

Our success is built upon a core belief in teamwork and, to that end, we recruit, retain, and develop the best and brightest candidates who will become active contributors to our firm's success—regardless of their race, color, national origin, religion, sex, age, disability, citizenship, marital status, and sexual orientation, or any other status as defined and protected by applicable law.

A New Standard

We are recognized as a firm of choice for diversity and inclusion. We have continued to recruit more diverse classes of new associates and elect more diverse classes of new partners. More than 35% of the our firm management and leaders come from diverse backgrounds. We are ranked among the top 30 law firms for gender and ethnic diversity. We have been named a Best Place to Work for GLBT Equality and one of the top family-friendly firms in America. We continue to set new standards and have been recognized as a leader in the legal profession.

Developing Our Talent

Paul Hastings is committed to the training, growth and development of its attorneys and to retaining and promoting diverse attorneys. Some of these efforts include:

• Developing and supporting the Paul Hastings Attorney Networks (e.g., minority or women networks).
• Increasing/reviewing compensation relative to competition
• Reviewing and enhancing policies to address the work/life integration Adopting a dispute resolution process
• Planning for management succession with an emphasis on diversity
• Working with diversity and women attorneys to develop career advancement plans
• Strengthening mentoring programs for all attorneys, including attorneys of color and women
• Delivering a comprehensive professional skills development program, including attorneys of color and women
• Offering flexible part-time scheduling to permit permitting attorneys (male or female) to work alternative schedules with future partnership consideration

Our attorneys who have chosen to work on part-time schedules earlier in their career and returned to be elected to partner.

Diversity Committee