Diversity, Equity& inclusion
Hooper, Lundy & Bookman remains committed to fostering a workplace and profession of inclusion that better reflects the diversity of our communities, through initiatives that ensure equal opportunities for everyone.
We believe that diversity makes HLB a more dynamic and innovative firm that provides best-in-class service to our clients. We are dedicated to creating and cultivating diversity in our workplace and supporting an inclusive workforce with varied backgrounds, including individuals from groups underrepresented in the health care law and government relations industries.
We’ve put this commitment into action. In 2023, the firm achieved Mansfield Certification. Awarded by Diversity Lab, Mansfield Certification measures the structural changes and steps we have taken to broaden the talent pool for consideration and to ensure our paths to leadership – including promotions, client pitch teams, appointments, and more – are open and transparent to all of our lawyers. We have re-committed to our Mansfield certification work with Diversity Lab for the benefit of our talent and clients.
Click the link below to download our 2024 Diversity, Equity, and Inclusion Update.
83%
C-Suite professional staff
who are women and/or
from underrepresented
groups
80%
Associates hired in
2024 who were women
69%
Senior Counsel and
associates who are
women
64%
Non-equity partners
who are women
60%
Senior Counsel and
associates who are
from underrepresented
groups
56%
Lawyers elevated to
equity partnership in
the past five years who
were women and/or from
underrepresented groups
39%
Lawyers and
government relations
professionals who are
women
26%
Equity partners who
are women and/or
from underrepresented
groups
*Numbers reflect 2024 year-end figures from HLB’s annual report.
Our initiatives
The DEI Committee, established in 2012, is made up of lawyers, government relations professionals and business staff, and since 2016 we have been guided by an evolving strategic plan designed to support professional elevation and reduce barriers for women and underrepresented groups and build connections across the firm.
Women and individuals from historically underrepresented groups are represented at the highest levels of our leadership.
We adhere to the Mansfield Rule which tracks and measures whether law firms and legal departments are considering a broad pool of underrepresented talent – including women, LGBTQ+ lawyers, and lawyers with disabilities and from underrepresented racial and ethnic backgrounds – for recruitment, leadership roles and career advancement opportunities.
We commit significant time and resources to sponsoring and partnering with organizations dedicated to advancing diversity within the legal profession. As part of our current strategic plan, we are guided by the following goals: improving recruitment and retention, supporting people through life transitions, uniting people across departments and offices, and building a reputation for DEI. Our DEI committee holds monthly meetings, with significant and meaningful attendance from a large number of the firm’s professionals. In addition to using these meetings for purposes of implementation of the strategic plan, they also serve as a forum for open discussions about current events surrounding DEI.
We work in collaboration with hospitals, health care providers and organizations across the country to develop and support programs aimed at addressing social determinants of health in the communities they serve. In 2024, HLB launched its Health Equity Blog, keeping up to date with recent developments on the topic.
50 billable credit hours available to each professional for DEI- related leadership, advocacy, Hours training and development
The Leadership Council onLegal Diversity
HLB Managing Shareholder and Chairman of the Board Mark Reagan is a member of The Leadership Council on Legal Diversity, an organization of over 300 corporate chief legal officers and law firm managing partners dedicated to creating a diverse U.S. legal profession. In May 2022, Mark pledged his commitment to LCLD's Legal Diversity Leaders at the Front Initiative, designed to dismantle barriers preventing underrepresented attorneys from achieving the highest levels of leadership in law firms and corporate legal departments.
