Drinker Biddle & Reath has a tradition of commitment to the highest quality of legal work through the highest quality people.

Because our commitment to quality work and people can only succeed in the context of the communities in which we and our clients live and work, we have embarked on a major, long term initiative to help focus our efforts, resources, and activities on becoming a firm where diversity is consistently and fully valued, pursued, reflected and sustained.

Drinker Biddle & Reath’s commitment to quality therefore is a commitment to diversity. To remain and thrive as a competitive force in the legal marketplace, diversity within our firm is essential.    

To guide our efforts in this regard, over the past year we completed a thorough diversity needs assessment at the firm. This assessment involved a firm-wide survey, with a random one-on-one interview component. The results have helped form the foundation upon which we are constructing a comprehensive approach to increasing diversity throughout the firm.

THE DIVERSITY STRATEGIC PLAN AND COMMITTEE

Following completion of the needs assessment, we have finalized the firm’s Diversity Strategic Plan and created a Diversity Committee, which is co-chaired by Alfred W. Putnam, Jr., chairman of the firm, and Jesse H. Ruiz. The Committee is charged with implementing various programs and processes in the Diversity Strategic Plan.

The Committee has embarked on an ambitious course of action to help the firm achieve its objectives, and we are confident that we will meet the goals we have set for ourselves.  The committee includes representation from across the firm and is composed of eight partners, three associates and three staff members.

With respect to associates, the Diversity Strategic Plan provides for structure, systems and processes that will help to establish Drinker Biddle as a premier place for all associates to learn, grow and prosper. The plan addresses particular areas such as recruiting, mentoring, assignment management, and overall associate development.

RECRUITING

With diversity in mind, we currently recruit at the following law schools and job fairs:

AIPLA, Boston College, Boston University, Chicago-Kent College of Law, College of William & Mary, Cook County Bar Association Minority Law Student Job Fair, Columbia University, Cornell University, Duke University, Emory University, Fordham University, Georgetown University, George Washington University, Harvard University, Howard University, Loyola University Chicago, New Jersey Law Firm Group, New York University, Northwestern University, Patent Law Interview Program, Philadelphia Area Minority Job Fair, Philadelphia Diversity Law Group, Rutgers University-Camden, Rutgers University-Newark, Santa Clara University, Seton Hall University, Stanford University, Temple University, Tulane University,  University of California Berkeley-Boalt Hall, University of California-Hastings, University of Chicago, University of Illinois, University of Michigan, University of Notre Dame, University of Pennsylvania, University of San Francisco, University of Virginia, University of Wisconsin, Villanova University, Washington University, Washington & Lee University

We also engage in special outreach efforts directed to encourage minority law students to consider our firm.  These efforts include:

WORK-LIFE BALANCE

Drinker Biddle recognizes that its commitment to diversity requires a progressive approach to work-life balance.  Drinker accordingly has established part-time/flex-time policies that permit all lawyers (male and female) to work alternative schedules.

In general, the partnership operates with shared mutual objectives among partners.  Although these objectives include a full commitment to the firm, we have part-time partners who are equally and fully committed to the firm’s success and ideas even though they devote fewer hours to their professional lives.

Drinker Biddle has always had a commitment to civility and respect and it is reflected in our values.  We embrace an evolving, tolerant firm culture, eager to engage and include colleagues with a wide range of backgrounds.  In this context the recognition that mentoring is helpful not only with respect to legal training but also with attention to the differences in individual backgrounds and the need to ensure that all associates know that many doors are open to help guide their aspirations and address their personal concerns about life at the firm – including explicitly the chairman’s door.