Recruiting Diverse Talent
We recognized that our traditional methods of recruiting were resulting in the same types of candidates being interviewed and recruited.
In mid-2016, Nixon Peabody launched a Diversity Recruiting Initiative modeled after the NFL’s Rooney Rule. The Rooney Rule was established in 2002 and requires NFL teams to interview at least one minority candidate for head coaching and general manager positions. A key aspect of the rule is that minority candidates must have comparable qualifications and the same interview experience as other candidates (i.e., meet with the same executives, in person, for the same amount of time.) The Rooney Rule does not mandate quotas or hiring preference given to minority candidates, nor does it guarantee a job.
It does guarantee that people who have otherwise been excluded or overlooked from consideration have an opportunity to compete for a job. In an effort to identify and interview a broader pool of diverse talent, our Diversity Recruiting Initiative requires that 20% of candidates interviewed for an open lateral associate position in our firm must be diverse (African American, Hispanic, Asian American, LGBT or two or more races). The goal of this initiative is to increase the number of diverse candidates interviewed for lateral associate positions with the firm, and to think creatively about how we recruit to ensure a broader slate of candidates.
We have seen an increase in the number of diverse candidates interviewed for lateral associate openings. We have also seen greater engagement from our employees in the recruiting process, as a greater number are tapping into their personal networks to encourage candidates to apply for our open positions.
In order to create innovative new products and service offerings for our clients, we need a variety of perspectives. Our goal is to recruit the best talent available from a broad range of backgrounds