Diversity is perspective. It’s seeing through varied lenses of varied backgrounds to generate ideas, innovation and creativity—aiding in the discovery of new approaches to problem solving. Diversity strengthens our ability to compete, to adapt, to change, and to address complex challenges. Diversity is a core value. It improves who we are as trial lawyers and as community leaders.
By building and promoting diversity and inclusion, Bowman and Brooke LLP brings broader perspective to our clients and provides greater affinity and identification with witnesses, judges, jurors, our communities and those that put their company names in our trust.
|By The Numbers:
- 42% Women
- 19% Minorities
- 1% GLBT
- 4% Veterans
Bowman and Brooke is committed to providing its clients with superior legal services. We believe the level of excellence we and our clients expect is best achieved by building a team of professionals who reflect a broad range of orientations and interests, as well as diverse personal backgrounds. To that end, our firm recognizes the importance of the recruitment and development of diverse talent, with the ultimate goal to be a firm of inclusion and collegiality for all of its members.
Bowman and Brooke’s program is overseen by a Diversity and Inclusion Committee and partners with the firm’s Executive and Management Committees to achieve our diversity goals. Soon after joining Bowman and Brooke, attorneys are assigned a partner whose responsibility is to oversee and assist the new attorney’s professional development as a practicing lawyer and employee of the firm. Women and minority attorneys may request an affinity group or mentor to help with acclimation.
We actively recruit, mentor and promote to partnership minority and women lawyers. We hold leadership positions, and invest our time and resources, in organizations that sponsor minority law students and lawyers and promote diversity.
Acts of Inclusion Checklist
At Bowman and Brooke, our ethnic diversity among all attorneys is 20%, one of the highest of any law firm in the nation and nearly double the national average. Also, 41% of our attorneys and 33% of our partners are women. To demonstrate how powerful those results are, The American Lawyer ranked Bowman and Brooke in the top 15 on their 2012, 2013, 2014 and 2015 Diversity Scorecard.
But diversity statistics simply measure the headcount. Inclusion should be the focus, for when you create a culture of inclusiveness you maximize the power of the numbers.
In true Bowman and Brooke fashion, when it comes to diversity and inclusion, we don’t just talk the talk, but we walk the walk, holding every attorney accountable for upholding the firm’s mission of diversity and inclusion through the use of our Acts of Inclusion Checklist, a list of more than 60 varied activities that attorneys can participate in to promote diversity and inclusion with their colleagues and clients, as well as within their practice, within the firm, within their communities and within their daily lives.
"In 1985, seven partners joined together to form Bowman and Brooke. Of the seven, one was a woman and one was part Native American. Our firm is founded on diversity and inclusion as a core value. Today, more than 30 years later, our commitment to diversity and inclusion remains unwavering."
- Paul G. Cereghini, Firm Chairman and Executive Managing Partner
"Diversity and inclusion is not just important because it advances equality, but because it ensures we have a workplace of inclusion and it promotes diversity of thought. Diversity and inclusion leads to more people coming to the table with diverse thinking, different ideas and better decisions."
- Alana K. Bassin, Co-Managing Partner, Diversity Committee Chair
"As a combat veteran who served in Bosnia and Iraq, I know firsthand the importance a diverse team of people plays in accomplishing the mission. As a commander, I relied on the varied backgrounds of my soldiers to assist me in making sound decisions. The same principles hold true within a law firm. Diversity fosters relatability with clients and opponents and promotes innovative ways to solve problems."
- Scholastica N.S. Baker, Associate
We have called attention and will continue to call attention to the issue of promoting diversity in the legal profession by speaking on diversity and authoring and publishing articles in the hopes it will challenge and empower our colleagues to also make similar strides.
We hold leadership positions and invest our time and resources in organizations that sponsor minority law students and lawyers and promote diversity, such as:
|ABA Litigation Section, Women’s Advocacy Group
ABA Women Rainmakers’ Committee
AIDS Services of Austin: Capital Area AIDS Legal Project
Arizona State University Minority Legal Writing Program
Arizona Asian American Bar Association
Arizona Women’s Lawyers
Bay Area Lawyers for Individual Freedom
California Minority Counsel Program
Dallas Hispanic Bar Association
DRI Diversity Committee
Filipino Bar Association of Northern California
Greater Dallas Indo-American Chamber of Commerce
Hispanic National Bar Association
Human Rights Campaign
|Japanese American Bar Association
Japanese American Society of Minnesota
Leadership Council on Legal Diversity
Lesbian & Gay Lawyers Association of Los Angeles
Metropolitan Richmond Women’s Bar Association
Minnesota American Indian Bar Association
Minnesota Association of Black Lawyers
Minnesota Women Lawyers
National Bar Association
South Carolina Women Lawyer Association
Special Olympics South Carolina
Texas Mexican-American Bar Association
Travis County Women Lawyers Association
Twin Cities Diversity in Practice
Virginia Women Attorneys Association