Celebrating Our Differences, Enriching Our Communities

Lewis Brisbois Celebrates Asian American & Pacific Islander Heritage Month

As Asian American and Pacific Islander (AAPI) Heritage Month begins, Lewis Brisbois looks forward to celebrating the culture and contributions of Asian Americans and Pacific Islander Americans who have enriched our country’s history and who are integral to its success. Throughout the month of May, our Asian American and Pacific Islander American colleagues across the firm will be sharing their diverse experiences and perspectives in a series of spotlight posts. You can see these posts here

As this spotlight series continues, we hear from Los Angeles Associate Jeck Dizon, who describes the importance of mentorship within Philippine culture. He also discusses how he learned from mentors at Lewis Brisbois when he worked as a docket clerk at the firm while simultaneously attending law school.

Jeck is a member of Lewis Brisbois’ Products Liability Practice where he focuses primarily on consumer warranty matters. Outside of his practice, he is an active member of the Philippine American Bar Association. Learn more about Jeck’s professional background here.

Lewis Brisbois Celebrates Black History Month 2022

Throughout February, Lewis Brisbois shared the thoughts and reflections of our Black colleagues on the importance of mentorship and honoring this month. You can see all these spotlight posts here. We close this month of recognition and celebration with a message from our Diversity, Equity & Inclusion Committee. Thank you to everyone who contributed their stories to this campaign.

Lewis Brisbois’ Commitment to Diversity, Equity, and Inclusion

Diversity, Equity, and Inclusion Mission Statement

Lewis Brisbois’ diversity, equity, and inclusion mission is: (i) to strengthen Lewis Brisbois by encouraging the hiring, support, mentoring, promotion, and retention of diverse attorneys and staff based on merit, potential, and effort; (ii) to help the firm better highlight our diversity, thereby leveraging this unique asset in business development, and (iii) to help all lawyers within the firm address disparities in diverse and non-diverse hiring (including lateral hiring), support, and retention. Lewis Brisbois believes that an individual's distinctive circumstance is informed and affected by, among other things, his/her/their gender, race, orientation, family status, religion, ethnicity, age, physical abilities, and other factors. To accomplish the goals stated above, Lewis Brisbois will proactively consider diversity in assessing and supporting each employee in the firm and take active steps to promote diversity in our communities.

The team of lawyers and staff who lead Lewis Brisbois’ diversity, equity, and inclusion efforts and initiatives includes: San Bernardino Administrative Partner and National Healthcare Group Co-Chair Rima Badawiya, who serves as the firm’s Chief Diversity Partner; Director of Diversity & Business Development Janet Burt; and New York Partner Karen Campbell, along with Los Angeles Partner Alexis Crump, who serve as co-chairs of the firm’s Diversity, Equity & Inclusion Committee. Rima, Janet, Karen, and Alexis work directly with the firm’s leadership to support and expand our diversity mission, while promoting firmwide education and awareness of diversity and its ability to enrich our workplace, our communities, our profession, and our everyday lives.

A Message to Our Communities

When we opened our doors over 40 years ago, we knew that one of our top priorities was to hire the best attorneys, staff, administrators, assistants, and clerks in every city where we opened an office. This core principle of our firm’s culture has resulted in our unique and valued diversity. We are proud to have a highly diverse firm comprising more than 3,000 people across the nation.

Within our firm we have many different lived experiences, and a wide array of views and perspectives, which all contribute to the success we enjoy. We care about each other, we listen to each other, and we respect each other. Recent events underscore the scourge of racism that still plagues our country. We know that horrific acts of brutality as we saw committed against George Floyd in Minnesota, Ahmaud Arbery in Georgia, and Breonna Taylor in Kentucky are not new, and unfortunately are likely not to be the last of their kind. We know that discriminatory acts based on race, sexual orientation, gender, religion, and other characteristics are all too common as well. While we open ourselves to learn and strive for understanding of everyone’s personal history and experiences, we recognize and acknowledge the pain these events cause. We stand against racism, discrimination, and violence. We support everyone’s First Amendment right to peacefully protest and those peaceful protests give us hope for a better future. We say to every employee of our firm, it is our honor to work with such extraordinary people. We commit to you that Lewis Brisbois will always do its utmost to provide a workplace environment in which everyone is safe and is treated respectfully, and where everyone’s voice is heard. We will continue to do our work as members of our communities across the country to raise awareness of injustice and promote fairness.

Lewis Brisbois is pleased to announce that it will be participating in the Mansfield Rule 5.0 Certification process, administered by Diversity Lab, which launched on July 15, 2021.

Since its inception five years ago, the goal of the Mansfield Rule has been to boost the representation of historically underrepresented lawyers in law firm leadership. Accordingly, to achieve Mansfield Certification, law firms must demonstrate that they have affirmatively considered at least 30% women, lawyers from underrepresented racial and ethnic groups, LGBTQ+ lawyers, and lawyers with disabilities for top leadership roles, promotion into equity partnership, senior-level lateral hiring, and participation in client pitch meetings.

In addition, to achieve Mansfield Rule 5.0 Certification this year, law firms will need to meet additional requirements. For example, they will be required to measure their candidate pools in a disaggregated manner such that they will be tracking the impact of the Mansfield Rule by each underrepresented group, and must include an option for Middle Eastern/Northern African identity. Moreover, the firms will need to consider at least 30% underrepresented lawyers for nominations to Chambers USA as well as 30% underrepresented individuals when hiring and promoting C-level or other senior-level professional staff roles. The required Mansfield Rule Certification parameters are measured twice yearly through a data collection process and structured check-in meetings.

Chief Diversity Partner Rima M. Badawiya expressed her resolve and commitment regarding Lewis Brisbois' participation in the certification process, noting, "Seeking the Mansfield Rule 5.0 Certification is yet another step that the firm is taking to formalize its efforts in diversity, equity, and inclusion – values that we have always prioritized at Lewis Brisbois. We look forward to participating in this process and achieving this important certification."

Lewis Brisbois is among the more than 160 large law firms in the United States and Canada, including 47 new firms, that will be participating in the certification process this year.

Learn more about Diversity Labs here.

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