DIVERSITY, EQUITY, INCLUSION

We recognize that diversity encompasses a wide range of characteristics, including but not limited to race, ethnicity, gender, sexual orientation, age, religion, disability, socio-economic background, and more.

We actively seek to attract, retain, and promote a diverse team that reflects the global clients and communities we serve. By bringing together individuals with different backgrounds, experiences, and perspectives, we create a vibrant and inclusive workplace where everyone's voice is valued.

Change comes from within:

• In the U.S. Hausfeld achieved Mansfield Rule Certification Plus in the Diversity Lab’s inaugural Midsize Certification cohort, an innovative national initiative modelled after the original Mansfield Rule, committing the firm to consider an intentionally broad and diverse pool of candidates when selecting leaders for positions within the firm, hiring entry-level and lateral attorneys, positioning lawyers for case leadership roles, and forming teams for client pitches. We are proud to announce we have been recertified as Mansfield Rule Certification Plus for the term of 2023 – 2024.
• Our 1L Diversity Fellowship Program provides a unique employment opportunity for exceptional first-year law students in the U.S. who have demonstrated a commitment to advancing diversity, equity and inclusion, including a spot in the firm’s summer associate program in Washington, D.C. and a scholarship towards their 2L academic year.
• During Summer, our London office hires interns from the King's College Springboard Scheme which includes students from a range of backgrounds that are underrepresented.
• Hausfeld uses a broad range of recruiters, including those specifically aimed at increasing diversity in the legal industry, and we post open job positions with various diversity organizations and affinity bar associations.
• Hausfeld participates in Berlin’s Sticks and Stones Job & Career Fair, the largest LGBTIQ+ Job & Career Fair in Europe.
• In the UK, we work with Rare’s Vantage platform (underpinned by Rare's pioneering Contextual Recruitment System) which allows us to identify and connect directly with exceptional candidates we might otherwise miss. 
• The firm posts opportunities at a variety of law schools including those with high percentage of historically underrepresented students in the law.

We are dedicated to ensuring fairness and equal opportunities for all. 

We strive to eliminate biases and barriers that may hinder the advancement and professional growth of underrepresented individuals. By promoting transparency, providing mentorship, and fostering a supportive environment, we create a level playing field where everyone can succeed.

Change comes from within:

• We are an Equal Opportunity employer.
• We regularly review our policies, practices, and processes to identify and address any potential inequities. By promoting transparency, providing mentorship, and fostering a supportive environment, we create a level playing field where everyone can succeed.
• 45% of our lawyers are women and we have an excellent track record of promoting women worldwide: 33% of partners are women.
• We have a robust mentorship program for all associates across the firm.
• We have transparent policies, including guidelines related to partnership promotion.
• We regularly hold unconscious bias trainings with DEI professionals across the firm.
• The firm participates in the Leadership Council for Legal Diversity Pathfinders Program, aimed at connecting high-potential, early-career diverse attorneys with foundational leadership skills and relationship-building resources during a seven-month professional development program.

Inclusion is at the heart of our values. We actively promote an inclusive culture where everyone feels welcome, respected, and valued. We encourage open dialogue and collaboration, as we believe diverse perspectives lead to better outcomes.

We invest in training and development programs that raise awareness, foster empathy, and enhance cultural competence throughout our organization. By creating an inclusive environment, we empower our team members to bring their authentic selves to work and contribute their best.

Change comes from within:

• Hausfeld invests in “Unconscious Bias” training programming for all new hires, as well as regularly hosting regional and firmwide “Unconscious Bias” training programs for employees across all Hausfeld’s offices.
• The firm has been honored to host outside speakers for thought-provoking programming on DEI-related topics including Carrie J. Fletcher, Harvard Law School Executive Education instructor and member of the Leadership Council on Legal Diversity presenting on the topic “Type Coach: Working Across Cognitive Difference” to and firm-wide presentations by UK Parliamentarian David Lammy, renowned historian David Olusoga,  Tracy O'Brien from the Race Equality Group, and Zaimal Azad from the Fawcett Society.
• Hausfeld’s DEI Committees and global working groups regularly organize internal programming on topics of cultural awareness in order to foster a more diverse, inclusive, and equitable workplace, including local book club groups that discuss books purchased for employees on themes of social justice, racial justice, feminism, and environmental awareness and themed programming throughout the year.

We take on cases that push the envelope in the public interest and are regularly instructed to challenge corporate and governmental accountability.

Among human rights and pro bono cases, we have represented or worked with:

• Victims of apartheid in South Africa.
• Black Americans persecuted in the Tulsa race riots and their survivors.
• Plaintiffs in a racial-bias discrimination case against Texaco, Inc.
• Philadelphia residents in bringing nuisance and trespass claims against an auto body shop, one of scores of auto-related businesses operating improperly in low income, residential communities of color in Southwest Philadelphia.
• Campaigner Amika George, Red Box Project and Free Periods to eliminate period poverty for children in England missing out on education during their periods because they could not afford to buy sanitary products. 
• Hundreds of villagers in the District of Chingola, many of whom are farmers and fishermen, who have been severely affected by the disposal of contaminated waste into the surrounding rivers and lands by by Konkola Copper Mines plc's extensive mining operations.
• Masai villages affected by tourism operators on their land in Tanzania.
• Communities poisoned by lead smelting works in Kazakhstan.
• Local communities in South America and South Africa in their disputes with mine operators.

Today, we continue to fight for victims of deeply ingrained inequities, including taking on intersectional challenges like climate change and consumer litigation. A few examples of the cases we have brought:

• Interventions on behalf of NGOs such as Save the Children and Client Earth in climate change cases.
• Mass tort claims on behalf of individuals against defendants which have allegedly breached domestic/international law following their adverse contributions to climate change or environmental harm.
• Misrepresentation claims by investors/shareholders against businesses involved in greenwashing.
• Judicial review proceedings against UK government in respect of breaches of environmental law.

We understand the importance of actively engaging with the broader community. We support organizations and initiatives that champion diversity, equity, and inclusion. Through partnerships, pro bono work, and volunteer efforts, we strive to make a positive impact on society and address systemic inequalities.

We are committed to leveraging our skills, resources, and influence to drive meaningful change beyond the walls of our firm. Our lawyers speak at many events to highlight ways in which the legal profession can work together to drive impactful change, for example on climate change.

Change comes from within:

• For over a decade, we have supported the Mid-Atlantic Innocence Project, which works to prevent and correct the conviction of innocent people in D.C., Maryland, and Virginia, who are disproportionately persons of color.
• We have hosted donation and employee matching programs for nonpartisan civil rights and social justice organizations including the Equal Justice Initiative, the National Urban League, and the NAACP’s Legal Defense and Education Fund.
• We are a member of the Law Firm Anti-Racism Alliance, a partnership of nearly 300 law firms working collaboratively with legal services organizations to address systemic racism in the law.
• In collaboration with the Tower Hamlets Education Business Partnership, the firm works with students of underprivileged backgrounds in London with the aim of increasing social mobility in the legal profession.
• The firm annually raises funds towards the London Legal Support Trust by completing the ‘Legal Walk’ in aid of free legal advice, raises support for Law Centres and Citizens Advice refugee specialist support services, and participates in the ‘Dragon Boat Racing,’ organized by Brick Court to raise funds for The Sutton Trust, IntoUniversity, The Access to Justice Foundation and Advocate.
• Hausfeld’s regional Community Service Working Groups regularly organize internal events throughout the year to provide financial and other assistance within underserved communities in the jurisdiction where we live and work, including raising funds in London through annual Christmas Appeals to which the firm donates collected funds to charities that address homelessness and the underprivileged, donating smart office wear in London to a charity offering those less privileged the confidence to apply and interview for jobs, collecting warm coats for elementary school students in Washington, D.C., preparing holiday meals for a Washington, D.C. non-profit committed to supporting children, families, and communities through increased access to education, health, and family resources, and preparing Thanksgiving meals for homeless Washington, D.C. residents.