To see our NALP Directory profile, including statistics on diversity and information about professional development, click here.
Read Chief Diversity Officer Chris Pickett's article "The Power of Accountability to Achieve Diversity and Inclusion."
Our recruiting policies are intended to ensure women and minority lateral attorney candidates are properly considered for all Greensfelder career opportunities. Two key policies were adopted in recent years to boost those efforts:
- All open positions must be posted on the firm's website and communicated through outlets that target minority and women professionals. The first year this policy was adopted, 50 percent of lateral hires were minority attorneys and 60 percent were women attorneys.
- The firm takes into account whether a candidate's race, sexual orientation, limited physical abilities, gender or other characteristics would add diversity to the legal department or the firm.
Along with these efforts, the firm has made minority officer recruiting a priority. In recent years, the firm elected its first African-American and Hispanic shareholders. The recruiting policies also have helped increase the ranks of women: One in every four officers and 70 percent of associates are women.
Outside the firm, Greensfelder played an instrumental role in launching the first citywide St. Louis Diversity Job Fair, an event it has continued to help coordinate and sponsor since its 2008 inception. The firm also participates in the Diversity Clerkship Program, established to help first-year law students from groups traditionally underrepresented in the St. Louis legal community obtain employment. Greensfelder regularly hires a diverse group of law students through the job fair and DCP programs for its summer associate program, frequently extending offers of permanent employment to the participants.
For more on hiring at Greensfelder, click here.