For the fifth consecutive year, Womble Bond Dickinson (US) LLP will take part in the Mansfield Rule 6.0 certification process—a legal industry initiative to promote greater law firm diversity by using objective hiring and promotions metrics.

The goal of the program is to ensure that at least 30 percent of the candidate pool for leadership and governance roles, equity partner promotions, formal client pitch opportunities, and senior lateral positions consists of women, lawyers of color, LGBTQIA+ lawyers, and lawyers with disabilities. The 6.0 version now requires law firms to consider at least 30 percent historically underrepresented lawyers from all four groups when appointing to leadership roles and promoting into the equity partnership. Firms also must consider 30 percent underrepresented talent for C-suite roles.

Participating firms collect and report this data to the Diversity Lab, which administers the Mansfield Rule. The project also provides opportunities for firms to learn collaboratively and share best practices related to promoting diversity and inclusion.

“It often is said in business that what gets measured is what gets done. By putting objective metrics behind diversity, equity and inclusion goals, the Mansfield Rule allows us to track our progress—and holds us accountable for meeting those targets,” said WBD U.S. Chair/CEO Betty Temple. “While we have more work to do, we can take pride in the progress we have made.”

Last year, Womble Bond Dickinson earned Mansfield Rule 4.0 Certification. Mansfield Certified firms are those that met or exceeded the 30 percent underrepresented lawyer goal for candidates considered for the aforementioned positions Mansfield Rule 5.0 results are expected to be announced this fall.