Mansfield Rule: Legal Department Edition 3.0
45+ Legal Departments Join Mansfield Rule: Legal Department Edition 3.0 to Continue Boosting Diversity in Leadership & Outside Counsel
This newest version of Mansfield, which initially launched in 2017 for law firms, measures whether legal departments have affirmatively considered historically underrepresented lawyers — women lawyers, LGBTQ+ lawyers, lawyers with disabilities, and underrepresented racial and ethnic lawyers — for the legal department’s top roles and outside counsel leadership. The Mansfield Rule: Legal Department Edition (MRLD) launched in 2019.
Recently certified MRLD 2.0 participants have joined the MRLD 3.0 cohort.
If your legal department is interested in joining future cohorts, please contact Sajani Granquist (sajani@diversitylab.com).
How It Works
To achieve certification, legal departments must have candidate pools that are at least 50% historically underrepresented for the following activities:
- Hiring for top legal role(s)
- Hiring and/or internal transitions of lawyers to senior-tier management positions
- Hiring and/or internal transitions of lawyers to mid-tier management positions
- Hiring and/or internal transitions of lawyers to other positions
- Hiring for interns and secondees
- Hiring and/or internal transitions of individuals for high-level professional positions that do not require a J.D. and report to the CLO, GC, or other top legal role(s)
- Allocation of discretionary high-visibility opportunities and/or assignments
- Awarding in-line promotions
- Engaging outside counsel with a focus on team leads
Legal departments also must ensure these documents are written, transparent, and accessible within the legal department:
- Job responsibilities for all senior roles
- All processes and criteria for advancement and promotions
The Goal
The overall goal of the Mansfield Rule: Legal Department Edition is to increase the representation of diverse lawyers in leadership by broadening the pool of women, LGBTQ+ lawyers, lawyers with disabilities, and/or underrepresented racial and ethnic lawyers who are considered for leadership and advancement within the legal department and for outside counsel leadership.
MRLD 3.0 Cohort Legal Departments:
3M | Corning Incorporated | NOKIA |
AbbVie | Cruise LLC | Otsuka America Pharmaceutical, Inc. |
Accenture | DaVita Inc. | Owens Corning |
ADP, Inc. | Deckers Brands | Paramount Global |
Amtrak | Delta Dental of California | PNC Bank, N.A. |
Arconic Corporation | Discover Financial Services | Regions Bank |
Arizona Diamondbacks | Eaton | RELX |
Atrium Health | Ethos Technologies Inc. | Rice University |
Axiom Global Inc. | Fivetran | Scoular |
Blend | F.N.B. Corporation | SCIEX |
BNP Paribas | Freeport-McMoRan Inc. | Sunrun Inc. |
Boston Medical Center Health System | Fresenius Medical Care North America | Teva |
Bridgestone Americas | Gap Inc. | The Goodyear Tire & Rubber Company |
Bucks County Law Department | Gilead Sciences, Inc. | The Hartford |
CareVet | Ginkgo Bioworks | TriNet |
CDW | Good Food Holdings, LLC | United Airlines |
CEVA Logistics | Grove Collaborative | United States Steel Corporation |
Children’s Hospital of Philadelphia | Illinois Tool Works Inc. | US Foods |
Chime | M.A. Mortenson Company | U.S. Bank National Association |
CHRISTUS Health | Memorial Sloan Kettering Cancer Center | Vertex Pharmaceuticals Incorporated |
Citrix Systems, Inc. | MetLife | VF Corporation |
City of Austin Law Department | Moffitt Cancer Center | Walgreen Co. |
CN | Momentive Inc. | Zendesk |
Conagra Brands, Inc. | MSA Safety |
If your legal department is interested in joining future cohorts, please contact Sajani Granquist (sajani@diversitylab.com).