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).

Diversity Lab is the owner of the service mark rights for MANSFIELD RULE and MANSFIELD RULE CERTIFIED, and Diversity Lab is the sole entity that can use and authorize other parties to use these service marks in connection with diversity programs. These terms should not be used unless a law firm or other entity is registered and participating in the Mansfield Rule certification process administered by Diversity Lab.

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