For more than 50 years, Bose McKinney & Evans LLP has been a leader in the legal profession and business community. As part of our firm’s leadership for the next 50 years and beyond, we recognize that we must reflect the diversity of the individuals and entities we serve in order to be able to provide equitable, inclusive and effective legal counsel to the global business community.
To that end, we affirm our commitment to diversity in all areas of our firm’s operations, recruiting and support programs. We believe that the success of this commitment requires the involvement of all partners, associates, administrators and staff members. Our intent is to reach beyond our firm and genuinely impact the legal profession, our clients and our community through leadership by example.
We intend to encourage and promote the treatment of each person with dignity and respect, and to value the perspectives and experiences which a diverse workplace can contribute to the firm, its clients and the communities which it serves. Diversity is an inclusive and equitable concept, and it encompasses differences in race, age, religion, sex, disability, national origin, sexual orientation and in any other personal characteristics protected by law.
Midsize Mansfield Rule
We have joined the 2022-2023 Midsize Mansfield Rule cohort to expand our commitment to equity and inclusion. The Mansfield Rule, an 18-month certification process administered by Diversity Lab, addresses the dearth of female and diverse attorneys in positions of law firm leadership by setting benchmarks to measure whether firms have affirmatively considered at least 30 percent female lawyers, lawyers of color, LGBTQ+ lawyers, and lawyers with disabilities for leadership and governance roles, equity partner promotions, formal client pitch opportunities, and senior lateral positions.
Diversity Lab works with participating firms to measure their outcomes annually and, based on those outcomes, redefines the Mansfield Rule program to ensure that the goal of diversifying firm leadership progresses as inclusively and impactfully as possible.
Diversity, Equity and Inclusion Committee Members
Our Diversity, Equity and Inclusion Committee is made up of professionals responsible for helping bring about cultural and practical growth necessary for a diverse, equitable and inclusive environment. Committee members are selected so that diverse viewpoints and opinions are represented and heard. The committee publishes an internal newsletter featuring stories celebrating underrepresented and historically marginalized groups, as well as opportunities for diversity, equity and inclusion training.
Bose McKinney & Evans Roadmap to Diversity, Equity and Inclusion
We commit to a diverse workplace by implementing the following Roadmap to Diversity, Equity and Inclusion:
- Training and education about unconscious bias and how to recognized and address it;
- Raising awareness and education about historically underrepresented and marginalized people;
- Raising awareness of our diversity policy;
- Emphasizing each individual’s personal responsibility regarding our diversity policy;
- Continuing to enforce employment policies which have an impact on diversity, including anti-discrimination and anti-harassment policies, fairly and consistently;
- Establishing and maintaining recruiting policies that ensure that we are attracting the widest possible pool of high quality individuals with diverse backgrounds;
- Participating in and supporting activities and organizations, both within and outside the firm, that demonstrate our commitment to diversity; and
- Seeking guidance and input from underrepresented population business groups on ways we can better serve the needs of their respective constituencies and business communities.
We seek to implement the Roadmap to Diversity, Equity and Inclusion by taking the following actions in our operations:
- Creating and maintaining a standing Diversity, Equity and Inclusion Committee that will chart our progress toward implementing the Roadmap to Diversity, Equity and Inclusion, evaluate our goals in the area of diversity, and periodically suggest updates to our diversity policy. The committee will be chaired by a partner whose background provides the necessary perspective to enable us to maintain a successful and meaningful diversity policy. Because the diversity policy represents a significant leadership commitment, the managing partner will have a standing seat on the committee. Because the attraction and retention of lawyers with diverse backgrounds is a critical component of our diversity policy, the chairs of the Recruiting and Associates Committees will also be members.
- Ensuring that we are equipped to handle issues related to a diverse workplace.
- Committing to being a leader in community activities that reflect our commitment to diversity with a particular emphasis on those activities that enhance the business environment of the City of Indianapolis and the State of Indiana
- Demonstrating a “top down” commitment to our diversity policy
- Conducting reviews of the work of the Diversity, Equity and Inclusion Committee by the Executive Committee, and reporting to the partners on a regular basis
We seek to attract and retain top talent by recruiting from the broadest possible pool of high quality individuals, while maintaining our character and positive work environment. We will achieve these goals through the following efforts:
- Supporting the activities of organizations of law students in underrepresented populations, such as women’s legal forums, and Hispanic, Black, Asian, and Native American law student associations at law schools located within Indiana
- Supporting the Indiana Conference for Legal Education Opportunity (ICLEO)
- Participating in regional job fairs of underrepresented populations, such as the Cook County Bar Association Minority Law Student Job Fair and NBLSA Midwest Minority Job Fair
- Increasing awareness of employment opportunities at law schools with traditionally large underrepresented populations
- Listing staff openings in publications that are likely to attract diverse applicants
We recognize that a meaningful network of support is essential to retaining top talent regardless of background. In addition to the current programs of membership and professional development, the Diversity, Equity and Inclusion Committee and our firm will focus on the following strategies:
- Ensuring that responsible partners and mentors work effectively with newer lawyers to train them to be excellent lawyers and to integrate them into the firm
- Encouraging informal support systems for new lawyers within the firm, including effective mentoring of associates with diverse backgrounds
- Ensuring that we addresses head on issues that may negatively affect our goal of retaining top talent
Martin Luther King Jr. Day
Martin Luther King Jr. Day is an opportunity honor Dr. Martin Luther King Jr. and to reflect on civil rights in our country and consider how far we have yet to go. Martin Luther King Jr. Day is a national holiday as well as a national day of service. Thus, its motto is often heard as “A day on, not a day off.” In the spirit of this sentiment, we encourage employees to use the firm holiday provided to engage in an act of service or education about civil rights and/or racial injustice in our country and communities. In doing so, we continue the legacy of Dr. King, who spent his life working to better the lives of others.
Our internship program is focused on a diversity fellowship to 1L students from historically underrepresented backgrounds. Find out more information.