Parker Poe recognizes that promoting diversity is not only the right thing to do – it is essential to the success of the firm, our lawyers, staff, and clients. When people from various backgrounds feel welcome and respected, it leads to creative ideas and new perspectives, thus enriching the practice of law. To that end, Parker Poe is building on initiatives to improve the diversity and inclusion of our employees, developing a pipeline for minority students interested in the legal profession, and collaborating with clients and local organizations who share our commitment to giving everyone a voice at the table.
Commitment to Diversity & Inclusion
“Each person at Parker Poe is different, and those differences lift our entire firm. So we work to build a diverse team that feels welcome and respected, which in turn serves our fundamental goals: building community, solidifying relationships, and finding the best ways to serve our clients.”
-Tom Griffin, Managing Partner
A strong commitment to creating a diverse work environment is central to Parker Poe’s core values and strategic vision. The diverse background and experiences of Parker Poe’s attorneys and staff enhance our practice of law and our service to our clients.
Parker Poe has worked hard to bring that vision to life. The firm was one of the first in the Southeast to set up central oversight of diversity initiatives more than 15 years ago. Under the leadership of a firmwide Diversity & Inclusion Committee, we have expanded our focus and made significant progress on recruiting and retaining female, minority, LGBTQ, and other diverse attorneys.
Parker Poe also recognizes there is more work to be done in the legal industry overall and the community at large. For that reason, our external efforts are equally important, including leadership of community initiatives and partnerships with organizations and advocacy groups. We are proud to partner with the Corporate Counsel Women of Color, the Hispanic National Bar Association, Equality NC, and others who share our commitment.
The firm also participates annually in the American Bar Association’s Model Diversity Survey, which grew out of ABA Resolution 113 urging all providers of legal services to create and expand opportunities for diverse attorneys. The survey is used and supported by the chief legal officers of more than 115 companies.
Here are some of the concrete ways Parker Poe is promoting diversity within our firm and our communities in the Southeast:
Recruiting and Retention Efforts
- We fund a Parker Poe Scholars Program at Johnson C. Smith University (JCSU), a historically Black university located in Charlotte, North Carolina. Through this program, we fund a scholarship endowment that has a mentorship component for undergraduate students attending JCSU. We have granted scholarships to 15 students who aspire to become attorneys.
- Parker Poe has hosted the THRIVE program since 2007. Previously known as Life in a Law Firm, the goal of the daylong program is to educate minority law students on what happens after law school, how to make an effective transition into the practice of law, and how to thrive as they pursue the different paths a legal career may take. More than 750 students have attended since the program’s inception.
- “Today has been amazing,” said Destiney Parker, a Campbell Law School student who attended the program. “Because so many times, and I’ll just be very candid with you, you walk into a firm as prestigious as Parker Poe and you think to yourself, ‘Gosh, I hope these people can look past my skin color or that I’m a woman and truly look at my resume, my qualifications, and see me for who I am.’ And my confidence wasn’t the best in that. But being here today, Parker Poe has really re-established in me confidence in the legal field and its ability to encompass a wide range of people."
- Parker Poe actively recruits at the Southeastern Minority Job Fair (SEMJF) in Atlanta, Georgia. Through our participation in SEMJF, we have the opportunity to interview students from a pool of 50 ABA-approved law schools across the region. Approximately 900 students attend the job fair annually, and five of those students have become Parker Poe attorneys.
- The firm was an original signatory of the Mecklenburg County Bar’s “Call to Action,” formalized in 2006, to significantly increase the number of minority attorneys in Mecklenburg County. We have also been a participant and leader in the Charlotte Legal Diversity Clerkship since it began in 2006.
- Since 2010 Parker Poe has organized a panel of lawyers and staff to spend a portion of their afternoon with high school students participating in the Mecklenburg County Court Camp, which is designed for students interested in learning about the court system and the practice of law.
- “It meant a lot, especially for the fact that I’ve never been inside a law firm and didn’t know what to expect,” said Jalen Lowery, a 16-year-old who participated at Parker Poe. “It’s good to see that people who look like you can work in these fields.”
- Parker Poe organizes an annual reception for lawyers of color and firm leadership as an opportunity for continued relationship building beyond the everyday office environment.
- The firm hosts a women’s roundtable, which provides women attorneys with an opportunity to have an open dialogue with firm leadership regarding prominent issues impacting them.
- Parker Poe reinforces its commitment to diversity and inclusion through firmwide training sessions, team building, and interaction. Recent examples include a half-day training focused on unconscious bias, a lunch-and-learn on how transgender issues impact the practice of law, and organized activities outside of work to further strengthen relationships.
- The firm offers alternative work schedule options to accommodate attorneys who strive to continue working while maintaining family commitments, civic engagement, and other personal obligations.
- Parker Poe has a professional development program that provides a structured path for young attorneys to learn on the job and invest in their careers with the support of senior associates and partners. The program includes a shadowing component that pairs non-partner attorneys with more experienced attorneys, helping to build relationships and develop legal skills.