Diversity, Equity, Inclusion, and Access (DEIA) Efforts at Nixon Gwilt Law
As a woman-founded and woman-led firm with a commitment to social justice and diversity, equity, inclusion, and access (DEIA), NGL plans to leave the world a better place.
However, we understand that words and intentions are meaningless without action and accountability.
This page documents our ongoing steps to create a more diverse, equitable, and inclusive space for our employees, clients, vendors, and colleagues in the industry.
Last updated: May 11, 2023
DEI Mission Statement
At NGL, we understand the tremendous value an organization can unlock by creating space for diversity of thought, perspective, background, and lived experience. We are committed to building and cultivating a diverse and inclusive team, culture, and workplace that inspires mutual respect, increases personal and professional fulfillment, and sparks creative solutions for our firm, our clients, and the healthcare industry.
NGL recognizes that racism, sexism, ableism, homophobia and transphobia, and other forms of systemic bigotry and prejudice are deeply embedded in the fabric of American society, and we have a responsibility to our team and our communities to be a force for change–to leave the world better than we found it.
We celebrate the impact diversity, equity, inclusion, and access has on innovation, and our attention to DEIA makes us bolder and more trustworthy partners for the world-changing clients we serve.
Recruitment
We recruit with diversity in mind. From diversity statements on our job postings, to actively recruiting on sites for underrepresented law students and attorneys, we seek the strength which comes from a diverse team.
Our paid Summer Associate Program or student externship (for credit or pay, student’s choice) actively recruits law students from diverse backgrounds for crucial work experience and connections before entering the job market.
Because we are a distributed workforce, our employees don’t have to live near a big city to find challenging and fulfilling opportunities for career success. We offer a monthly office supplies stipend or an allowance for a coworking space so our employees can work in a way which suits them best.
Our onboarding process is designed to nurture new employees and give them a voice and space on the team right away. They do not need seniority to make an impact at the Firm.
Our fee arrangements focus on outcomes instead of tracking hours. This means our attorneys have more freedom to collaborate and support each other, learning and growing together. This gives less-seasoned members of our team valuable experience, support, and exposure they wouldn’t have in a more traditional setting.
So often the “E” in DEI gets bypassed, but we know Equity is a key piece of equality. That’s why we offer origination credit for all our attorneys and a documented path to partnership.
We offer each attorney 1:1 access to our Communications Director to focus on their personal branding and business development so they can earn more of these origination credits, and advance their path to leadership.
We support individual development by investing in executive coaching, conferences, and professional certifications—both financially and in making sure employees have the time and space to pursue these opportunities.
Advancement
Mentorship
Each incoming attorney is matched with a current NGL attorney who actively provides mentorship and support.
We provide each attorney, regardless of seniority, regular access to partners to discuss career advancement and skill building.
Through regular in-house trainings and direct availability of the team to virtual work chats, our attorneys have access to the collective knowledge of the entire firm to help them find answers, see real-time lessons learned, and build knowledge.
Additional Resources and Feedback Opportunities
Diversity, Equity, Inclusion and Access is a process, and we seek to continue learning and growing so we can better support our employees, clients, and industry. View more NGL resources on how we work to promote DEIA in our workplace and in the world:
Decoding Healthcare Innovation Podcast Episode 18: Embedding Diversity and Inclusion into Both Product and Culture in the Digital Health Space with the Cofounders of The Darkest Horse
Thank you for your interest in the DEI efforts at Nixon Gwilt Law. If you have any questions about these actions or want to make a suggestion or comment, please email us. We look forward to sharing more updates with you on this page twice yearly, though you can also track our actions and advocacy on social media, the blog, and our podcast.