embracing the benefits of many perspectives.

At Taft, we have adopted and implemented a “Play to win” mindset and strategy. Playing to win doesn’t simply mean delivering winning and effective results for our many clients.  It also means being a truly “winning” organization in all aspects of what we do.

It is a strategy of constantly raising the bar and measuring Taft against a hypothetically impossible standard to achieve – that of being the best we can possibly be in all that we do.  To do that, we need to embrace, dedicate ourselves to, and treat with great respect all of our personnel, clients, communities and other important relationships. 

It means “giving back” and leveling the playing field for those less fortunate than us.  And it means teamwork, comprehensive inclusion, and embracing diverse perspectives, cultures and life experiences.  When Taft sets the bar impossibly high and then delivers on its goals, every one of our constituencies benefits.

Taft’s five core values include integrity; quality of work; diversity and inclusiveness; having a respectful, professional, caring workplace culture; and teamwork. These core values are perhaps best exemplified in the firm’s significant commitment to diversity and inclusion. Diversity and inclusion are not just words to us – in many ways, they are the intangible hallmark and fabric of who we are as an organization.

Every day in all that we do, we attempt to create a comprehensive “mindset of inclusiveness," which means that we strive to be an organization that is so inclusive in its thinking that we no longer need to talk about it.  On a pervasive, firm-wide basis,  we believe that a diverse culture benefits Taft professionals, its clients and its other constituencies by fostering greater teamwork, creative and diverse perspectives, and opportunities for professional growth, personal satisfaction and meaningful community involvement.

Our primary mission remains unchanged — to serve our clients at the highest standard of professional excellence by developing innovative, value-creating solutions that help them reach their goals. We simply cannot achieve our mission without our comprehensive approach to inclusiveness and all of the tremendous benefits that brings.

Taft knows that people with diverse experiences bring creative thinking, multiple perspectives and innovative problem-solving techniques to issues in the practice of law. We are committed to fostering a culture among our attorneys and professional support staff that values differences, such as race, gender, ethnicity, sexual orientation, sexual identity, religion, age, physical ability and socioeconomic background.

The following examples highlight Taft’s efforts to foster diversity and inclusion in the firm:

  • Recruitment. Taft offers a diversity and inclusion fellowship program for qualifying 1L law students. Up to six fellowships are awarded each year. Taft actively recruits individuals from diverse backgrounds by working with student organizations and attending job fairs, conferences and workshops.
  • Mentoring. Successful mentoring requires commitment and trust by both the mentee and the mentor. Taft has developed a diversity and inclusion mentoring program career development tool, where an identified group of diverse associates are matched with a partner “champion” mentor. They work together to develop each mentee’s roadmap for long-term success with the firm.
  • Retention. Taft’s long-term success relies on retaining attorneys and staff members. We nurture well-rounded professionals from a variety of backgrounds through mentoring, training and professional development programs. Beyond retention, we provide attorneys and staff members with opportunities to enhance skill sets and grow as professionals.
  • Work-life balance. Taft recognizes that a healthy balance between work life and private life is essential to lasting success, for both the individual and the firm. Taft offers alternative work-scheduling programs, remote access, flexible hours and countless opportunities for meaningful community involvement both within and outside of Taft.
  • Promotion and leadership. Diverse professionals are involved in many aspects of firm leadership as practice group chairs, committee participants and senior management team members. They actively participate in recruiting and mentoring efforts across the firm.

These examples merely provide a snapshot of our commitment to diversity and inclusion. We constantly strive to find new and better ways to incorporate diversity and inclusion as a meaningful part of who we are as an organization and how we do business.

Robert Hicks
Taft Chairman and Managing Partner

Adrian Thompson
Chief Diversity Officer, Partner, and Member of Executive Committee