At Burke, Warren we believe that diversity in the workplace allows us to be stronger advocates for our clients and enhances the quality of the legal services we provide. A diverse team of attorneys and support staff enables us to bring a broader, more dynamic perspective to the problems our clients face. Diversity also enriches the work atmosphere itself. We are committed both to recruiting and to fostering an environment in our workplace that is inclusive of all employees, regardless of gender, race, age, religion, ethnicity, or sexual orientation.
We have demonstrated success with including and promoting women at the firm. Women are encouraged to assume leadership positions in the firm and currently serve as practice group leaders and firm committee chairs.
- Women comprise more than 30% of Burke, Warren's partners. Since 1992, Karen MacKay has been one of the only female name partners among large and mid-sized law firms in Chicago.
- Burke, Warren’s Women’s Forum is actively engaged in promoting and celebrating the success of our professional women through networking, marketing opportunities, and educational events.
Diversity, Equity and Inclusion Committee
John P. Stephens, Stephen H. Pugh, Susan Miller Overbey, Danielle J. Gould and Nicholas A. Gowen were appointed by Burke, Warren, MacKay & Serritella’s Management Committee to recommend implementation of Burke, Warren’s commitment to the American Bar Association’s Resolution 113 urging legal service providers to expand and create opportunities for diverse attorneys and staff. The Diversity, Equity and Inclusion Committee is eliciting and evaluating ideas from inside and outside the firm to recommend ways in which the firm can continue to increase diversity, equity and inclusion at all levels, with the specific purpose of increasing the number of diverse attorneys and providing them with opportunities to grow with the firm. The Committee also seeks to recognize and address issues of implicit bias that impact attorneys and staff in order to continue efforts to build a supportive and transparent environment. In accordance with ABA Resolution 113, the Committee should also recommend ways in which the firm may encourage corporate clients to direct a greater percentage of their legal spend towards diverse attorneys.