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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.

Following on our success with gender diversity, we are looking to address racial inequity in our legal community by increasing the number of racially diverse attorneys at the firm, creating equity and inclusiveness in the process. To that end, the Diversity, Equity and Inclusion Committee is hosting a 3L Minority Internship Program commencing in the Fall of 2021. The Program is designed to enhance the legal careers of racially diverse third-year law students by providing a practical law firm experience and the opportunity to establish meaningful contacts as they begin a rewarding career in the law. For more information on the Program, please direct your inquiries to Cristalena Smith at

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.

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