Diversity CommitmentDiverse History
Even in those early years of the 1940s, Frank’s partner was Mildred McClelland, one of a very few female attorneys practicing in Atlanta. Today, Constangy, Brooks & Smith has more than 150 attorneys in fourteen states, more than half of our associates are female, and women are leaders at the highest level of our firm through representation on the Executive Committee.
Constangy, Brooks & Smith has also been recognized for its efforts to foster a diverse legal workplace.
- The firm received the Exceptional Service Award presented by the Georgia Diversity Program of the State Bar of Georgia.
- Constangy, Brooks & Smith maintains a Diversity Council comprised of attorneys from across its offices to address issues and promote diversity within the firm.
The firm prides itself in its inclusive environment that values and utilizes the contributions of people with different backgrounds, experiences and perspectives. The diversity of those who work for Constangy is one of its greatest strengths. Attorneys bring a variety of backgrounds to better serve a range of clients, which includes differences in geographical background, law schools, and career experience prior to practicing law, as well as religious affiliations and gender and ethnic backgrounds.
Commitment to Diversity
Constangy, Brooks & Smith recognizes that our clients and their employees, customers, and suppliers represent an ever-increasing multicultural and diverse society. Therefore, we believe that the recruitment, hiring, and retention of individuals with diverse backgrounds is integral to our providing the highest quality of legal services possible. Our commitment to diversity encompasses a broad spectrum of individual characteristics and experiences, including but not limited to race, gender, national origin, age, religion, sexual orientation, and disability. We recognize the benefits of a diverse work environment on firm morale, productivity, and success and believe that such diversity attracts the talented and well-rounded types of people that make our firm thrive.
All of Constangy’s policies, practices and processes benefit from having access to a range of different perspectives. Constangy takes into account these differences in its organizational structure, performance appraisal methods, recruitment and selection, and career development opportunities. Our firm recognizes that diversity makes a broader, richer environment that produces more creative thinking and solutions.
Constangy, Brooks & Smith is an equal opportunity employer. It is the policy of the firm, from recruitment through employment and promotion, including training and work assignments, to provide equal opportunity at all times without regard to race, color, religion, sex, sexual orientation, national origin, age or disability, or other status protected by federal or applicable state law. The firm provides an environment where all members, associates, administrators, managers and staff employees abide by the requirements of this policy so that no one associated with Constangy, Brooks & Smith is discriminated against.
Constangy’s Diversity Council is comprised of a cross-section of members and associates from a variety of the firm’s offices. The Council exists to address issues of diversity within the firm, as well as within the communities where our attorneys live and work. The Diversity Council drafts and proposes programming and policy that create supportive and productive environments for diverse attorneys within our ranks, provide outreach to law schools, community and professional organizations, and encourage a culture in which differing points of view will be sought, and diversity valued.
Networking groups provide an opportunity for individuals with similar interests to come together and discuss issues and concerns relevant to members of these groups. Constangy recognizes that unique issues sometimes affect attorneys who are women or individuals of color. To that end, Constangy actively supports networking groups for women and attorneys of color within the firm. Each networking group has an “Executive Committee Liason,” who serves as the group’s advocate before the firm’s Executive Committee, ensuring that the issues and concerns of the group are brought to the attention of the Executive Committee, and subsequently addressed by the firm.