Burr & Forman LLP is committed to recruiting, hiring, developing, and promoting lawyers and staff without regard to age, race, color, religion, sex, national origin, military and protected veteran status, sexual orientation, gender identity or expression, transgender status, sex stereotyping, or disability.
At Burr & Forman, diversity is an important issue for one simple reason: a variety of opinions make our firm better; it helps us serve our clients more effectively. If our opinions are formed by our experiences, then we logically get a broader perspective, and a greater range of views when we add people from differing backgrounds.
We recognize that our ability to serve our clients is strengthened by establishing a diverse workforce in which differences are accepted and valued on an inclusive basis.
Burr & Forman LLP desires to foster a multi-cultured atmosphere that provides a cooperative work environment where everyone is treated with mutual respect, trust and understanding, and where everyone can reach their full potential. The firm values the knowledge and talents of a multicultural team in order to meet and exceed individual and business goals, and client expectations.
Involvement in Diversity Organizations
Our dedication to diversity is demonstrated by our firm’s actions and the leadership roles our attorneys and other professionals undertake to promote diversity in the legal profession. Firm professionals have participated and/or served in leadership positions that include:
- 100 Black Men of Greater Mobile
- Alabama State Bar, Young Lawyers Section Minority Pre-Law Conference
- American Bar Association Forum on the Construction Industry Sub-Committee on Diversity
- Atlanta Women’s Network
- Black Law Student Association of University of Alabama
- Business Law Section of the Florida Bar Membership and Diversity Committee
- Central Florida Association for Women Lawyers (CFAWL)
- Diversity Law Institute
- DRI Diversity for Success Seminar Steering Committee
- First Female Chief Diversity Officer of Tort Trial & Insurance Practice Section (TIPS)
- First Female President of American College of Mortgage Attorneys (ACMA)
- Georgia Asia Pacific American Bar Association (GAPABA)
- Georgia Association of Women Lawyers
- International Women’s Insolvency and Restructuring Confederation
- Large Law Firm Liaison for the DRI Diversity Committee
- Lawyers Association for Women (L.A.W.) in Nashville, Tennessee
- Magic City Bar Association
- Mobile Bar Diversity Task Force
- National Association of Professional Women
- National Bar Association
- National LGBT Bar Association
- National Association of Women in Construction (NAWIC)
- The South Regions Minority Supplier Development Council
- The Women’s Network
- University of Alabama Birmingham Minority Health Research Center
- Women Lawyers Section of the Birmingham Bar Association
Commitment to Recruiting Diverse Individuals
Burr & Forman continues its diversity commitment through scholarships, sponsorships and participation in job fairs and clerkship programs for diverse law students. Our goal is to recruit individuals with unique backgrounds and ideas.
Examples of our efforts are listed below:
- Atlanta Bar Association Minority Clerkship Program
- Burr & Forman LLP Endowed Scholarship, University of Alabama School of Law
- Pre-Law Program focused on recruiting diverse candidates
Diverse Firm Leadership & Diversity Initiatives
In addition to our community involvement and efforts to recruit and hire diverse individuals, we have implemented initiatives with the goal to promote diverse leadership within our organization.
- To recruit and hire lawyers that are diverse in gender, race, disabilities, age, religion, national origin, sexual orientation or veteran status.
- To promote qualified lawyers to equity partner status in keeping with the firm’s desire to have a diverse partnership.
- To encourage and support minority and women’s organizations and efforts related to the practice of law.
- Expand efforts to recruit diverse students in law schools with larger minority populations.
- Assign recruiting committee members and/or mentors to assist recruits and to encourage their acceptance of summer clerkships and associate positions in the Firm.
- Provide an assigned mentor for associates during their first two years of employment with the Firm and thereafter as needed.
- Include diverse attorneys in mentoring less experienced attorneys and students.
- Monitor allocation of work assignments and billable hours to encourage minorities, females and other diverse lawyers to be productive and to have equal access to top client matters.
Support and Empower Women
Burr & Forman’s women’s initiative program “Burr Women in Business” focuses on supporting female attorneys in the firm by creating resources and tools for business development and career advancement.
With monthly firm-wide programming, female attorneys across all offices are able to come together to form an internal network. In addition, the program consists of social events in each office where our attorneys can invite female clients in their communities for networking opportunities.
The firm also sponsors and hosts a number of events aimed at supporting women including:
- American Bar Association’s “Achieving Long-Term Careers for Women in Law” Initiative .
- Habitat for Humanity’s “Couture Construction” event benefitting Women Build in Nashville.
- JP Morgan Chase’s “Women’s Interactive Network” events in Atlanta, Orlando and Nashville.
- “Bizwomen” Mentor Program, Orlando Business Journal.
Equal Employment Opportunity Policy
Burr & Forman LLP is an Equal Employment Opportunity Employer. It is the policy of Burr & Forman LLP to provide equal employment opportunities to qualified applicants and/or employees without regard to age, race, color, religion, sex, national origin, military and protected veteran status, sexual orientation, gender identity or expression, transgender status, sex stereotyping, or disability.
It is the policy of Burr & Forman LLP to seek, employ, and advance in employment the best qualified persons, and to administer these activities in a manner that will not discriminate against an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of a position desired or held; or against an individual on the basis of a known disability of an individual with whom the qualified individual has a known relationship.