CULTURE AND BELONGING

At Mitchell Williams, we believe in the power of experience – all experiences. Since our founding in 1954, our firm has stood against discrimination based on religion, and our partners actively joined the public protest in September 1958 against closing the schools during the Central High Crisis. Belonging has always aligned with our core values and become the fabric of our firm’s culture.

Today, we’ve built a firm where talent, dedication, people from different cultures and backgrounds, and innovative thinking define the way we serve our clients. We are actively involved in using our talents, resources and position to make a difference. Here is how we are doing that in our firm:

• Created the Culture and Belonging Committee Chair position, a firm partner who reports directly to the Managing Partner and Board of Directors and spends a dedicated amount of time to CBC responsibilities.
• Developed a three-year action plan that identifies timelines, metrics and measures of success as well as making recommendations for infrastructure and practices that advance belonging within the firm. 
• Expanded our Culture and Belonging Committee to include Mitchell Williams attorneys, professional staff and representatives from all firm committees with the goal of adding insights, backgrounds and experiences from all levels of the firm.
• Created a firm-wide survey to complete annually to measure internal change and provide an outlet for confidential feedback.
• Redesigned our law clerk interview and evaluation processes to control implicit bias in the hiring process.
• Implemented mandatory implicit bias training firm-wide and inclusive leadership training for people managers.

Culture and Belonging Committee

Internal change is not enough. While we absolutely believe that innovation, belonging and collaboration should be foundational within our firm, we cannot be satisfied with in-house-only ideals. Mitchell Williams is engaged beyond our walls in dialogue, initiatives, recruiting, pro bono work, community projects and more to advance larger goals. Here’s how we strive to build a culture of opportunity within the legal profession and in our larger communities:

• Participation in the Southeastern Minority Job Fair (SEMJF).
• Pledging a multi-year financial commitment to create the Mitchell Williams Excellence Initiative at the University of Arkansas School of Law to support the Delta Initiative, the Legal Opportunity Fellow and the Travel Team.
• Supporting the Legal Education Advancement Project (LEAP) program, as well as related programs, at the University of Arkansas Little Rock William H. Bowen School of Law.
• Establishing two summer intern positions specifically for Arkansas Commitment student scholars.
• Providing monetary and volunteer support through our Take Time to Give charitable giving program for nonprofit organizations in our communities, many of which promote community engagement and belonging as part of their core values.

Memberships

• Minority Corporate Counsel Association
• National Bar Association
• Association of Law Firm Diversity Professionals
• Law Firm Alliance Diversity Council

We are a work in progress. We are committed to fostering an inclusive culture and creating a sense of belonging and empowerment where our colleagues can have a thriving and fulfilling career, while also presenting growth opportunities so they can do their best work.