Gibson Dunn is deeply committed to the advancement and promotion of women. Improving gender diversity is one of the top priorities of firm management, which works closely with the Gender Subcommittee of the Global Diversity Committee to expand opportunities for women as they advance up the ranks and into the leadership structure of the firm.
We created the “Women of Gibson Dunn” Initiative to provide women with exposure to client and leadership development opportunities; connections to women leaders both internally and externally; support while on flexible work arrangements to help our women lawyers maintain greater work-life control; and provide assistance in forging a deep connection to the larger community through our engagement with various women organizations across the globe. We also expanded our women’s efforts to include Women of Color, LGBT Women and EMEA (Europe, Middle East, and Asia) Women’s Initiatives.
Gibson Dunn works tirelessly to provide opportunities for our women to gain valuable leadership skills during internal women gatherings and events where we host external women leaders and female clients. Every year, the Firm hosts over 100 women’s events and gatherings. We have also hosted four firm-wide, large-scale inaugural women’s retreats – the All Women’s Retreat, Women’s Partner Retreat, Women’s Mid-level Retreat and a European Women’s Retreat. We believe that these gatherings and initiatives play a critical role in grooming the next generation of women leaders at the Firm. We have also created Women’s Mentoring Circles, which provide opportunities for our women partners to connect with female attorneys across class years and to further foster women’s professional development at the Firm. Through our Women of Gibson Dunn, Women of Color, LGBT Women and EMEA (Europe-Middle East and Asia) Women’s Initiatives, we work diligently to devise programming that ensures that all perspectives facing the broad diversity of our women lawyers are duly represented.
Gibson Dunn appreciates the importance of family. We have several polices to help our lawyers achieve meaningful work life control, including generous parental leaves, flex-time and reason-blind leaves of absences and a new transitional hours policy that allows returning parents to work on a 75 percent schedule for three months while receiving 100 percent pay. Many of our offerings are only available in all of our U.S. offices. In our global offices, we follow the country’s respective regulations concerning leave policies, flex-time offerings and accommodations in the workplace.
For the birth of a child, our women lawyers are entitled to up to eighteen weeks of paid maternity leave, and male lawyers are entitled to up to ten weeks of paid paternity leave. In addition, Gibson Dunn offers paid leave following an adoption and placement of a foster child. The Diversity and Professional Development departments work closely to support our attorney parents in navigating the changes in both their personal and professional lives. Our Gibson Dunn Families program offers individual coaching to all expecting and new parents to help with off-ramping, on-ramping, and adjusting to having a new baby. This program also provides an advice collection and resource library for parents on topics relevant to balancing a new child with work. Gibson Dunn offers lactation rooms for nursing mothers, in-home and/or center based back-up care when regular care is unavailable and forums for parents and expectant parents to discuss any and all issues surrounding work-life control and kids. Our attorneys also have access to frequent in-office presentations by the Human Resources and Professional Development departments detailing the Firm’s work-life policies.
Gibson Dunn’s flex-time policy allows our attorneys to design a reduced work schedule to meet the demands of child care, care for a sick or disabled family member, or other compelling circumstances. Our flex-time lawyers are supported by a dedicated affinity group and the Professional Development team conducts periodic in-depth check-ins, assigns coaches from within the flex-time attorney’s same practice group and hosts biannual group videoconferences that allow flex-time lawyers to share their experiences and to solicit advice. The Professional Development department also provides flex-time attorneys with tips and suggestions on how to manage their time, responsibilities, and relationships while on a reduced work schedule.
In addition to frequent in-office presentations by the Human Resources and Professional Development departments detailing the Firm’s work-life policies, attorneys have access to many helpful resources which include Gibson Dunn’s Parental Leave and Flex-Time FAQ Guides, “Tips for Going Out on Leave,” and “Tips for Coming Back from Leave.”
Gibson Dunn donates thousands of lawyer hours and dollars each year to several different organizations and causes that promote the interests of women and girls, including, but not limited, to the International Women’s Media Foundation, Colorado Women’s Bar Association, Mount St. Mary’s College, National Association of Women Lawyers, The Diversity & Flexibility Alliance, Catalyst, DirectWomen Board Institute, The Feminist Majority, ChIPs Women in IP Summit, Girls Who Code and various women’s U.S. and local bar associations worldwide. We are committed to contributing to the greater good, and know that the organizations we support are better for it.
Gibson Dunn women have been recognized for their leadership and talent by numerous publications and organizations over the past few years.