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Sedgwick's 2011 Annual Diversity Report



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Sedgwick’s commitment to diversity comes from a belief that attorneys and staff from diverse backgrounds and experiences, working toward a common goal, offer the best opportunity to deliver the superior legal services that our clients expect.  We understand that in the diverse and interconnected world in which we live and work it is essential that we engage people from different racial, ethnic and cultural backgrounds in our work.



A work environment that values the contributions of all, regardless of race, gender, ethnicity, sexual orientation or disability is vital to our mission to serve our clients and communities with the exceptionally talented lawyers they demand.  As of January 2010, nearly 10 percent of Sedgwick’s partnership and 20 percent of the firm’s associates and special counsel are comprised of minority attorneys.  22 percent of the firm’s partnership and 44 percent of the firm’s associates and special counsel are comprised of women attorneys.  Of the four attorneys in our 2010 partnership class, two are women, one is of Puerto Rican descent and another is Jamaican American.

To ensure that we continue to have a diverse environment, we have dedicated the firm’s resources and talent toward the recruitment, retention and advancement of highly skilled attorneys and staff from diverse backgrounds and experiences.  Sedgwick’s Diversity Committee is comprised of partners and special counsel from each of our offices, including members of the firm’s Management Committee and the Chair of the Firm.  Working with a dedicated budget to support the firm’s diversity programs and events, the committee meets monthly to monitor the progress of the firm’s diversity efforts.  It also works closely with the practice group leaders of the firm to ensure that diversity takes hold throughout the firm.  The efforts we have undertaken include the formation of affinity groups, the expansion of our mentorship program and the forging of a closer alliance with the various national, regional and local diversity organizations.

Sedgwick created five affinity groups to aid in the firm’s diversity efforts:  the African American Lawyers Forum, Asian Pacific Islander Forum, Hispanic Lawyers Forum, LGBT Action Committee, and Women’s Forum.  With the firm’s support, members of these affinity groups are active in various minority bar organizations, law student and alumni groups, and charitable and professional associations.

Our affinity groups have also assisted the firm in reaching out to potential lateral attorney candidates, mentoring current Sedgwick lawyers and offering recommendations on ways to improve the firm’s diversity efforts.  Perhaps the greatest benefit from the firm’s affinity groups is that they have enhanced communication within the firm and improved the firm’s ability to learn from the unique experiences of our diverse lawyers.

Sedgwick teams with minority student law organizations to participate in on-campus recruiting events and sponsors and attends recruiting events presented by the various minority bar associations.  For example, Sedgwick sponsors events and initiatives of Catalyst, an organization that promotes the recruitment and advancement of women in management; Lavender Law, the career fair and conference of the National LGBT Bar Association; the Chicago and Northeast regional chapters of the MCCA; and the Puerto Rican Legal Defense and Education Fund.

In 2009 Sedgwick had the second highest increase in the American Lawyer’s annual Diversity Scorecard, moving from 85 up to 44, and our diversity efforts have been recognized by Multicultural Law magazine. Additionally, the Human Rights Campaign Foundation recently recognized Sedgwick with a 100 percent rating and listed our firm as one of the best places to work for lesbian, gay and transgender employees.

Sedgwick’s commitment to diversity comes from a belief that attorneys and staff from diverse backgrounds and experiences, working toward a common goal, offer the best opportunity to deliver the superior legal services that our clients expect.  We understand that in the diverse and interconnected world in which we live and work it is essential that we engage people from different racial, ethnic and cultural backgrounds in our work.



A work environment that values the contributions of all, regardless of race, gender, ethnicity, sexual orientation or disability is vital to our mission to serve our clients and communities with the exceptionally talented lawyers they demand.  As of January 2010, nearly 10 percent of Sedgwick’s partnership and 20 percent of the firm’s associates and special counsel are comprised of minority attorneys.  22 percent of the firm’s partnership and 44 percent of the firm’s associates and special counsel are comprised of women attorneys.  Of the four attorneys in our 2010 partnership class, two are women, one is of Puerto Rican descent and another is Jamaican American.

To ensure that we continue to have a diverse environment, we have dedicated the firm’s resources and talent toward the recruitment, retention and advancement of highly skilled attorneys and staff from diverse backgrounds and experiences.  Sedgwick’s Diversity Committee is comprised of partners and special counsel from each of our offices, including members of the firm’s Management Committee and the Chair of the Firm.  Working with a dedicated budget to support the firm’s diversity programs and events, the committee meets monthly to monitor the progress of the firm’s diversity efforts.  It also works closely with the practice group leaders of the firm to ensure that diversity takes hold throughout the firm.  The efforts we have undertaken include the formation of affinity groups, the expansion of our mentorship program and the forging of a closer alliance with the various national, regional and local diversity organizations.

Sedgwick created five affinity groups to aid in the firm’s diversity efforts:  the African American Lawyers Forum, Asian Pacific Islander Forum, Hispanic Lawyers Forum, LGBT Action Committee, and Women’s Forum.  With the firm’s support, members of these affinity groups are active in various minority bar organizations, law student and alumni groups, and charitable and professional associations.

Our affinity groups have also assisted the firm in reaching out to potential lateral attorney candidates, mentoring current Sedgwick lawyers and offering recommendations on ways to improve the firm’s diversity efforts.  Perhaps the greatest benefit from the firm’s affinity groups is that they have enhanced communication within the firm and improved the firm’s ability to learn from the unique experiences of our diverse lawyers.

Sedgwick teams with minority student law organizations to participate in on-campus recruiting events and sponsors and attends recruiting events presented by the various minority bar associations.  For example, Sedgwick sponsors events and initiatives of Catalyst, an organization that promotes the recruitment and advancement of women in management; Lavender Law, the career fair and conference of the National LGBT Bar Association; the Chicago and Northeast regional chapters of the MCCA; and the Puerto Rican Legal Defense and Education Fund.

In 2009 Sedgwick had the second highest increase in the American Lawyer’s annual Diversity Scorecard, moving from 85 up to 44, and our diversity efforts have been recognized by Multicultural Law magazine. Additionally, the Human Rights Campaign Foundation recently recognized Sedgwick with a 100 percent rating and listed our firm as one of the best places to work for lesbian, gay and transgender employees.

Sedgwick’s commitment to diversity comes from a belief that attorneys and staff from diverse backgrounds and experiences, working toward a common goal, offer the best opportunity to deliver the superior legal services that our clients expect.  We understand that in the diverse and interconnected world in which we live and work it is essential that we engage people from different racial, ethnic and cultural backgrounds in our work.



A work environment that values the contributions of all, regardless of race, gender, ethnicity, sexual orientation or disability is vital to our mission to serve our clients and communities with the exceptionally talented lawyers they demand.  As of January 2010, nearly 10 percent of Sedgwick’s partnership and 20 percent of the firm’s associates and special counsel are comprised of minority attorneys.  22 percent of the firm’s partnership and 44 percent of the firm’s associates and special counsel are comprised of women attorneys.  Of the four attorneys in our 2010 partnership class, two are women, one is of Puerto Rican descent and another is Jamaican American.

To ensure that we continue to have a diverse environment, we have dedicated the firm’s resources and talent toward the recruitment, retention and advancement of highly skilled attorneys and staff from diverse backgrounds and experiences.  Sedgwick’s Diversity Committee is comprised of partners and special counsel from each of our offices, including members of the firm’s Management Committee and the Chair of the Firm.  Working with a dedicated budget to support the firm’s diversity programs and events, the committee meets monthly to monitor the progress of the firm’s diversity efforts.  It also works closely with the practice group leaders of the firm to ensure that diversity takes hold throughout the firm.  The efforts we have undertaken include the formation of affinity groups, the expansion of our mentorship program and the forging of a closer alliance with the various national, regional and local diversity organizations.

Sedgwick created five affinity groups to aid in the firm’s diversity efforts:  the African American Lawyers Forum, Asian Pacific Islander Forum, Hispanic Lawyers Forum, LGBT Action Committee, and Women’s Forum.  With the firm’s support, members of these affinity groups are active in various minority bar organizations, law student and alumni groups, and charitable and professional associations.

Our affinity groups have also assisted the firm in reaching out to potential lateral attorney candidates, mentoring current Sedgwick lawyers and offering recommendations on ways to improve the firm’s diversity efforts.  Perhaps the greatest benefit from the firm’s affinity groups is that they have enhanced communication within the firm and improved the firm’s ability to learn from the unique experiences of our diverse lawyers.

Sedgwick teams with minority student law organizations to participate in on-campus recruiting events and sponsors and attends recruiting events presented by the various minority bar associations.  For example, Sedgwick sponsors events and initiatives of Catalyst, an organization that promotes the recruitment and advancement of women in management; Lavender Law, the career fair and conference of the National LGBT Bar Association; the Chicago and Northeast regional chapters of the MCCA; and the Puerto Rican Legal Defense and Education Fund.

In 2009 Sedgwick had the second highest increase in the American Lawyer’s annual Diversity Scorecard, moving from 85 up to 44, and our diversity efforts have been recognized by Multicultural Law magazine. Additionally, the Human Rights Campaign Foundation recently recognized Sedgwick with a 100 percent rating and listed our firm as one of the best places to work for lesbian, gay and transgender employees.

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