Diversity & Inclusiveness

Our firm's commitment to diversity is nearly a half-century old. Our first woman partner was Margie Pitts Hames, hired in 1962. She was soon joined by Dorothy Toth Beasley, who later served as a judge on the Georgia Court of Appeals. In 1973, Ms. Hames and Judge Beasley made legal history by being the first women attorneys to argue both sides of a case in the U.S. Supreme Court. The case was Doe v. Bolton, a companion case to Roe v. Wade. Although both were at different firms at the time, Ike Fisher, one of our founders, referred to the historic argument as one of the proudest moments of his career.

Our goal today is to continue that tradition of inclusion, and expand upon it. We seek to recruit, hire, develop, retain and promote the best attorneys and staff at all levels – regardless of race, color, ethnicity, gender, religion, age, sexual orientation, gender identity, marital status, disability, background or viewpoint.  This commitment starts with the firm’s Chairman, Roger Quillen, and extends throughout our work environment. 

Diversity and inclusiveness are an essential part of our firm.  While this spirit of openness is engrained in our spirits, we have also formalized our efforts. Fisher & Phillips’ Diversity Committee, chaired by partner Todd Fredrickson, is committed to developing and expanding the firm’s talent, relying on our unshakeable belief that being inclusive and incorporating diversity in its broadest sense strengthens our ability to serve our clients by making us more capable of addressing and providing critical insights regarding  today’s workplace.  Our Diversity Committee, composed of partners, of counsel, and associates from across the country, represents a broad spectrum of the differences in ethnicity, race, gender, religion, sexual orientation, backgrounds, and viewpoints. The Diversity Committee's goals can be summarized in five key initiatives:

  1. Ongoing firmwide education on diversity and inclusiveness issues and programs;
  2. Lateral recruitment, including a lateral hiring strategy designed to build a diverse workforce across all experience levels of the firm;
  3. Retention and advancement, including the development of a firmwide mentoring and training program that ensures support and development for all associates;
  4. Community outreach that will increase our support of and connection with diverse businesses, professional organizations and underprivileged communities; and
  5. Identification and recruitment of top-tier candidates graduating from law school who will enrich our firm.

If our history and goals appeal to you, as they do to us, we invite you to join us.

Equal Opportunity Employer