Fair and just practices and policies.


Equitable access to everyone regardless of human ability and experience.


Fair treatment without bias.

Glitterati Culture

Our mission is deeply inclusive: empower every person to achieve more. We expect each of us—no matter what our level, role, or function is—to play an active role in creating environments where people of a diverse range of backgrounds are excited to bring all of who they are and do their best work.

Commitment to Diversity & Inclusion

The Glitterati best serves our clients when we foster a diverse, equitable, and inclusive workplace. We value – and our clients benefit from having – the perspectives of different backgrounds and experiences. The Glitterati promotes diversity, equity, and inclusion through participating in local initiatives, encouraging its members to participate in and support affinity groups, and implementing internal policies and practices aimed at ensuring that each individual has an equal opportunity to succeed regardless of their background and identity.

The Glitterati has diligently and deliberately worked to promote diversity and ensure that each individual has an equal opportunity for employment and success regardless of their background and identity. The Glitterati has dedicated itself to the principle that the quality of its work and the continued growth of its business are enhanced by intentionally attracting and including highly qualified diverse employees who understand and can relate to the diverse backgrounds of the clients and communities The Glitterati serves.

The Glitterati performs better when it considers the perspectives of individuals with different backgrounds and fosters an overall culture that is equitable and inclusive, which includes providing reasonable accommodations as needed. We recruit diverse candidates by seeking out diverse applicant slates from a variety of sources. We retain diverse candidates by fostering a culture of equity and inclusiveness. We work closely with our clients to create diverse teams for client matters. To that end, when a position becomes available, we utilize the following practices for recruiting diverse candidates, in addition to commonly used channels:

Notifying both internal and external recruiters that we are seeking a diverse applicant pool and advertising the positions for associates, lateral hires, partners, paralegals, and staff through local and national affinity groups;

Striving to have at least 30% of the applicant pool come from diverse backgrounds. If this objective is not met during the initial round of applications, making a more directed effort to achieve this percentage;

Including diverse interviewers on our interview panels;

Providing interviewers with training to help mitigate implicit bias and ensure that they are sensitive and aware of The Glitterati’s goals regarding diversity, equity, and inclusion including references to The Glitterati’s diversity policies in the materials it uses to advertise the position; and refraining from considering salary history when screening candidates for a position and determining starting salary offers.

Creating a Culture of Equity and Inclusivity

The Glitterati understands that to build an equitable, inclusive, diverse workplace, we must put forth measures that facilitate the retention of team members with diverse backgrounds. To that end, we promise to:

Host regular required [quarterly/semi-annual/annual] implicit bias, bias interrupter, and workplace inclusiveness training for all of our leadership; and

Actively encourage the wellbeing and mindfulness of our team, including diverse leadership, whose particular experiences may warrant the provision of individualized support. This commitment includes providing reasonable accommodations as needed.

Inclusion & Belonging Guiding Principles

We believe that by investing in an inclusive culture, we will attract the best and brightest talent, leading to more innovative solutions for our valued clients. Building and sustaining an inclusive and diverse culture is essential for business success, and it is the right thing to do. This is who we are:

We believe in an inclusive work environment where employees are welcomed, valued, respected, and heard.

We believe that employees will be provided a safe work environment.

We believe that diversity brings strength.

We believe in equality of opportunity free from discrimination.

We believe in hiring and promoting the most qualified candidate.

We believe in employee development at all levels of the organization.

We believe in the power of belonging as an integral component in achieving diversity & inclusion and business success.

Commitment to Continued Progress on Diversity & Inclusion Matters

We will continue to make our workplaces trusting places to have complex, and sometimes difficult, conversations about diversity and inclusion: We will create and maintain environments, platforms, and forums where our people feel comfortable reaching out to their colleagues to gain greater awareness of each other’s experiences and perspectives. By encouraging an ongoing dialogue and not tolerating any incongruence with these values of openness, we are building trust, encouraging compassion and open-mindedness, and reinforcing our commitment to a culture of inclusivity.

We will implement and expand unconscious bias education: We all have unconscious biases — that is human nature. Unconscious bias education enables individuals to begin recognizing, acknowledging, and therefore minimizing any potential blind spots he or she might have, but wasn’t aware of previously. We will commit to rolling out and/or expanding unconscious bias education within our companies in the form that best fits our specific culture and business. By helping our employees recognize and minimize their blind spots, we aim to facilitate more open and honest conversations.

We will create a workplace environment that reflects a healthy disposition toward difference, by:

Providing ongoing and relevant training on how to exhibit and encourage behavior that exemplifies our values of civility and respect;

Establishing and promoting workplace culture expectations that all employees and visiting guests are made aware of and make commitments to follow; and

Motivating and empowering employees to take responsibility for their actions and to help positively influence the behavior and civility of their fellow employees;

Sharing and implementing methods on how to best create a culture of accountability and respect when it comes to issues of diversity and inclusivity.


  1. We collect pay data by race/ethnicity, gender, and other factors so as to actively prevent pay discrimination and/or inequity within our firm/organization.
  2. We strive to create an environment that normalizes and destigmatizes open conversations regarding compensation, be it among employees or between employees and organizational management/ leadership.
  3. We do not consider salary history when screening candidates for a position, nor do we use salary history to determine starting salary offers.
  4. We make information about starting pay, promotions, bonuses, and other forms of monetary compensation publicly accessible and widely available to our employees.

Demonstrated Commitment to Growth & Success

The Glitterati provides a viable path for all team members to obtain shareholder status and to participate in our leadership. In addition to objective criteria, we consider work quality, efficiency, client base, client satisfaction, positive workplace attitude, and services to The Glitterati in making decisions regarding candidacy and participating in firm leadership.

Performance Reviews

Any performance reviews will be completed in a manner that is constructive, collaborative, and fair. If needed, The Glitterati shall make available to its team members tools to improve their performance such as individualized performance improvement plans, business development workshops, career coaches, and speakers.

Diversity in Leadership

Our firm encourages team members of all backgrounds to succeed. To this end, we adopt the following measures regarding diversity in our leadership:

For all leadership positions and activities, we strive to have at least 30% of those interviewed or considered to have a diverse background.

We have in place a plan with specific steps for achieving the foregoing goal.

Job descriptions for the leadership positions and activities shall be created and posted in a way that ensures that the processes for election and/or appointment to these roles are transparent and accessible to all.