DLA Piper ranked among best law firms for women by Working Mother

DLA Piper is pleased to announce that it has once again been named one of the 60 best law firms for women by Working Mother. The firm will also send representatives to the annual Working Mother Best Law Firms for Women Gala Awards Luncheon in September, where they will engage in proactive best practices discussions.

For the eighth consecutive year, DLA Piper was recognized for its success in hiring, retaining and promoting women; its commitment to providing flexible work arrangements; and its initiatives that enhance the advancement of women in law.

"We are thrilled to once again be selected by Working Mother for inclusion on this prestigious list," said Lisa Haile, co-chair of DLA Piper's Leadership Alliance for Women (LAW) and a member of the firm's Executive Committee. "We continue to seek new ways to provide support and opportunities for growth to our women lawyers, enabling them to help clients achieve their business goals."

LAW is focused on advancing women lawyers through internal networking, developing leadership skills and creating business development opportunities.

"Developing strong women practitioners and leaders is crucial to the success and growth of our firm, and is an imperative for the broader legal industry, as well," said Stefanie Fogel, co-founder and co-chair of LAW and a partner in DLA Piper's Boston office.

In addition to the Working Mother accolade, DLA Piper received Gold Standard Certification from the Women in Law Empowerment Forum (WILEF) for the sixth consecutive year in December. To qualify for Gold Standard Certification, law firms with 300 or more practicing lawyers in the United States must demonstrate that women are represented in a significant percentage of the equity partnership and the highest leadership positions. The program also focuses on the extent to which women have been promoted to equity partnership, integrated into the firm's governance structure and recognized as major contributors through upper-tier compensation, as well as the level of meaningful diversity amongst women equity partners.