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Allen & Overy LLP - Global U.S. Practice

Diversity & Inclusion

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Diversity Chair

Diversity Chair Prefix
Diversity Chair First Name Jo
Diversity Chair Last Name Dooley

Diversity Contact Information

Diversity Contact Prefix
Diversity Contact First Name
Diversity Contact Last Name
Link to your organization's diversity website

Recruitment methods

Which of the following methods do you use to increase the presence and retention of under-represented groups? (Check all that apply) Diversity job fairs
Outreach to law student groups
Formal mentoring efforts
Bar-sponsored programs
Firm diversity committee
Comments With offices in 44 cities, Allen & Overy LLP takes great pride in its international and diverse workforce. Our employees mirror the diversity of the societies in which we operate and with which we interact. Our world-wide "Values into Action" program corroborates Allen & Overy's fundamental commitment to promoting inclusion by striving to fulfill the promise of a collegial and respectful working environment where every employee is valued for his or her contribution. We aim to promote and increase Allen & Overy's commitment to diversity and inclusion with the following principles in mind:

- Increase inclusiveness and equality in our policies, practices and business relationships;
- Proactively recruit candidates from a diverse and talented applicant pool;
- Reinforce the value of diversity through education and training; and
- Continually evaluate our effectiveness in creating and sustaining a diverse and inclusive working environment.
Non-discrimination policy It is the policy of Allen & Overy to afford all employees and applicants equal opportunity for employment and advancement based on individual qualifications and the overall essential functions of the job, without regard to factors unrelated to job performance such as marital, parental or veteran status, race, color, religion, sexual orientation, national origin, citizenship, age, gender, disability unrelated to job performance or any other legally protected status.

To this end, we endeavor to select, place, train and promote the best qualified individuals based upon job-related factors such as ability, work quality, attitude and experience. This policy applies to all Allen & Overy employment practices including, but not limited to, recruiting, hiring, promotion, training, compensation and benefits.

Allen & Overy endeavors to provide equal employment opportunities to otherwise qualified individuals with disabilities, which includes providing reasonable accommodations to the extent practicable. In general, it is an employee's responsibility to notify Allen & Overy of the need for an accommodation. If an employee communicates to his or her supervisor that an accommodation is required, the supervisor may ask the employee for input about the type of accommodation necessary, or the functional limitations caused by the disability.

All employees whose duties encompass recruiting and employment will continue to review regularly the implementation of policy and relevant practices to assure that equal employment opportunity based on valid job requirements is being actively observed.

Diversity fellowships or scholarships

Does your organization or office sponsor/offer a Diversity Fellowship or Scholarship? No
If yes, is the program open to
Please provide a brief description of the program

Affinity group information

Does your organization or office have affinity groups? Yes
If yes, please describe your affinity groups below A&Out: Formed in 2006, we have an active LGBT (lesbian, gay, bisexual, transgender) forum group for our staff called A&Out, which provides support and guidance to LGBT partners and staff, as well as an opportunity to socialise and network with others, internally and externally with the LGBT community. For example, in 2008 A&Out held a summer party to provide a networking opportunity for LGBT networks from client organisations and other law firms. Allen & Overy is a member of InterLaw and plays an active part in the forum’s panel discussions, seminars, and networking events. Since 2006, we have been a member of Stonewall's Diversity Champions programme.

Parents@A&O: In London we have several initiatives to support working parents, such as emergency childcare facilities, specialist coaching for women going on maternity leave and lunchtime parenting seminars. In 2008 we launched parents@A&O, a virtual networking tool for all our working parents globally, which enables them to share ideas and advice on parenting issues and access relevant information.

Carers@A&O: We recognise that it can be challenging to juggle work with caring responsibilities and have created an intranet site that provides advice, support and useful information for carers at Allen & Overy. We also run regular lunchtime seminars for staff with caring responsibilities.?