Stein & Lubin LLP's Diversity Scorecard Tops the Country's 250 Largest Law Firms

Although Stein & Lubin is not large enough to be included in the Country's 250 largest law firms, using the same methodology employed by the Minority Law Journal, its "Diversity Scorecard" as of August 2009 stands at 46.31, which tops the highest ranking law firm listed in the Minority Law Journal's recently published diversity survey of the country's 250 largest and highest-grossing law firms. 

In 2009, the Minority Law Journal took a more nuanced look at diversity within law firms than it had in the past and decided to give more credit to law firms that have increased the racial diversity of their partnership ranks. Stein & Lubin's partnership consists of 27.27% ethnic minorities, which exceeds by over 8% the firm ranked highest in the percentage of ethnic minority partners in the same survey. Stein & Lubin also exceeds the Bar Association of San Francisco's 2010 Goals and Timetables for Minority Hiring and Advancement for minority partners by over 10%.

Although the Minority Law Journal does not include gay and lesbian lawyers in its Diversity Scorecard, it does report such data separately as another measure of diversity. Stein & Lubin has 18.78% openly gay and lesbian lawyers. By this measure of diversity, Stein & Lubin again tops the firm ranked highest by the Minority Law Journal in the percentage of gay and lesbian lawyers by over 10%. Stein & Lubin's non-attorney staff also is highly diverse, with 50% of its staff consisting of ethnic minorities.

Stein & Lubin's diversity also is reflected in the gender of its attorneys and staff. Women constitute 18.18% of the firm's partners; 31.25% of the firm's attorneys; 56.52% of non-attorney staff; and 44.75% of Stein & Lubin overall.

Stein & Lubin is proud of its diversity. In 2009, Stein & Lubin established its first ever Diversity Committee comprised of partners, associates and staff to assist our Firm to preserve its diverse character, further increase diversity within its attorney and non-attorney ranks, and to increase its involvement in outside activities designed to increase the diversity pool of new attorneys and other professionals.