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At O’Melveny, we understand realizing our fullest potential means attracting, developing, and retaining diverse talent—in the myriad possibilities of that word.

William T. Coleman Diversity Fellowship

Named in memory of our late senior partner Bill Coleman, a tireless advocate for equality throughout his 50-year career, our fellowship program provides first-year law students with a demonstrated commitment to diversity and inclusion the opportunity to participate in O’Melveny’s summer associate program.

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Pymetrics

In 2019, O’Melveny became the first US law firm to implement Pymetrics, a cutting-edge AI assessment tool, into our recruiting process. Pymetrics evaluates candidates based on their potential, not their pedigree. Pymetrics uses a series of objective, behavior-based electronic “games” that measure candidates’ cognitive and emotional traits. Processed by machine learning and audited by artificial intelligence to remove any bias from models, Pymetrics offers a “blind” data point that O’Melveny can consider along with résumés, grades, and interviews. This additional data point offers new information about candidates’ potential for success at O’Melveny while helping override the implicit biases that naturally seep into traditional recruiting methods.

If you’d like to learn more about Pymetrics and how we are using it in the application process, you can read more in our fact sheet, listen to the O’Melveny Podcast episode on Pymetrics or watch an interview with Mary Ellen Connerty, O’Melveny’s Director of Diversity and Engagement.

Associate Recruiting

Our comprehensive recruiting approach includes partnering with campus affinity networks to present mock interview programs, career panels, and networking events. We support these efforts with specific programs for 1L like O’Melveny’s William T. Coleman Diversity Fellowship, and the PracticePro Diversity Scholars Program.

Lateral Recruiting

Strategically recruiting diverse lateral attorneys is also essential to our diversity goals, particularly at the partner level where they serve as important role models. As one step in achieving that goal, we have adopted the Mansfield Rule, a simple and immediate way to make women and minorities more visible and powerful in their law firms. Under the Mansfield Rule, at least 30% of candidates for lateral midlevel associate, counsel and partner hires must be women, LGBT or attorneys of color. The 30% requirement applies to leadership positions and equity partnership as well. O’Melveny is proudly Mansfield Certified. We have also earned the distinction of “Mansfield Plus,” a designation given to firms that, in 50% of the Mansfield categories, have a composition of 30% or more women, minorities, and LGBTQ+.

Staff Recruiting

O’Melveny's professional staff members and the talents and contributions they bring are vital to our success. Our hiring processes are designed to ensure we consider a diverse range of candidates, and we strive to involve our current staff across various levels in evaluating candidates.

Cultivating Future Generations

We believe that fostering the success of diverse and underserved populations has to happen long before law school. Toward that end, we invest nearly half a million dollars annually in scholarship programs at both the elementary and high school level in underserved communities in several cities. Learn more about our global scholarship program.