What Is the Mansfield Rule?

You have probably seen the Mansfield Rule mentioned on firm websites and recruiting materials. It sounds important, but most law students have no idea what it actually requires.

The basics

The Mansfield Rule, created by Diversity Lab, requires participating firms to consider at least 30% women, attorneys of color, LGBTQ+ lawyers, and lawyers with disabilities for leadership and governance roles, equity partner promotions, senior lateral positions, and formal client pitch opportunities.

The key word is "consider." The rule does not mandate hiring quotas. It requires that the candidate pool for leadership opportunities be diverse, not that the outcomes hit a specific number.

How certification works

Firms go through a certification process that includes tracking their candidate pools, reporting data to Diversity Lab, and demonstrating that they have considered diverse candidates for key roles. Firms can achieve Mansfield Certified, Mansfield Certified Plus (which adds client engagement requirements), or not certified.

Over 300 law firms have now adopted some version of the Mansfield Rule. Most of the firms in the firm directory are Mansfield certified.

Does it matter?

Honestly, it depends on what you are looking for. The Mansfield Rule is a process change, not an outcome guarantee. A firm can be Mansfield certified and still have a predominantly white, male partnership. But firms that adopt the rule are at least committing to expanding their candidate pools, which is a necessary first step.

If diversity and inclusion are important to you, look at the Mansfield certification as one data point among many. Pair it with actual partnership demographics, associate satisfaction surveys, and conversations with diverse attorneys at the firm. Those tell you more than any certification badge.

Browse the firm directory to compare firms and research their diversity track records beyond the marketing materials.