Several major Philadelphia law firms are removing diversity, equity, and inclusion language from their websites.
In recent months, several prominent law firms based in Philadelphia have made significant alterations to their diversity, equity, and inclusion (DEI) initiatives. These changes are seen as a response to the growing scrutiny from political entities, particularly following the inauguration of former President Donald Trump. Evidence of these shifts comes from modifications on the firms’ official websites, which have rebranded their DEI efforts under different titles.
Previously, Ballard Spahr featured a dedicated DEI webpage that has now been replaced with content titled “A Culture of Thriving Together.” Cozen O’Connor has similarly adjusted its online presence, renaming its diversity committee to the “Culture and Belonging Committee” and redirecting visitors from the DEI page to one labeled “Firm Culture.” Fox Rothschild has opted for a new approach as well, renaming its DEI webpage to “Cultural Engagement.”
Morgan Lewis & Bockius, a globally recognized law firm with origins in Philadelphia, has also modified its website to spotlight inclusion efforts through a page titled “Inclusion — Uplift. Include. Empower.” Meanwhile, Reed Smith seems to have taken a more drastic step by removing its DEI content altogether, with its former DEI webpage now returning a “page not found” error. Global managing partner Casey Ryan has indicated in internal communications that the firm will phase out the DEI label in favor of initiatives under the “Culture & Engagement” banner.
These organizational shifts come amid intensified scrutiny from the U.S. Equal Employment Opportunity Commission (EEOC), which recently contacted 20 law firms to investigate their DEI-related employment practices. The EEOC’s inquiry raises concerns that certain DEI initiatives could lead to what it described as “unlawful disparate treatment” among employees.
Beyond the legal sector, other major employers in Philadelphia have faced similar pressures, with the Trump administration targeting corporate DEI strategies. For example, American Airlines has been accused of discriminatory hiring practices aimed at increasing Black representation within its workforce, while Comcast is currently under investigation by the FCC for potential “invidious forms of DEI discrimination.”
The ongoing legal and political landscape surrounding DEI practices may well reshape how law firms and corporations approach these initiatives in both Philadelphia and beyond. As some firms move away from traditional DEI terminology and frameworks, others are pushing back against perceived government overreach by advocating for their established programs and policies, underscoring a broader national debate over diversity and inclusion in the workplace.
Amidst these changing tides, six law students have filed a lawsuit against the EEOC, challenging its methodology for collecting sensitive personal information related to employment practices within law firms. This development adds a layer of complexity to the already fraught dialogue surrounding DEI initiatives and corporate responsibility, highlighting the contrasting perspectives that exist within the legal community and the wider public discourse.
As law firms navigate this evolving environment, the emphasis on corporate culture and employee belonging may play a crucial role in defining their operating frameworks moving forward, potentially leading to a redefined understanding of inclusion in workplaces across various sectors.
