Cooley culture Cooley is intent on maintaining its standing as one of the world’s greatest law firms, and also on keeping its reputation as a great place to work. We fundamentally believe that the two can, indeed must, go hand in hand. We know that simple things matter – like being thanked and appreciated for your hard work. We invest heavily in preserving our culture as we grow. This is reflected in our dedication to hiring the candidates who demonstrate the traits and values we have identified as central to success at Cooley, such as creativity, entrepreneurial savvy and commitment to collaboration. It is also reflected in how we create the space and time for people to come together to talk, share, celebrate and interact. In London, we have regular Cooley ‘Cool Down’ social time in our wonderful new cafe space, Arthur’s. There have also been numerous planned and impromptu office-wide socials, including summer and winter events, a festive quiz (organised by trainees), and sports teams and matches.
Diversity, equity and inclusion Cooley’s commitment to attracting, mentoring and retaining an exceptional team of lawyers from as many backgrounds as possible is embedded in our culture. We are dedicated to maintaining a truly diverse workplace that values and celebrates differences – from the way we relate to and support each other to the way we work together to meet our clients’ needs. We have several affinity groups at Cooley with active membership in our London office, including the Cooley Inclusion Alliance, Women’s Initiative, and LGBTQ+, Black Attorney and Black Business Professionals, Asian Pacific Islander Attorney, Latinx, and Caregivers Attorney affinity groups. These groups provide resources and networks to support the retention and inclusion of our lawyers. Additionally, a London partner and associate sit on Cooley’s diversity committee, a firmwide committee that meets bimonthly to strategise ways to maintain and strengthen a culture of equity and inclusivity across Cooley. We’re proud of our annual commitment to Pathways to Law, which provides legal work experience to academically able, A-level students from underrepresented backgrounds. In addition, we review summer programme applications on a name-blind basis and conduct behavioural interviewer and unconscious bias training for all our lawyers, directors and managers. We also implement the Rare Contextual Recruitment System as part of our application system. We are excited about what lies ahead in continuing to attract, develop and retain diverse talent at Cooley. Learn more about diversity, equity and inclusion and Cooley’s DEI action plan: www.cooley.com/about/ diversity .
Cooley Beyond 100
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