Diversity
Over the past 80 years, Senniger Powers has achieved success through our firm’s ability to attract and retain a diverse base of exceptionally talented and resourceful lawyers. We understand that diversity not only drives the culture and achievements of our firm, but helps us in delivering excellent service to our global client base. To further our goals, we have established an active Diversity Committee to implement processes for recruiting, retaining, developing, and promoting men and women of all groups and to monitor our firm's progress in these efforts. We do not view diversity as a "policy" or "statement" but as a long-term dynamic process. We view diverse backgrounds, experiences, perspectives, values, and beliefs as assets to our firm.
Our current processes include diversity training, targeted recruiting, participation in minority clerkship programs, and mentoring. With respect to recruiting, we participate in the Sunbelt Minority Recruitment Program, the Southeastern Minority Job Fair, the Rocky Mountain Black Law Students Association Job Fair, and the National Black Law Students Association Midwest Recruitment Conference. Our mentoring program, utilized by all incoming associates, partners each new associate with a senior associate to facilitate growth and development of the associate. In addition, we follow a "No Glass Ceiling" approach in the management of our firm.
Equal Employment Opportunities
Senniger Powers recruits and employs lawyers, law students, paralegals, technical advisors, patent agents, and staff without regard to race, color, gender, age, sexual orientation, religion, disability, marital status, veteran status, national origin, or other factor protected by law. Rather, we base all employment decisions on qualifications, performance, and/or other legitimate non-discriminatory factors. This nondiscrimination policy applies at all stages and in all aspects of employment, including recruiting, hiring, promotion, work assignment, and compensation.