Ropes & Gray is a preeminent, global law firm. The firm has been ranked in the top-three on The American Lawyer's prestigious "A-List" for seven years and is ranked #1 on Law.com International's "A-List" in the U.K. - rankings that honor the "Best of the Best" firms.

The firm has approximately 2,500 lawyers and professionals serving clients in major centers of business, finance, technology, and government in Boston, Chicago, Dublin, Hong Kong, London, Los Angeles, New York, San Francisco, Seoul, Shanghai, Silicon Valley, Singapore, Tokyo and Washington, D.C.

The firm has consistently been recognized for its leading practices in many areas, including asset management, private equity, M&A, finance, real estate, tax, antitrust, life sciences, health care, intellectual property, litigation & enforcement, privacy & cybersecurity, and business restructuring.

Ropes & Gray is an equal opportunity employer.

The Diversity, Equity, and Inclusion (DE&I) Manager is a key role that directly supports the DE&I Director in the implementation of the firm’s strategies to foster a diverse, equitable, and inclusive work environment. This position involves collaborating with various stakeholders, managing initiatives, and ensuring the DE&I team’s work is efficiently and effectively executed.

1. Strategy Implementation: Implement the firm's DE&I strategy, working directly with the DE&I director, diversity committee and its subcommittees on the execution of action items, tasks and provides oversight of various efforts.
2. Program Management: Will manage DE&I mentorship programs, to include crafting and disseminating all mentor program communications and ensuring that all eligible associates are matched with mentors and advocates and that all pairings are engaging on a regular basis.  Will manage all firmwide diversity training and keynote presentations to include sourcing presenters and speakers.  Manage the DE&I overview and orientation for summer and first-year associates, to include coordinating the timing of the overviews and orientations with the recruiting team, refreshing content as needed as well as confirming all participants, ensuring that they have the necessary talking points.
3. Data Analysis: Manage the collection and analysis of data related to diversity, equity, and inclusion efforts and programs, provide insights and recommendations to inform decision-making as it relates to the progress and success of the firm’s efforts.  Manage client requests and other data inquiries.
4. Policy Development: Collaborate with HR and legal teams to review and update policies and procedures, ensuring they reflect DE&I principles and best practices.
5. Training and Education: Manage firmwide training programs that enhance the firm community’s understanding of DE&I, promoting a culture of inclusivity and awareness.  Programs include annual DE&I training as well as collaborating with forum managers on cultural recognitions and heritage month celebrations. Identify and research innovative workshops and facilitators related to inclusion, talent management, and leadership.
6. Pipeline Engagement & External Partnerships: Provide management of DE&I involvement and engagement with Trimmier Scholars.  Engage with broader Attorney Talent’s involvement with SEO and BLG interns, as well as the firm’s sponsorship of Leadership Enterprise for a Diverse America Scholars Program (LEDA). Develop tracking mechanism to analyze ROI year over year.
7. Metrics and Reporting: Establish metrics and tracking mechanisms to measure the effectiveness of DE&I initiatives and efforts.  Prepare reports for the DE&I Director and Diversity Committee co-chairs and use data to drive recommendations on improvements and areas of growth opportunity for our mentorship programs and the firm’s community engagement in DE&I activities.
8. Compliance: Stay updated on relevant laws, regulations, and best practices related to diversity, equity, and inclusion, through involvement with the Association of Law Firm Diversity Professionals (ALFDP) and NALP.  Use knowledge to inform the continued growth and development of the firm’s DE&I efforts and the creation and/or establishment of new initiatives.
9. Collaboration and Support: Partner with the DE&I Director to provide support and guidance to other departments and business units on DE&I matters as related to the implementation of the DE&I strategic plan and its ongoing efforts.

• Bachelor's degree.
• A minimum of eight (8) years of progressive experience supporting and implementing diversity, equity, and inclusion strategies and a minimum of five (5) years of experience working in a law firm or another professional services company.
• Strong knowledge of DE&I best practices, laws, and regulations.
• Excellent communication and interpersonal skills to effectively engage and influence stakeholders at all levels.
• Strong analytical skills to collect and analyze data related to DE&I initiatives.
• Demonstrable project management skills to effectively manage multiple initiatives and deliver results.
• Ability to work collaboratively and build relationships across diverse teams.
• Demonstrated commitment to promoting diversity, equity, and inclusion in the workplace.

Ropes & Gray is proud to offer a comprehensive Total Rewards package to our business support team members. The firm also offers comprehensive health and well-being benefits, personal and professional development, career growth opportunities and a collegial and supportive culture. The anticipated pay range for this role is listed below in alpha order and represents our good faith and reasonable estimate of the starting salary range at the time of posting. In addition, this role is eligible for a discretionary bonus based on performance. The actual offered rate for this position will be determined based on job-related, non-discriminatory factors, including qualifications and experience, geographic location, education, external market data and consideration of internal equity.

Boston $117,000 - $175,000 

Washington, DC $117,000 - $175,000 

New York $122,500 - $184,000 

This position requires hybrid on-site presence as an essential function of the role. Consistent and predictable on-site presence is required for ongoing business continuity, professional development and effective collaboration with colleagues and management.