Greene Espel PLLP

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Over the past decade, two-thirds of Greene Espel’s newly elevated partners — eight of 12 — have been women. Today, 50% of its partners are women, as are 15 of its 25 attorneys. Women chair a majority of the 48-employee firm’s internal committees.

Greene Espel’s recent strides in gender representation are the fruit of a “real and sustained effort to do better in hiring, promotion, and retention,” the firm says.

Those efforts stem from a conviction that diversity is a prerequisite for performance and a foundational element of Greene Espel’s culture. Representation is a guiding principle for recruiting, and its hiring process goes beyond lip service to “demonstrate our diversity and show that our women and minority attorneys are thriving,” the firm says.

Greene Espel prioritizes diversity and inclusion outside its four walls, too. For over a decade, its members have led the Infinity Project, an initiative to increase gender and racial equity on the Eighth Circuit bench; the FBA Diversity Committee, which partners with affinity bars on diversity, equity and inclusion programming across Minnesota; and an internal DEI practice “that helps clients conduct diversity assessments, undertake investigations, create DEI plans, and provide bias and equity trainings,” the firm says.

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