Covington & Burling LLP

In an increasingly regulated world, we have an exceptional ability to help clients navigate their most complex business problems, deals, and disputes. Our distinctively collaborative culture allows us to be truly one team globally, drawing on the diverse experience of lawyers and advisors across the firm by seamlessly sharing insight and expertise. What sets us apart is our ability to combine the tremendous strength in our litigation, investigations, and corporate practices with deep knowledge of policy and policymakers, and one of the world’s leading regulatory practices. This enables us to create novel solutions to our clients’ toughest problems, successfully try their toughest cases and deliver commercially practical advice of the highest quality. At Covington, we recognize the differences among us as an asset and a source of strength. Covington lawyers bring a wide variety of backgrounds, perspectives, and life experiences to our practice, and this contributes to the firm's ability to provide excellence in the practice of law. By recruiting, retaining, developing, and promoting a widely diverse group of lawyers, we advance the interests of our clients, our practice, and our entire profession. At Covington, we recognize that teams that include lawyers with a diverse range of perspectives and experiences will provide better client service. We have taken steps to identify the very best talent among the full range of lawyers in the profession since our earliest years, and lawyers from different backgrounds have succeeded and prospered at Covington for decades. We were leaders among larger law firms in electing our first Jewish partner (in 1936), first woman partner (1974), first African American partner (1975), first Hispanic partner (1985), first openly gay partner (1989), and first Asian American partner (1995). We have continued this tradition through the years, recruiting and promoting lawyers of all backgrounds. We are committed to cultivating a diverse partnership from within our own ranks. Our firm governance also reflects our commitment to diversity. Our efforts are focused on ensuring the firm’s leadership groups reflect the diversity of our firm. While we are proud of the steps we already have taken, we understand that the job of promoting diversity is never complete. We strive not just to keep pace with our peers, but rather to lead by example and continue raising the bar for our entire profession. As such, we are constantly examining our progress, improving our efforts, and searching for new and challenging ways to create a more diverse and inclusive work environment. Recent Firm Accolades The American Lawyer A-List—This list recognizes law firms based on factors including financial performance, pro bono commitment, associate satisfaction, and representation of women and racial/ethnic minority lawyers. Law.com International UK A-List—Covington ranked 1st among the 20 firms listed for the second consecutive year. This list recognizes law firms based on factors including revenue per lawyer, pro bono commitment, associate satisfaction, racial diversity, and gender diversity. Law360 Pulse Social Impact Leaders—Covington ranked 2nd among the 100 largest law firms. This ranking measures firms' efforts across five pillars: racial and ethnic diversity, gender equality, employee engagement, pro bono service and responsible business practices. Seramount's Best Law Firms for Talent—Covington has ranked among Seramount's top 50 firms for the past three years. This list recognizes law firms that utilize best practices in recruiting, retaining, promoting, and developing all lawyers. The Human Rights Campaign Foundation's Corporate Equality Index "Equality 100 Award"—This is the 17th consecutive year Covington scored 100 on this national benchmarking survey and report that measures corporate policies and practices related to LGBTQ+ workplace inclusion. The Diversity Lab "Mansfield Rule Certification Plus"—Covington achieved “Mansfield Certification Plus” for eight consecutive years. Built on a framework that is science-backed and data-driven, the Mansfield Certification process is designed to ensure that all talent at participating law firms and legal departments has a fair and equal opportunity to advance into leadership.

We are an inclusive firm seeking the best talent.

At Covington, we recognize that teams that include lawyers with a diverse range of perspectives and experiences will provide better client service. We have taken steps to identify the very best talent among the full range of lawyers in the profession since our earliest years, and lawyers from different backgrounds have succeeded and prospered at Covington for decades. We were leaders among larger law firms in electing our first Jewish partner (in 1936), first woman partner (1974), first African American partner (1975), first Hispanic partner (1985), first openly gay partner (1989), and first Asian American partner (1995). We have continued this tradition through the years, recruiting and promoting lawyers of all backgrounds. We are committed to cultivating a diverse partnership from within our own ranks. Our firm governance also reflects our commitment to diversity. Our efforts are focused on ensuring the firm’s leadership groups reflect the diversity of our firm. While we are proud of the steps we already have taken, we understand that the job of promoting diversity is never complete. We strive not just to keep pace with our peers, but rather to lead by example and continue raising the bar for our entire profession. As such, we are constantly examining our progress, improving our efforts, and searching for new and challenging ways to create a more diverse and inclusive work environment. Recent Firm Accolades The American Lawyer A-List—This list recognizes law firms based on factors including financial performance, pro bono commitment, associate satisfaction, and representation of women and racial/ethnic minority lawyers. Law.com International UK A-List—Covington ranked 1st among the 20 firms listed for the second consecutive year. This list recognizes law firms based on factors including revenue per lawyer, pro bono commitment, associate satisfaction, racial diversity, and gender diversity. Law360 Pulse Social Impact Leaders—Covington ranked 2nd among the 100 largest law firms. This ranking measures firms' efforts across five pillars: racial and ethnic diversity, gender equality, employee engagement, pro bono service and responsible business practices. Seramount's Best Law Firms for Talent—Covington has ranked among Seramount's top 50 firms for the past three years. This list recognizes law firms that utilize best practices in recruiting, retaining, promoting, and developing all lawyers. The Human Rights Campaign Foundation's Corporate Equality Index "Equality 100 Award"—This is the 17th consecutive year Covington scored 100 on this national benchmarking survey and report that measures corporate policies and practices related to LGBTQ+ workplace inclusion. The Diversity Lab "Mansfield Rule Certification Plus"—Covington achieved “Mansfield Certification Plus” for eight consecutive years. Built on a framework that is science-backed and data-driven, the Mansfield Certification process is designed to ensure that all talent at participating law firms and legal departments has a fair and equal opportunity to advance into leadership. An important part of fostering our diverse and inclusive workplace, Firm Resource Groups support the personal and professional development of their members – lawyers and business professionals – in the legal profession. Our Firm Resource Groups, which are open to all colleagues, focus on enhancing the workplace experience of individuals who share common backgrounds, identities, or interests. They facilitate community-building and member connections, promote firm education and awareness on the experiences of their members, and advance practices that enrich our inclusive culture. The Women's Forum is a firm wide initiative designed to foster greater interaction among women lawyers at all levels of the firm. Through regularly scheduled programs and initiatives, the Women's Forum provides more opportunity for our women lawyers to network with each other and address issues of common interest, such as career growth, mentoring, and business and professional development. The Women's Forum is organized on an office-by-office basis, with coordination among the offices. Examples of Programs and Initiatives: Professional and Business Development Programs. The Women's Forum has sponsored programs for our women lawyers featuring outside experts on various topics, such as oral advocacy skills for women and building and maintaining client relationships. Client Presentations. Our Women's Forum has invited women clients to the firm to share their thoughts on strategies for managing client relationships. Bar Association Events. The Women's Forum participates in bar association and professional events. For example, we were a major sponsor and participant in the DC Women's Bar Association initiative focusing on issues impacting the recruitment and retention of women in the legal profession. Internal Discussions. Through our regular meetings and small group discussions, women lawyers engage in discussions about their career paths and challenges, mentoring experiences, time management, business and professional development strategies and opportunities, and financial planning. Social Events. The Women's Forum has sponsored activities designed to promote relationship-building among the women lawyers at the firm. These events include dinners, informal lunches and group outings. Work-Life Balance. Many women lawyers also participate in the firm's Work-Life Balance group, which provides opportunity for all interested attorneys -- both men and women -- to share information and to discuss issues relating to balancing work obligations with other commitments, including family.

Covington & Burling LLP
Marienturm Taunusanlage 9-10 60329 Frankfurt am Main
2170 Frankfurt
Germany