Commitment to Diversity

Harnessing the value of perspectives.

At Capes Sokol, we value diversity.

Everyone brings different backgrounds and different ideas to the table – and we see this as an important part of our culture. We’re committed to fostering an inclusive work environment where all employees are recognized, accepted and respected.

Mission Statement

Our commitment to a diverse and inclusive workplace is integral to developing a team of professionals and staff whose diverse experiences and backgrounds expand our collective perspective and enhance the quality of the legal services and solutions we provide our clients.

Recruitment Efforts

Professional Development

Organizations

Diversity Committee

Equal Employment

Capes Sokol is Committed to the Values of Diversity and Inclusivity

Over the past months, we have witnessed an international movement of people taking action to end racial inequality.  These recent events caused us to reflect upon the extensive history of racism in our country, evaluate our own actions, programs and behaviors, and take action to ensure our communities provide equal access to the legal system. In this pledge, we commit to measurable actions to ensure that our firm fosters diversity and inclusivity and promotes equality.  These steps are the first in our commitment to do more.

At Capes Sokol, we are committed to equal access to liberty and dedicated to seeking justice for all. We condemn all forms of bigotry, discrimination, and violence. Capes Sokol stands with all those who seek equality in the St. Louis community and throughout the world. As legal professionals, we must vigorously combat deep-rooted societal inequities and guarantee equal access to a fair justice system. In addition, it is time for the legal industry to use its resources to address the lack of diversity within our industry. Capes Sokol is taking action to combat systemic inequities.

We will implement a comprehensive plan that ensures that our recruitment process, our pro bono programs, our vendors, and the firm’s philanthropic and volunteer efforts meet our commitment to diversity and inclusivity and the promotion of equality.

We will improve Capes Sokol diversity and ethics CLE programs in order to encourage education, engagement, and action in the legal community.

We will conduct a comprehensive review of our firm’s current policies and practices to ensure a firm culture where professionals and clients with diverse experiences, backgrounds, and perspectives can thrive.

While we remain committed to our diversity and inclusivity efforts, we acknowledge that we must do more.
Above all, we are working to improve and bring about meaningful change.
That is the Capes Sokol Commitment.

Recruitment Efforts

At Capes Sokol, we believe every employee is an essential part of what we do.

We are committed to attracting, keeping, and advancing highly qualified individuals with diverse backgrounds, characteristics, and experiences.We seek candidates who bring their diverse background—of race, politics, religion, sex, gender identity, national origin, age, disability, sexual orientation, or genetics—to our firm.  We value unique perspectives, ideas and skills to enhance our culture and tackle sophisticated legal matters for our clients.

We engage in activities that promote and celebrate diversity, including participating in the St. Louis Diversity Job Fair, designed to attract a diverse group of national law students, encourage them to practice law locally and become an integral part of the St. Louis community. In addition, we support several law school organizations, such as OUTLaw and the Washington University Black Law Students’ Association, focused on fostering and supporting minority groups.

Advancement and Professional Development

Professional Organizations

We are dedicated to the professional development of our people throughout all stages of their careers and the advancement of the legal profession. Firm leadership, including practice chairs, are committed to ensuring that we afford women and minority attorneys opportunities for training, skill development, client contact, advancement, and leadership roles.

We encourage team members to participate in diversity-related local and regional legal organizations. We have attorneys and staff members who are, or who have been, actively involved with the following organizations:

  • ABA Women in Tax Forum
  • Bar Association of St. Louis, LGBTQ Committee
  • Missouri Asian/American Bar Association
  • Professional Women’s Alliance

  • St. Louis Women’s Law Association
  • The National LGBT Bar Association
  • Women Lawyers’ Association
  • Women’s White Collar Defense Association

For additional information about the organizations that Capes Sokol attorneys and staff take part in, please visit: Professional Development

Affinity Groups

We have established an affinity group for firm personnel to create a community that supports individuals, strengthens our firm culture, encourages open discussion and fosters engagement within our firm

Women’s Initiative

The Capes Sokol Women’s Initiative is led by a female shareholder and a female associate. We assembled the affinity group to support our female attorneys’ progress within the firm and to provide opportunities for engagement with female professionals in the community at large in ways that foster mutual support, learning, and growth.

Organizations that Support and Foster Diversity

To further strengthen our community impact, Capes Sokol attorneys partner with the following organizations through financial support and volunteer efforts:

  • Affinia Healthcare Foundation
  • American Civil Liberties Union of Eastern Missouri
  • Anti-Defamation League
  • Attorneys Against Hunger
  • Books for STL Kids

  • Girls in the Know
  • Grace Hill Settlement House
  • Human Rights Campaign
  • Jewish Community Center
  • Jewish Federation of St. Louis

  • KidSmart
  • Legal Services of Eastern Missouri
  • Lift for Life Academy
  • Mound City Bar Association
  • Washington University OUTLaw

  • Planned Parenthood
  • PROMO
  • Urban League of Metropolitan St. Louis
  • UrbanFUTURE
  • Washington University Black Law Students’ Association

For additional information about the over 50 community and charitable organizations Capes Sokol supports, please visit: Community Involvement

Diversity Committee

Diversity Committee Statement

Diversity is a fundamental guiding value of the firm. We are dedicated to ensuring that our firm is an inclusive, diverse and informed place for all members of our team to work and thrive. We strengthen our commitment to diversity and inclusion with a deliberate plan that includes a committed and proactive Diversity Committee composed of attorneys and administrative staff members. The committee is committed to developing policies, procedures, and practices that advance diversity and inclusion within the firm.

Committee Members

Equal Employment Opportunity

Capes Sokol provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, or genetics. In addition to federal law requirements, Capes Sokol complies with applicable state and local laws governing nondiscrimination in employment in every location in which Capes Sokol has facilities.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Capes Sokol expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Capes Sokol’s employees to perform their job duties may result in discipline up to and including discharge.

Any employee of Capes Sokol who becomes aware of any act or omission on the part of a co-employee or principal of Capes Sokol which he or she believes is discriminatory should immediately report it to the Executive Director or the Managing Shareholder.