Debevoise & Plimpton LLP

Debevoise & Plimpton received a score of 100 on the 2026 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity issues. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (1)(2)(3). The company received a score of 100 on the 2025 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (4)(5). However, Debevoise & Plimpton has not publicly canceled customers, suppliers, or vendors based on political views or religious beliefs (6).

Debevoise & Plimpton’s HRC 2026 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (1)(2)(3). The company’s HRC CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (4)(5). Debevoise & Plimpton does not appear to discriminate against charitable organizations based on views or beliefs (6).

Debevoise & Plimpton’s HRC 2026 CEI rating indicates the company forces employees to attend at least one, controversial training on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees and a specific benefits guide with a comprehensive explanation of transgender services funded by the company (1)(2)(3). The company’s HRC 2023-2024 CEI rating indicates the company forces employees to attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees and a specific benefits guide with a comprehensive explanation of transgender services funded by the company (4)(5). Debevoise & Plimpton is Mansfield Certified, indicating its support of DEI in its recruitment, hiring, promotions, and leadership composition (6)(7). The company has implemented unconscious bias trainings for its employees (8). Debevoise & Plimpton signed Catalyst’s Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets (9)(10). The company does not provide viewpoint protections for its employees (11).

Debevoise & Plimpton’s HRC 2026 CEI rating indicates the company potentially agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (1)(2)(3). The company’s HRC 2023-2024 CEI rating indicates the company agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (4)(5). Debevoise & Plimpton signed an open letter endorsing the Equality Act, a contentious proposal to amend the 1964 Civil Rights Act by adding sexual orientation and so-called gender identity as protected categories. The legislation would, among other implications, grant biological men access to women-only spaces such as sports teams and public restrooms, and compel healthcare providers to deliver sex-denying healthcare (6). The company joined a Bar Association of San Francisco coalition of law firms who are “ready to defend access to reproductive healthcare” in the wake of the overturn of Roe v. Wade (7). The firm joined numerous other large American law firms in denouncing various state- and federal-level election security bills (8). Debevoise & Plimpton describes itself as “seriously” committed to ESG and runs a weekly update newsletter detailing legislative developments surrounding ESG principles nationwide (9)(10). The company has also filed amicus briefs against anti-abortion state-level laws in Texas and Idaho and has offered its legal counsel to employers who wish to cover employees’ out-of-state abortion costs (11)(12)(13). Nawi Ukabiala, an associate at Debevoise & Plimpton, wrote an article discussing support for the Black Lives Matter movement. The article was reposted on Debevoise & Plimpton’s website (14)(15). Debevoise & Plimpton has orchestrated litigation for LGBTQ rights in various parts of the world and filed an amicus brief with the National Women’s Law Center which challenged race-based discipline including dress codes and uniform policies (16)(17).

Debevoise & Plimpton’s HRC 2026 CEI rating indicates the company covers transgender related costs for its employees and their children, including paid short-term leave, puberty blockers, cross-sex hormones, chest surgeries, genital surgeries, medical visits, lab monitoring, and mental health benefits. The company also covers at least five of the following services: reconstructive hair removal, cosmetic hair removal, tracheal shave or reduction, facial surgeries, voice modification surgery, voice modification therapy, lipoplasty or filling for body masculinization or feminization, and travel and lodging expenses. Additionally, the company has potentially pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (1)(2)(3)(4). The company’s HRC 2023-2024 CEI rating indicates the company covers transgender related costs for its employees and their children, including paid short-term leave, puberty blockers, cross-sex hormones, chest surgeries, genital surgeries, medical visits and lab monitoring, travel and lodging. Additionally, the company has pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (5)(6). Otherwise, there are no publicly known cases of Debevoise & Plimpton using corporate funds to advance ideological causes, organizations, or policies (7).

Debevoise & Plimpton‘s HRC 2023-2024 CEI rating indicates the company publicly advocated for controversial sex and gender ideology through local, state or federal legislation or initiatives. By allowing a political stakeholder group to dictate operations, the company risks dividing employees, alienating customers and harming shareholders (1)(2). The company is a partner of the Center for Reproductive Rights, building case law, advocating before policy makers, and engaging in litigation to challenge bans and restrictions on access to abortion (3). Debevoise & Plimpton has engaged in pro bono work to counter anti-abortion laws internationally (4)(5). Debevoise & Plimpton is a part of the Law Firm Antiracism Alliance, committed to work on initiatives that fight “systemic racism” (6)(7). Debevoise & Plimpton does not operate a PAC or engage in lobbying at this time (8)(9)(10).