Reed Smith LLP
Corprate Bias Ratings
Reed Smith LLP scored a 100 on the Human Rights Campaign’s (HRC) Corporate Equality Index (CEI). By complying with the HRC’s controversial demands, the company increases the risk of dividing employees, alienating customers and harming shareholders. Reed Smith covers transgender-related medical costs for its employees and their children and provides specific sexual orientation and gender identity-based benefits. It also uses sex and gender ideology criteria in employee recruitment, vendor selection, marketing, and philanthropic support. Reed Smith forces employees to undergo multiple ideological trainings and uses its reputation, corporate funds, and political influence to support controversial sex and gender ideologies, organizations, and legislation. Reed Smith is Mansfield Certified, indicating its support of DEI in its recruitment, hiring, promotions, and leadership composition, and it does not provide viewpoint protections for its employees. Reed Smith wrote and filed an amicus brief advocating for more accessibility to abortions in Texas, and it provides a benefits package for employees which covers travel/lodging costs for an abortion. Reed Smith's CEO signed the CEO Action for Diversity & Inclusion pledge. The company is Mansfield Certified, indicating its support of DEI in its recruitment, hiring, promotions, and leadership composition. Reed Smith is a pro bono 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. For these reasons, Reed Smith LLP receives a High Risk rating.
Has denied service to customers, suppliers, or vendors due to their political views or religious beliefs OR corporately boycotts, divests, or sanctions regions, people groups, or industries.
Reed Smith received a score of 100 on the 2023 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). Reed Smith is Mansfield Certified, indicating its support of DEI in its recruitment, hiring, promotions, and leadership composition (3)(4). Reed Smith has a written policy pledging to vet vendors for LGBTQ policies. Its Supplier Code of Conduct requires vendors to include sexual orientation and gender identity in their nondiscrimination policy (5). However, Reed Smith has not publicly fired customers, suppliers, or vendors based on political views or religious beliefs.
Charitable giving (including employee matching programs) policies or practices discriminate against charitable organizations based on views or religious beliefs.
Uses corporate reputation to support ideological causes and/or organizations hostile to freedom of expression.
Reed Smith wrote and filed an amicus brief advocating for more accessibility to abortions in Texas (1). Reed Smith’s HRC 2023 CEI rating indicates the company agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy (2)(3). By doing so, the company risks dividing employees, alienating customers and harming shareholders. Reed Smith’s CEO signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace (4).
Uses corporate funds to advance ideological causes, organizations, or policies hostile to freedom of expression.
Reed Smith provides a benefits package for employees which covers travel/lodging costs for an abortion (1). Reed Smith’s HRC 2023 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 (2)(3). By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (4).
All links were last accessed and all information was updated on:
February 16, 2024
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