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Diversity, Equity,
and Inclusion

One Vision, One Community, One Epiq

At Epiq, we are passionate about building a workplace where diversity, equity, and inclusion are not just values, but a lived experience for our people. Our journey is ongoing, but our commitment is unwavering.

How we Define DEI @ Epiq

As we continue this journey, it becomes increasingly clear that leading with inclusion is not just a noble aspiration but a strategic imperative. By inviting every voice to the table, irrespective of background or identity, we unlock innovation, foster collaboration, and drive sustainable growth. Together, we are shaping our organization’s future and advancing a broader vision of a world where everyone can thrive.

Diversity: encompasses the full range of characteristics and experiences that make each individual unique. At Epiq, we recognize and celebrate the richness of backgrounds, perspectives, and talents that our team members bring.
Equity: creates an even playing field for all our employees to be recognized, rewarded, and developed. By achieving equity, all our employees stand on their merits alone in our pay for-performance culture.
Inclusion: seeks to ensure that all people have their views heard by creating an environment where employees feel valued, respected, accepted, and encouraged to fully participate in the organization.

Celebrating our Progress

At Epiq, we believe that diversity is our strength, and inclusivity is our guiding principle. We’re excited to celebrate our progress and share our journey toward greater transparency.

47 percent of total US employee population are people of color
33 percent of manager and above positions in the US are held by people of color
16 percent of our director and above positions in the US are held by people of color.
37 percent promotions were people of color.
54 percent new hires were people of color.
46 percent of the total employee population are women.
40 percent of manager and above positions are held by women.
36 percent of our director and above 
 positions are held by women.
47 percent of promotions were women.
54 percent of new hires were women.

Learn More About
Epiq's DEI Program

Our DEI Expertise

Epiq is committed to promoting DEI within the organization and beyond. Malia Turner heads our Global Program and is a driving force in this effort, bringing more than ten years of leadership and management experience to her role. She drives our global strategy and provides direct consultation on DEI and culture across the company.

As a leading expert in the field of DEI, Malia has been at the forefront of creating more inclusive and equitable workplaces, providing keynote speeches and workshops on the importance of DEI to audiences around the world and acting as a consultant to companies in need. She is involved in various organizations and initiatives, including the Society for Diversity and the UN Global Compact partnership.

Malia Turner

Key Initiatives and Achievements

  • Strategic DEI Plan: We have developed and implemented a comprehensive DEI strategic plan. This roadmap is designed to integrate DEI into all
  • aspects of our business operations, ensuring that our commitment to diversity and inclusion is not just a statement but a living, breathing part of our everyday work. 
  • DEI Training and Education: Recognizing the importance of continuous learning, our leaders have championed and participated in DEI training
  • sessions. These sessions aim to enhance awareness, understanding, and skills to navigate and contribute to a more inclusive workplace. 
  • Employee Resource Groups (ERGs): With strong leadership support, we have launched and financially backed several ERGs. Each ERG has two Executive Sponsors who guide and mentor our ERG Leadership Councils. These groups provide crucial support networks for employees from diverse backgrounds and play a significant role in shaping our company culture to be more inclusive and equitable. 
  • Community Engagement and Partnerships: Our leadership has actively sought and fostered partnerships with non-profit organizations. Through these partnerships, we aim to impact our internal practices and make a positive difference in the wider community.

Looking Forward

Our leadership remains committed to strengthening our DEI efforts as we move forward. We are dedicated to setting and achieving more ambitious goals, rigorously measuring our progress, and seeking feedback from our employees and partners. Our commitment to DEI is a journey, not a destination, and our leadership is devoted to ensuring that this journey is undertaken with empathy, perseverance, and commitment to progress.

Meet our DEI Leaders

  • Abbas Najarali - Sr. Director, Legal Solutions, Executive Sponsor
  • Alison Wisniewski - Chief Legal Officer, Executive Sponsor
  • Ann Marie Carlson Yulman - Sr. Director, Document Review Services, Executive Sponsor
  • Caroline Woodman - Sr. Vice President, Managing Director, Executive Sponsor
  • Carlos Gonzales - Chief Information Officer, Executive Sponsor
  • Charlotte Pache - Sr. Vice President, International Court Reporting, Executive Sponsor
  • Ellen Polhamus - Sr. Vice President Client Services, Executive Sponsor
  • Jenny Trang - Vice President, Client Solutions, Executive Sponsor
  • Malia Turner - Global Head of DEI
  • Michael Conner - Regional Vice President, Executive Sponsor
  • Nav Swamy - Global Treasurer, Executive Sponsor
  • Olivea Holley - Director of Document Review Operations and Continuous Improvement, 

    Global Chair-Diversity,  Equity & Inclusion

  • Randi Weaver - Director, Enhanced Attorney Services, Executive Sponsor

  • Rebekah Stafford - Vice President, Epiq Counsel, Executive Sponsor

  • Rob Edwards - Vice President, Talent Management, Executive Sponsor

  • Sara Littauer - Vice President, Transformation, Executive Sponsor

  • Stacy Pervall - Vice President, Remediation, Executive Sponsor

  • Terry Gaylord - Chief HR Officer, Executive Sponsor

  • Ziad Mantoura - Sr. Vice President, General Manager, Executive Sponsor

Employee Resource Groups at Epiq

At Epiq, we are committed to building a culture of inclusion by connecting our global network of employees through Employee Resource Groups (ERGs). These groups provide a platform for employees to build relationships, offer feedback, and support each other through shared experiences and interests. Our ERGs are crucial in shaping our diversity, equity, and inclusion (DEI) initiatives and business strategies.

Our ERGs serve both as a catalyst for a positive and supportive work environment and as an avenue of communication between ERG members and senior leadership and executives. Our ERGs are also led, developed, and maintained by employee volunteers, so it’s important for us to invest in the futures of these employees the same way they are investing in ours. Our ERG leaders have access to mentorship opportunities, inclusive leadership training alongside senior leaders, and invitations to multiple industry conferences.

We are proud to have an award-winning ERG program that brings employees of diverse backgrounds and their allies together to build community through outreach and education. We are committed to listening and engaging with our ERGs, turning employee feedback into meaningful action, and reporting on our progress and milestones.

Driving DEI Initiatives

The contributions of our ERGs are instrumental in shaping our DEI strategies and business objectives. through advocacy and collaboration. ERG members help steer our organization and serve as a conduit between our workforce and senior leadership to ensure employee voices are heard and considered in decision-making.

Epiq Belonging
Epiq Pride
Epiq Women