The following is the text of NALP Policy Memorandum 101 adopted by the Board of Directors on June 9, 1989 and last amended February 20, 2026.

NALP is committed to helping make the legal profession accessible to all individuals on a non-discriminatory basis. NALP is opposed to discrimination based upon actual or perceived gender, age, race, color, religion, creed, national or ethnic origin, disability, sexual orientation, gender identity or expression, genetic information, family responsibilities, marital, domestic partner, civil union, military, veteran status or any other characteristic protected by applicable federal, state or local law.

To support this commitment, NALP has adopted Principles for a Fair and Ethical Recruitment Process (the Principles) to guide its members in lawful and ethical recruitment practices.

Inappropriate interviewing behavior, unfortunately, is still a reality. Illegal or unacceptable inquiries, behavior or considerations too often continue to enter into recruiting activities and decisions. NALP deplores discrimination and unfair employment and recruitment practices whenever and wherever they occur including within NALP. Such practices taint the recruiting process and undermine the ethical foundations of the legal profession. NALP’s Principles compel us to conduct all activities related to the recruitment and hiring of law students at the highest ethical and professional level and strive to keep law students free from harassment, discrimination, and bias throughout their recruiting and summer associate time.

NALP supports its members in their efforts to enforce any and all aspects of their non-discrimination policies. Each law school must apply its own policies and rules for assuring the recruiting activities involving their own students are as fair as possible, and for determining which employers are eligible to participate in the school's career planning and development services. So too does each employer determine which law schools meet its criteria for fairness, equal access, equal opportunity, and inclusion of students from all identities, backgrounds, perspectives, and experiences without regard to any protected characteristic.

NALP provides educational programs and materials to assist member employers and schools in developing policies and programs to promote implementation of NALP's Principles and remind members of the importance and value of fair recruiting practices; to carry out lawful and effective recruiting and hiring efforts; and to increase access, opportunity, and inclusion of students from all identities, backgrounds, perspectives, and experiences without regard to any protected characteristic through their hiring practices. NALP’s role is to provide guidance, resources, and support to help institutions pursue lawful, equitable, and inclusive recruitment practices.

NALP is committed to working with legal employers and law schools to develop additional educational programs on recruiting and to serve as a clearinghouse for information and ideas. The organization will also continue to promote compliance with NALP's Principles through constructive and effective educational initiatives. The twin goals of these efforts are that no individual is subjected to discrimination on any protected basis under law and to increase access, opportunity, and inclusion of individuals from all identities, backgrounds, perspectives, and experiences at every level in legal employment.

ADOPTED: June 9, 1989
AMENDED: July 10, 1998
AMENDED: December 1, 2001
AMENDED: November 11, 2004
AMENDED: February 18, 2005
AMENDED: April 18, 2005
AMENDED: July 15, 2005
AMENDED: July 21, 2007
AMENDED: July 19, 2019
AMENDED: February 26, 2021
AMENDED: February 20, 2026