Transforming the legal profession
to connect law and society

At Mattos Filho, we believe that legal work is a starting point for transforming our reality, which is why we seek to lead by example and look beyond the legal sector. Our 100% Pro bono practice, Corporate Citizenship area, and Instituto Mattos Filho make up the pillars of our Social Ecosystem, through which we promote democratic access to justice, diversity, equity, inclusion, and knowledge of the legal system.

In 2021, one of the highlights of our pro bono work involved renewing our partnership with the Public Defender’s Office of the State of São Paulo, through which we assist people who have suffered racism, female victims of domestic violence, and victims of gender and sexual orientation discrimination. One of the results of this partnership concerns a study on sexual harassment in universities we carried out last year, which showed that Brazil still has a long way to go in successfully dealing with the issue.

We also work toward helping third sector organizations become stronger as institutions and broaden the scope of their activities. From individuals in socially vulnerable situations and nonprofit institutions in their early stages, we supported a total of 293 pro bono clients in 2021, with approximately 400 professionals dedicating more than 20,000 hours, on top of the work conducted by our exclusive 100% Pro bono practice.

In 2021, the firm supported the Unidos pela Vacina (United for Vaccination) movement, a third sector initiative to facilitate Brazilians’ access to Covid-19 vaccinations. Mova – the firm’s volunteer program that participates in initiatives with leading social impact entities – promoted campaigns with the organization União BR to raise funds for oxygen cylinders and other items sent to a hospital in rural Amazonas, as well as food packages to over 5,000 needy families in different Brazilian states.

Furthermore, we have expanded our pro bono services to refugees and migrants. As well as assisting these people with integrating into the country, we now work on several cases related to regularizing their entry and stay in Brazil. In many cases, Mattos Filho’s team has worked to resolve misinterpretations of migration legislation and made it possible for refugees and migrants to start anew in Brazil.

"Our vision for law and the role of third sector organizations helps Mattos Filho contribute to solutions in the social sphere and position the firm in a unique place within the market. We are invited to participate in important discussions at the Federal Supreme Court, together with institutions recognized both in Brazil and internationally as references in Human Rights"

Bianca dos Santos Waks
Coordinator of Mattos Filho’s 100% Pro bono practice

"One cannot build a more just society without expanding possibilities for access to justice, and Brazil has much work to do in this respect. When we support a community-based group or collective movement with becoming legally established, we help this group to have a voice and defend the rights of a socially vulnerable group. Pro bono work is the way for a more equitable society that is aware of its rights, and consequently, more empowered"

Flavia Regina OliveiraA partner in the Charities, Social Business & Human Rights and Mattos Filho 100% Pro bono practice areas

Promoting diversity and opportunity for all

  • Mattos Filho’s Diversity, Equity and Inclusion Program is at the core of its long-term strategy, as ensuring we have the best talent at hand will also ensure the our business remains sustainable. The program’s main objective is to attract, develop, and retain diverse professionals, and is based on five different pillars, each of which is linked to institutional initiatives and specific affinity groups – gender equity (4Women and EmFamilia), LGBTQIAP+ rights (Mfriendly), racial equity (Soma), rights of people with disabilities (EmFrente), and religious freedom (Lire).

    The Diversity, Equity and Inclusion Program’s main achievements in 2021 are outlined below:


    Racial equity

    Mattos Filho joined the Equidade é Prioridade (Equity is a Priority) Program, a UN Global Compact initiative that establishes goals for reducing inequality and encouraging the presence of black people in leadership positions. The firm hired a specialized consultancy to create a safe space where black professionals can exchange experiences and feel a sense of belonging and inclusion. We also held events on the role and support of allies in the anti-racist struggle and ever-present issues that black women face.

  • Gender equity

    During 2021, the subjects we worked on included forms of collaboration between women, combating unconscious bias, and the importance of addressing gender together with the racial agenda, allowing for greater attention to black women’s experiences and voices in the firm and the legal market. Moreover, we established the 4Women Youth Front, a group of female interns and junior lawyers who discuss issues relevant to the early stages of their careers. The increase in paternity and second caregiver leave from 20 to 60 days was another highlight, reinforcing the firm’s commitment to prioritizing parenting and shared responsibility for childcare

  • Rights of people with disabilities

    To learn more about professionals with disabilities and meet their specific needs, the firm carried out the 2021 People with Disabilities Inclusion Census. The survey was answered by 85% of professionals and helped address accessibility demands for professionals with disabilities. As a result of our pro bono work, we received the Selo da Educação Inclusiva Rodrigo Mendes (Rodrigo Mendes Inclusive Education Seal) for the support we have provided to this education institution, which has been operating for more than 25 years to ensure access to quality education for people with disabilities.

  • The right to religious freedom

    In addition to establishing the firm’s religious freedom policy (which has given professionals the flexibility to take time off work to fulfill religious commitments and traditions), we promoted dialogue between representatives of different religions to strategically combat stereotypes and prejudice at Mattos Filho.

  • LGBTQIAP+ rights

    We conducted an in-depth study about the professional life of transgender professionals at the firm, covering the process of joining the firm to their integration. Furthermore, in promoting actual inclusion and a sense of belonging for LGBTQIAP+ professionals in the workplace, we address questions of intersectionality – i.e., overlapping discrimination – by debating movies such as “The Way He Looks” and “Moonlight”.

Equipe trabalhando

is value

We believe that diversity attracts diversity. Therefore, transformation must start by opening spaces, recognizing and valuing different identities, and forming diverse teams that are more efficient, collaborative, and innovative when engaged.

Throughout 2021, Mattos Filho’s Corporate Citizenship area systematically used indicators and metrics in the Diversity, Equity and Inclusion Program, making it possible to monitor how initiatives are implemented and evaluate the strategies adopted for different fronts. In addition to the team’s macro vision of the program, it started to closely follow the specific professional journeys of various talents at the firm to assist with their development and retention.

An inspiring

Mattos Filho’s Corporate Citizenship area is also committed to the planet’s future. In 2021, we conducted our first two greenhouse gas emission assessments in order to establish the firm’s interim goals for reducing and offsetting emissions. This has been done in line with the guidelines of the Global Compact’s Business Ambition for 1.5⁰C campaign, in which the firm has committed to zero emissions by 2050.

We also became the only law firm in Latin America to be part of the Net Zero Lawyers Alliance, encouraging our members to build a low-carbon economy by sticking to commitments, training professionals and promoting systemic development.

“Our program is well-established and is undoubtedly at an advanced stage – especially when compared to others in the legal market. Our brand attracts the best talent and is recognized for its genuine commitment to diversity and inclusion. Our challenge now is to promote the development and retention of diverse talent. This development requires time and dedication from management, as well as the professional’s own efforts. On the other hand, retention requires us to pay attention to the work environment so that diverse talents feel they truly belong at the firm. The road is long, but we will get there!”

Laura Davis Mattar Manager of the Corporate Citizenship area

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