McDermott Will & Emery Resolved Discrimination Lawsuit
The firm and a former associate have dismissed their litigation following a corporate internal investigation.
Updated on Sept. 30, 2026 in Remote Work
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McDermott Will & Emery has resolved a discrimination and retaliation lawsuit filed by a former associate, Ashley Ogedegbe. The parties filed for a voluntary dismissal of the case in federal court.
Why it matters
The resolution follows an internal firm investigation into incidents at an associate retreat, highlighting the reputational and legal risks firms face regarding workplace conduct and culture.
The firm, which underwent a merger with Schulte Roth & Zabel in July 2025, resolved a lawsuit filed by an associate hired in 2022. Terms of the agreement remain undisclosed following the September 2026 court filing.
The players
McDermott Will & Emery
A global law firm providing legal services to major corporations, recently expanded through a merger with Schulte Roth & Zabel.
Ashley Ogedegbe
A former associate who was employed by the firm from 2022 until her termination in March 2025.
Schulte Roth & Zabel
A law firm that completed a merger with McDermott Will & Emery in July 2025.
The details
The litigation involved allegations concerning remarks made at an associate retreat, where the firm confirmed that phrases including 'white pride' and 'white power' were displayed. McDermott Will & Emery, which denies all allegations of wrongdoing, conducted an internal review following the event. Counsel for both sides subsequently moved to dismiss the case, effectively closing the matter in federal court.
Timeline
Ashley Ogedegbe joined the firm in 2022.
The firm terminated Ogedegbe in March 2025.
Ogedegbe filed the lawsuit in July 2025.
The parties filed for dismissal in federal court on September 24, 2026.
The resolution was publicly announced on September 30, 2026.
Market Landscape
This resolution occurs as McDermott Will & Emery navigates its integration following the 2025 merger with Schulte Roth & Zabel. Large professional services firms increasingly face heightened scrutiny regarding internal cultural compliance standards.
Operators should review their own internal reporting and investigation protocols for cultural incidents to ensure they meet current standards. Documenting these processes is essential for mitigating risk during periods of organizational change or mergers.
The takeaway
Firms must treat internal cultural audits with the same rigor as financial due diligence during corporate restructuring. Leadership should prioritize clear, enforceable policies regarding workplace speech to prevent costly legal exposure.
Further reading
For more on evolving standards for professional conduct in hybrid or dispersed environments, visit Remote Work.
Source note: This article includes information reported by Reuters.
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