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Rachel V. Stevens

Senior Counsel
Senior Counsel
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VCard
VCard

Areas of Focus

Overview

With over 20 years of experience, Rachel Stevens is a seasoned litigator focusing on general commercial and impact litigation. She has advised a broad range of clients, including pharmaceutical manufacturers, major media companies, and insurers on issues ranging from product liability litigation, defamation claims, contract disputes, employment advice to insurance coverage. Rachel approaches all her matters with the dual goal of providing outstanding client service and efficient yet innovative legal strategies.

Currently, she leads a historic employment discrimination class action lawsuit on behalf of New York City public school teachers. In this matter, which has been active for nearly 30 years, Rachel has twice prevailed at the Second Circuit Court of Appeals, worked with experts to develop a complex damages model, navigated an arcane regulatory framework to obtain back pay and pension relief, and worked one-on-one with thousands of individual class members. She also advises clients on insurance and supply chain recovery opportunities. In this role, she helps clients obtain insurance coverage and ensure minimal to no disruptions to key supplier relationships. Rachel has appeared in federal and state courts in New York; New Jersey; Washington, D.C.; and Illinois and has substantial experience in appellate proceedings.

Rachel is also dedicated to pro bono work. Over the years, she has partnered with clients and New York City agencies on pro bono projects tackling discrimination, poverty, and hunger and supporting Head Start programs. Notably, in 2012, she was honored by the New York City Coalition Against Hunger for outstanding anti-hunger advocacy work.

Career & Education

    • New York University Robert F. Wagner Graduate School of Public Service, EMPA, 2020
    • University of North Carolina School of Law, J.D., 2004
    • Barnard College, Columbia University, B.A., cum laude, Urban Affairs, 1995
    • New York University Robert F. Wagner Graduate School of Public Service, EMPA, 2020
    • University of North Carolina School of Law, J.D., 2004
    • Barnard College, Columbia University, B.A., cum laude, Urban Affairs, 1995

    • New York
    • New York

Rachel's Insights

Client Alert | 6 min read | 02.14.25

The New Discourse Around DEI: The Evolving DEI Landscape at Colleges and Universities

There has been a lot of talk about diversity, equity and inclusion (DEI) lately, largely due to two recent Executive Orders (EO 14151 and EO 14173) (collectively referred to as “the EOs”) signed by President Trump during his first days in office and subsequent implementing memos issued by the Office of Management and Budget (OMB), the Office of Personnel Management (OPM), and the Justice Department. The EOs aim first to dismantle DEI “mandates, policies, programs, preferences, and activities in the Federal Government.” Specifically, the EOs task the Director of the OPM with reviewing and revising all federal employment practices, union contracts, and trainings to ensure elimination of all DEI and related programs. They next direct federal agencies to combat private sector DEI through civil compliance investigations, to terminate equity-related initiatives, programs, grants, or contracts, and to require certifications (with potential False Claims Act liability if the certifications are not valid) that the contractor or grantee “does not operate any programs promoting DEI that violate any applicable federal anti-discrimination laws.”  These EOs are discussed in detail in our prior Alert....

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Representative Matters

  • Represent over 5,000 public school teachers in an employment discrimination case against the New York City Board of Education, recovering $2 billion for the class.
  • Defended an international media company against libel and defamation claims brought by professional athletes.
  • Represented a major pharmaceutical company in a securities class action matter and a multi-district product liability litigation.
  • Represent non-profit organizations in the review of programs and hiring practices to evaluate risk and provide guidance for maintaining diversity, equity, and inclusion efforts.
  • Work with a major anti-poverty organization to evaluate state preemption laws and strengthen local government self-rule.

Rachel's Insights

Client Alert | 6 min read | 02.14.25

The New Discourse Around DEI: The Evolving DEI Landscape at Colleges and Universities

There has been a lot of talk about diversity, equity and inclusion (DEI) lately, largely due to two recent Executive Orders (EO 14151 and EO 14173) (collectively referred to as “the EOs”) signed by President Trump during his first days in office and subsequent implementing memos issued by the Office of Management and Budget (OMB), the Office of Personnel Management (OPM), and the Justice Department. The EOs aim first to dismantle DEI “mandates, policies, programs, preferences, and activities in the Federal Government.” Specifically, the EOs task the Director of the OPM with reviewing and revising all federal employment practices, union contracts, and trainings to ensure elimination of all DEI and related programs. They next direct federal agencies to combat private sector DEI through civil compliance investigations, to terminate equity-related initiatives, programs, grants, or contracts, and to require certifications (with potential False Claims Act liability if the certifications are not valid) that the contractor or grantee “does not operate any programs promoting DEI that violate any applicable federal anti-discrimination laws.”  These EOs are discussed in detail in our prior Alert....

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Practices

Rachel's Insights

Client Alert | 6 min read | 02.14.25

The New Discourse Around DEI: The Evolving DEI Landscape at Colleges and Universities

There has been a lot of talk about diversity, equity and inclusion (DEI) lately, largely due to two recent Executive Orders (EO 14151 and EO 14173) (collectively referred to as “the EOs”) signed by President Trump during his first days in office and subsequent implementing memos issued by the Office of Management and Budget (OMB), the Office of Personnel Management (OPM), and the Justice Department. The EOs aim first to dismantle DEI “mandates, policies, programs, preferences, and activities in the Federal Government.” Specifically, the EOs task the Director of the OPM with reviewing and revising all federal employment practices, union contracts, and trainings to ensure elimination of all DEI and related programs. They next direct federal agencies to combat private sector DEI through civil compliance investigations, to terminate equity-related initiatives, programs, grants, or contracts, and to require certifications (with potential False Claims Act liability if the certifications are not valid) that the contractor or grantee “does not operate any programs promoting DEI that violate any applicable federal anti-discrimination laws.”  These EOs are discussed in detail in our prior Alert....

View All Insights