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W
e've been talking about
diversity within our law
firms for years, but not
always following through when it counts.
One example of this is when firms present a
diverse team to win new business in an effort
to meet the client's needs. But lacking tools
to easily assess individual lawyer availability
and monitor ongoing work allocation, matters
end up being staffed more homogeneously.
Clients that have not focused on these
disparities in the past are now requiring their
law firms to provide facts and data about
lawyers assigned to their matters, as well as
partner and management diversity metrics.
To truly make progress on diversity and
inclusion, law firms need easy access to data
to do everything from benchmarking where
they stand now in terms of percent of diverse
representation in all matters, to matters for
top clients, and top work for top clients. Data
can support recruiting, be deployed to backup
qualification for the Mansfield Rule, assess
the success and failures of programs, help
inform strategic objectives, and point to next
best steps.
Data Makes the Case for
Diversity
It's easy to lose site of the tangible firm
benefits of diversity and inclusion. Soliciting
input from those who look like you, with
similar backgrounds and experiences, tends
to reflect back opinions that are similar to
your own. A firm needs everyone involved
to see all the angles. And without a diverse
team, a firm will never be able to arrive at end
results that are truly well-rounded
Looking past client requirements
and the fact that it's just the right thing to
do, diversity programs should be viewed
as strategic initiatives that will ultimately
improve client service and overall firm
performance. Numbers compiled in a recent
article on the The World Economic Forum
1
make a clear case that increasing diversity
across all ranks is good for an organization on
many fronts, including:
Innovation: A Boston Consulting Group
study found that companies with more
Want to Get
Serious About
Diversity?
Use Data
B Y B R E A N N A M . S C H M I D T A N D J A S M I N E C . T R I L L O S - D E C A R I E
