While law firms have focused on increasing diversity, many firms have not successfully moved the needle on improving equity and inclusion, according to a recent article in American Lawyer by Patrick Smith.

Smith points out that firms run the risk of alienating their talent by the disingenuous inclusion of lawyers of diverse backgrounds on pitch teams who are then not all included on the client team going forward. This practice of “tokenism” can also alienate clients.

Every law firm, just like a snowflake, is inextricably different from every other firm. Yes, your firm may share similar clients, financial challenges, and strategies, but your firm is different because of your culture, because of your leadership, and because of your lawyers. So, you need to talk about diversity, equity, and inclusion (DEI) among yourselves. It’s not about every other firm; it’s about your firm being the best firm it can be. In the opinion of this writer, you need a commitment to DEI to achieve that. I suggest that you sit down among yourselves and answer a few questions.

• Does your firm really want diversity within its ranks, including your leadership ranks? This question requires an open and candid conversation among current leaders. If the answer is yes, making meaningful improvements on equity and inclusion at the firm is a must. If the answer is no, there is no need to answer the remaining questions.
• What are your firm’s biggest hurdles to DEI?
• Who are your qualified candidates at both partner and associate level?
• Are diverse teams afforded equal opportunity to work on the “top clients” and most challenging engagements?
• Do you have a specifically articulated and transparent pathway that your lawyers may follow from associate to equity partnership status? Do DEI principles factor into that equation?
• Does your firm have a program to develop leaders and track individual progress?
• Do your firm’s hiring and training programs (both lateral and first year) stress DEI?
• Has your current leadership had open discussions with your lawyers about the firm’s commitment to and goals for DEI?

Diverse hiring without equity and inclusion as primary elements of the firm’s culture and practices is hollow – merely window dressing. Industry leadership is becoming more diverse every day, as are your clients and their future decision makers.

Respectfully, I urge your firm to talk about it.

Contact

The Professional Services Practice at Aon values your feedback. If you would like to discuss any of the topics raised in this article, please contact George J Wolf, Jr.

George J Wolf, Jr
Managing Director
New York