Attracting and Retaining Diverse Legal Talent
/Carrington Legal explores actionable ways of recruiting and retaining a robust group of diverse legal talent
The legal profession has long-surpassed the topic of “if” the industry as a whole should be more diverse and inclusive, but many, if not most, are still trying to figure out “how” to get there. Even as law schools continue to enroll more minority students than ever before, law firms and legal teams still struggle to recruit, retain, and promote lawyers that don’t fall into the “white male” category.
Despite well-intentioned visions of inclusive and welcoming environments, diversity workshops, and mentorship programs, little progress is being made to attract and ultimately increase diversity ratios. So, the question remains: what are legal teams doing wrong, and more importantly, what can they do to fix the diversity conundrum?
Here are a few actionable ways that legal teams can recruit diverse associates and improve inclusivity within their organizations:
1. Start from the top
If diversity is to be woven into the DNA of law firms and in-house legal teams, senior management must be committed to the movement. Diversity and inclusion should not just be considered programs or initiatives, but instead be branded into a team’s culture, which is set in motion by senior management. If management does not fully support and lead the charge for these environments, then there is no chance that legal candidates or other lawyers, partners, and staff will be invested in it either.
2. Advocate for diverse management
As important as a top-down commitment to diversity is, it is equally critical for diversity to be reflected at the management level. Organizations with a mix of senior management personnel from different backgrounds will provide incoming and junior associates with an attainable professional trajectory, a roadmap to help them achieve their professional goals, and reassurance that the organization recognizes and rewards dedication and hard work.
3. Diversity-aligned recruiting efforts
One of the main reasons that law organizations claim to have low numbers of diverse associates and partners is because they are unable to find qualified talent. What many may not realize, however, is that they’re not looking in the right places. If firms and law departments want to increase diversity ratios, they need to be proactive about recruiting talented candidates of all backgrounds that come from a variety of professional pipelines.
The diversification of recruiting efforts means more than just recruiting minority and diverse candidates from top-ranked law schools. It also means reaching out to deans and professors from law schools that are less recognizable and esteemed to identify and recruit talent.
The idea behind diversity-aligned recruiting is to broaden your reach and extend beyond what is considered “safe” to ultimately allow truly capable and talented lawyers from varying backgrounds and schools to surface.
4. Consider diverse candidates for internal opportunities
To create and maintain a truly diverse organization, efforts must go beyond recruiting and interviewing a wider pool of talent. Current diverse employees should also be considered for internal roles and opportunities, like case assignments, diversity committees, mentoring programs, and leadership roles. Fostering this professional development will help to retain and promote the talent that organizations worked so hard to recruit.
5. Hire a Chief Diversity Officer
While it is essential for senior management to be fully vested in the diversification of their teams, they may not have the bandwidth to focus much of their attention on this effort. If firms and legal teams want diversity woven into their culture, someone needs to be wholly dedicated to it as a core value. Hiring a Chief Diversity Officer will ensure that diversity-aligned recruiting strategies are implemented, maintained, and integrated into the organization.
6. Make diversity a proclamation
This commitment should be reflected in both internal and external communications, like value and mission statements. Proclaiming and solidifying diversity as an organizational core value will relay a high level of dedication to the community, as well as help to weave the concept of inclusion into the fabric of an organization.
Ultimately, recruiting and retaining dynamic and diverse lawyers is what will keep the profession moving forward and relevant, but quick-fixes and one-off initiatives are not going to cause the systemic change needed to create a truly inclusive industry. For legal teams to be successful in their quest for diversity, the emphasis must be rooted in the makeup of the organization, starting from the top down.
Carrington Legal Search is a woman-owned business committed to providing a diverse slate of talent for each of our searches. We have proactively developed a diverse network of legal and compliance professionals. To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.