The Importance of Leadership Diversity in the Law
/The only way to sustain the law profession’s diversity gains is to welcome and promote a diverse set of leaders to steer the ship.
There is no mistaking the evidence: companies that have woven diversity into their organization, specifically in leadership roles, are more successful. According to a McKinsey study, “companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their prospective national industry medians.”
Nevertheless, the number of diverse lawyers in senior management and partner positions remains low. According to the National Association of Law Placement’s 2018 diversity report, the progress in increasing the presence of women and minorities in partner roles has been marginal at best.
According to the report, minorities accounted for 8.24 percent of partners in the nation’s largest law firms, and women accounted for 22.70 percent in 2017, increasing to 9.13 percent and 23.36 percent, respectively, in 2018. Even more discouraging, the current percentage of minority women in partnership roles is only 3.19 percent, making that demographic “the most dramatically underrepresented group at the partnership level.”
The continued lack of diversity in the law is in large part due to a long-standing culture. Today, however, firms and organizations with in-house legal teams are challenging the status quo and breaking down antiquated biases by placing a strong emphasis on diversity and inclusivity, specifically at the management level.
Why is leadership diversity so vital to the diversity and inclusion movement overall?
Hiring diverse attorneys is a necessary component to building diverse legal teams, but the only way to ensure the longevity and sustainability of those diversity gains is to also welcome and promote leaders from different genders, races, sexual orientations, and cultural backgrounds. Only then will diversity and inclusion truly be embedded into the culture and DNA of law organizations.
In addition, when an inclusive culture is not embraced from the top down, it is nearly impossible to speak authentically to clients and internal colleagues. Therefore, it is imperative that partners and senior leaders represent and understand the clients whom they serve—including where they’re from, who they are, what has shaped them, how they prefer to be spoken to, and what resonates with them. You can’t naturally communicate with your audience from a singular point of view.
How can you promote leadership diversity?
1. Formally adopt the Mansfield Rule
The Mansfield Rule, created on the basis of the NFL’s “Rooney Rule,” requires that at least 30 percent of the candidates being considered for leadership and partner positions within subscribing law firms come from diverse backgrounds. This includes women, racial and ethnic minorities, lawyers with disabilities, and LGBTQ+ lawyers.
The Mansfield Rule: Legal Department Edition takes it even further and requires that at least 50 percent of the candidates being considered for key leadership roles within in-house legal departments are women, racial and ethnic minorities, lawyers with disabilities, or LGBTQ+ lawyers.
2. Abolish unconscious bias
While most don’t want to admit it, unconscious bias is alive and thriving. It’s time to concede that as humans, we tend to gravitate towards people who are most like us, and recognizing this as the root of most unconscious biases is the first step toward reducing it in the workplace. Providing diversity and inclusivity workshops and using technology to find and remove biased language on job descriptions will help ensure that underrepresented attorneys are given equal opportunities at all levels, most specifically in leadership roles.
3. Hire a chief diversity officer
The Chief Diversity Officer’s sole responsibility is to increase diversity and inclusion in the workplace. The role manages company-wide diversity training to create and foster a work environment where all attorneys are respected, championed, and treated equally. They are also responsible for overseeing hiring processes that consider candidates from varying backgrounds. Hiring someone for this role embodies what it means to walk the talk, and it solidifies a company’s stance on creating a more diverse and inclusive workplace.
Embracing diversity in the law profession can unharness potential and promote innovation and growth. But to get there, inclusivity must start at the top. Partners and key business leaders must create a new standard for inclusion if they want to see a difference in their organizations. The ultimate goal is a fully diversified legal workforce. And although progress is slow, we are moving in the right direction.
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.