Top Ways Leaders Can Impact Diversity and Inclusion in the Law
/In order to ignite meaningful change, culture must be set from the top down
There is no doubt that diversity and inclusion are lacking in the law profession, and that female and minority lawyers experience unique tribulations in the workplace. Whether it’s feeling that they are given fewer opportunities for growth, or that there is less margin for error than others, the makeup of the industry has made it more difficult for many diverse lawyers to thrive.
In some cases, lawyers from diverse backgrounds can find it hard to break into certain influential social circles, making it nearly impossible to build relationships with leaders who will champion their advancement within the organization. Law firm partners and rainmakers, along with those that manage and lead in-house legal teams, however, have the unique ability to remove these barriers and strategically position diverse attorneys to flourish within the profession.
This level of influence was recently exemplified in an open letter signed by general counsels and chief legal officers at over 170 companies. The missive told law firms that they expect them to “reflect the diversity of the legal community and the companies and customers that we serve.”
If legal organizations want to create inclusive and diverse environments, they must start with integrating the voices and perspectives of traditionally underrepresented groups in a significant and valued way, and the dynamic must be generated from the top.
This is what it takes for leaders and rainmakers to make a significant impact and define this culture:
1. Show more than support
Most people believe that for a diversity and inclusion strategy to be successful, it must be backed by leadership—but merely obtaining support does not a cultural shift make. Simple support or “buy-in” suggest that leadership is in passive agreement, and this alone is not enough to make significant progress. Leaders play the most critical role in the development of diverse and inclusive cultures, and in order for a vision to succeed, they must own the action and display the behavior.
As demonstrated by the open letter to law firms, leaders who seek systematic change must publicly and prominently proclaim their commitment to diversity. Organizations that have received any type of recognition for their success in building inclusive environments have leaders who are hands-on and innovative in their approach.
2. Empower and educate your leadership team
Successful leaders naturally weave the topic of diversity into larger, fundamental messages. Inclusion is embedded in the leadership team’s vernacular. Whether it is the managing partner’s annual address or recruiting discussions that reaffirm that diversity is an expectation and not a “nice to have,” leadership teams must be educated and emboldened to fully incorporate and disseminate the message throughout the organization.
3. Understand your audience
It’s irrational to assume that what resonates with one person will resonate with another. The job of an impactful leader is to uncover what motivates the workforce, segment the audience, and then inspire action by tailoring a message accordingly.
When it comes to diversity, some people are driven by the innate morality of the topic; others may be moved by the notion that diverse perspectives generate more polished ideas than those derived from a small group of like perspectives; and some individuals are motivated by the fact that clients demand it. Whatever the case may be, knowing what inspires your workforce will help you share your message and get everyone on the same page.
4. Walk the talk
Unless leaders personally exhibit the inclusive behaviors that they want to see in others, they send a non-verbal message about their lackluster commitment to the cause. Therefore, inclusion must be demonstrated on all levels, and an emphasis on having multiple viewpoints in the room should be steadfast. For example, when creating a committee geared toward attracting female lawyers, your gut may tell you to create an all-women committee. In a truly inclusive environment, however, value is placed on the outcomes generated by various perspectives, and therefore, the committee should be comprised of both men and women.
5. Self-awareness
Lastly, successful leaders are vulnerable and understand that they, too, have a human tendency to harbor unconscious biases. Those that recognize that they are not perfect are able to turn mistakes into learning lessons and use their leadership position to authentically connect with and educate others.
Ultimately, significant progress in diversity and inclusion can only happen when leaders embody the change they want to see—and acknowledge that impactful solutions are created, not found.
Carrington Legal Search is a woman-owned business committed to providing a diverse slate of candidates for every engagement. We seek out and maintain a diverse pipeline of candidates. To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.