Despite an upswelling of attention to diversity and inclusion in the legal profession three years ago, large law firms as a whole have been slow to make changes resulting in a more racially and gender-diverse profession.
However, firms that have made more substantive progress said they’ve done so by taking a more systematic approach of integrating functions like work allocation, performance reviews and client pitches into their DEI goals.
“We can’t just be focused on events and activities, and we can’t just be focused on changing hearts and minds,” said Alexis Robertson, director of diversity, equity and inclusion at Foley & Lardner. “It has to be more of a systems-focused approach and complementing and integrating that with broader talent management systems.”
Major events in the news in 2020 like the murder of George Floyd served as the impetus for law firms to make good on long-awaited client demands for diversity initiatives, though industry consultants say this often resulted in a superficial response without much analysis of the impact of those efforts.
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