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Post Legal Jobs > Employer Legal Articles > Employers > Legal Workforce Management > Successful Legal Business Advice > Law Firm Diversity and Inclusion
published December 22, 2021

By Maria Laus, Author - LawCrossing

Law Firm Diversity and Inclusion

What Is Law Firm Diversity?


Law firm diversity is the idea that all workers in law firms are treated equally and have a voice. Diversity can be defined as "the quality or state of being diverse." Our blog post is about tips for promoting equity and inclusion. Law firm diversity also includes people who have similar backgrounds, experiences, and demographic traits.

Law firms often struggle with the idea that they may not represent everyone fairly in their hiring process. Law firms can have a hard time finding people who match the same kinds of backgrounds as those from whom they exclusively hire. Law firm diversity also includes an idea that everyone has equal access to jobs and opportunities within law firms, but this is not always the case for women or minority groups - making them feel excluded from these organizations. Law firm diversity is an integral part of the hiring process because it allows law firms and legal departments to represent everyone fairly. Law schools can help by ensuring they have a diverse law students body, but this doesn't stop there.

Unconscious bias is the root of many problems in society, from hiring practices to crime. Unforeseen associations with specific professions or tasks often lead us into automatically distrusting someone who holds this background because they may only be seen as one thing: a criminal.

Unconscious bias often plays a role in who is considered for jobs within legal departments and larger law firms. Unconscious biases are formed by our personal experiences with discrimination or unfairness that may affect the way we see people based on their orientation, color of their skin, etc. These unconscious biases can affect our decisions, and we may not even be aware of them.
 

Critical Strategies for Law Firm Diversity

 
  • Outreach programs for underrepresented groups such as Law School Diversity Scholars and Law Firm Summer Associates are one way to engage a diverse population of law students.  
  • There is also an inherent need for more diversity in legal recruiting and hiring - which would likely help with the problems we've discussed above. Hiring diverse legal staff allows firms to represent everyone fairly and equally throughout their firm.  
  • Hiring practices that reflect the population as a whole. To achieve diversity equity and inclusion in firms, all stakeholders must take action. Law firms should also hire more women lawyers, minorities, etc., which will allow them to represent everyone fairly.  
  • Make accommodations in the workplace so people with disabilities feel comfortable at work.  
  • Determine where you stand now about diversity equity.  
  • Identify how much more work needs to be done before being confident enough to make a hire.  
  • Be confident in making hires that will help you achieve your diversity goals.  
  • Recruiters should be aware of research on diversity, equity, and inclusion in the workforce.  
  • Use inclusive interviewing techniques to ensure your company hires diverse legal staff that will best represent everyone fairly.  
  • Law firms should take time when deciding who they want on their team; that way, everyone has an opportunity for success.  
  • Be conscious of the appearance in job postings - sometimes these can turn away certain members of society (i.e., women, underrepresented minorities). Law firms should make sure to include everyone when they are looking for new team members.  
  • Don't forget that while law schools have a diversity problem, that doesn't mean you can pick and choose from these students' resumes.
 

The Benefits of Hiring Diverse Attorneys in the Legal Industry

 

Hiring Diverse Attorneys Is One Way to Increase the Diversity of Your Law Firm.

 
  • The benefits are that you will be more represented. In addition, it can help with retention rates because people from different backgrounds often have unique perspectives, making them better at understanding clients' needs than those who only work within their own culture or profession.
 

Diversity in the Workplace Has Been Shown to Increase Creativity and Productivity.

 
  • Some practice groups have been able to double the number of clients they get from diverse attorneys.
 

Diverse Lawyers Are More Likely to Be Aware of Different Perspectives, Which Can Help With Problem-Solving.

 
  • The benefits of diversity can't just be measured by how many different perspectives there are but also their ability to develop out-of-the-box solutions that will lead them towards innovation.
 

Hiring Diverse Attorneys Will Create a Better Work Environment for Everyone Involved, Including Clients.

 
  • You can achieve a better work environment for everyone involved by hiring a lawyer with different skill-sets and experiences to represent clients.
 

Having an Inclusive Culture Among Employees Is Good for Business; It Encourages Innovation and Boosts Morale.

 
  • This encourages innovation and boosts morale, so it pays off in the long run for companies who invest time into building their workforces with diverse perspectives on things like race or identity.
 

Diversity Efforts Are Essential Because There's No Such Thing as "One Size Fits All" Regarding Legal Representation.

 
  • A well-versed lawyer from different cultures and backgrounds can more effectively represent you or your company than one solely focused on a specific group. Like women only will be able to do for them specifically concerning any general type of case they find themselves dealing with from here forward.
 

How To Find Diverse Candidates for Your Company?

 

Recognize Those Diverse Attorneys Are More Likely to Be Interested in Your Company.


When looking for an attorney, it's essential to recognize that they will have different interests and needs than your average person. Your potential candidates maybe someone who specializes in one area or with no specialty at all. Create job descriptions specific to your company's needs and give candidates an idea of what they're getting into it.

Knowing that you will have a diverse candidate pool of applicants looking for different jobs can better prepare you when writing job postings.
 

Take Advantage of Social Media Channels Like LinkedIn and Facebook to Find New, Diverse Talent.


Using social media platforms for recruitment is an excellent way to find new talent. First, find your target audience on sites such as LinkedIn and Facebook, then post open positions that will appeal specifically to their interests or needs. Companies can use these platforms to find prospective employees that meet their standards and those with similar work ethic or creative flavor to create an engaging workforce.
 

Conduct a Search on Google for "Diverse Recruiters" or Similar Terms.


Searching for "diverse recruiters" or similar terms will provide you with a list of companies looking to make their job posts more diverse. An executive committee assigned in law placement is an effective way to improve diversity in the legal industry. Law firms should consider reaching out and discussing their needs for a diverse workforce and how they can be included within your company's culture.
 

Reach Out to Organizations With Targeted Recruiting Practices.


The key to success in recruiting is reaching out. Reach beyond your current network and contact recruiters that have targeted hiring practices for certain positions, which will increase the chances of a successful interview process on both ends.
 

Attend Events Geared Towards Minority Groups Where You Might Find Qualified Employees.


An excellent way to attract top talent is by attending conferences, trade shows, or other gatherings tailored specifically for diverse people with similar qualifications and backgrounds as your company's current workforce. It will give them a sense of belonging in their desired career field while also increasing the number on board who can meet all job requirements.
 

Create an Inclusive Work Environment by Making Sure All Employees Feel Safe and Included.


It means that you must avoid any discrimination. Instead, use inclusive practices like showing compassion and understanding when dealing with coworkers' needs or feelings and providing growth opportunities. Hence, they feel confident about themselves on their own time.

Firm partners and employee resource groups can make a big difference in the recruiting process. They should consider having a diversity data report to show how they are making strides in having a diverse workforce.
 

Encourage Diversity Initiatives Through Mentoring Programs Promoting Diversity and Inclusion.


Diversity is a broad term that includes many different aspects. They may be things like age, gender identity, sexuality, educational background, and other demographics. Law firms can help their clients feel included by creating diversity efforts such as mentoring programs or other inclusionary events to promote equality among employees' backgrounds and beliefs.
 

Tips On How to Make the Interview Process More Inclusive in Law Firms

 
  • Make sure the interview process is accessible to people with disabilities, including interpreters or other accommodations. Law firms can provide written phase-by-phase instructions for candidates to follow to ensure proper protocol and know how it will affect their hiring chances.
  • Ensure that there are gender-neutral bathrooms available. Law firms can provide a list of bathrooms in the building that are available for all genders.
  • Ask applicants about their preferred pronouns and make sure they're respected throughout the interview process. Law firms can ask about pronouns during the initial phone interview to have a chance to research and be prepared for in-person interviews.
  • Offer childcare for parents who need to bring children along for interviews. Law firms can provide contact information for area daycares or babysitters who can assist in childcare needs.
  • Allow candidates to wear whatever they feel most comfortable while interviewing, including religious attire or a hijab (headscarf). Law firms can ask candidates what they wear for religious purposes so that the interviewers are prepared to answer any questions about appropriate attire.
  • Create an inclusive environment using words like "we" instead of "I" when describing what you're looking for in an ideal candidate. Law firms can use words during the interview process to express that their office is supportive of people of all backgrounds.
  • Do not discriminate against any orientation or relationship preferences. Law firms can be sure that they are not determining by avoiding words or phrases like "husband," "wife," and other terms used to describe a traditional family unit.
  • In today's day and age of political correctness, it is often hard to find a job that will accept you as an individual without discriminating against your lifestyle choices or preferences in romantic partnerships. There are LGBTQ attorneys with LGBTQ partners.
  • Having a diverse firm relationship partner is beneficial for numerous reasons. First, this can create various teams in companies which benefits them in the long run.
  • We strive to find legal staff that will benefit our potential clients' needs by practicing law with passion. As a result, they are more likely to have high potential in their legal profession, like leadership roles. As a result, law firms are searching for qualified candidates interested in becoming successful attorneys.
  • Law firms must always be on top of their game by keeping up with current events within our ever-changing legal system and society, as well as adapting to new strategies or hiring practices.


What Are Some Common Misconceptions About Diversity and Inclusion in The Workplace?


In the world of work, it can be hard to implement a culture that encourages inclusiveness and diversity. There are so many misconceptions about these topics, but here is one that might surprise you. Some people believe gender equality means hiring only female employees or not biasing against them when they apply for jobs; however, this isn't true since men face discrimination on their resumes.

The following are some of the common misconceptions about diversity and inclusion in the workplace:
 

Diversity in a Legal Profession Is Only for Minorities.


It isn't true - employees from all walks of life have been able to take advantage of these policies when they fall under them. Unfortunately, however, we know how much discrimination there still can be.

For example, certain groups may not access resources like other ethnicities because their heritage has been here before us as settlers. Others also experience higher rates of social disadvantage than others, even when employed at similar levels in the legal profession.
 

Diversity and Inclusion Initiatives Need Specific Diversity Sources, Such as Sexual Orientation or Race, Because of Their Benefits on a Company's Culture.


It isn't true; you can include people from all different backgrounds in a diverse workforce.
 

Mislabeling people as "not being good enough" for specific jobs


It can lead to self-sabotaging behavior such as staying silent or getting used by your colleagues. At other times it is more subtle, like feeling judged at work when you're simply trying not to disrupt another person's meeting time frame--all of which negatively impact mental health AND productivity levels.
 

It's Just a Matter of Hiring More Women or People From Specific Backgrounds.


It isn't enough for organizations that want their employees to be happy as well-rounded individuals capable of effectively working across departments with people from different life experiences.
 

Many People Believe That if They Have More Diverse Candidates, They Will Be Less Profitable.


It couldn't be further from reality. It has been proven how important it is to include all types of individuals in a team setting because everyone can bring something unique.

Whether it's skills with numbers on paper or creativity when coming up with new marketing ideas, for example, those with different backgrounds are more accomplished at understanding complex issues better than those who haven't lived them firsthand.
 

People From Different Cultures Will Never Understand Each Other, Which Leads to Conflict Resolution Problems.


In reality, people from different cultures communicate in various ways - some more effective than others. Therefore, in the workplace, it's essential to learn about your colleagues and adjust accordingly.

See also:
 

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