Recruiting & Retaining Diverse Attorneys: Building an Inclusive Legal Profession

In the United States, the legal profession plays a critical role in upholding justice and advocating for societal change. However, despite strides toward diversity and inclusion, significant disparities persist within the legal field. While non-white individuals make up about 40% of the U.S. population, only 19% of lawyers are non-white, highlighting a clear gap that needs addressing.

Progress has been made, especially at the associate level, with increased representation of women, people of color, and LGBTQ+ individuals among summer associates and associates. However, advancing diverse attorneys to partnership positions remains a challenge, with women of color particularly underrepresented within partnership ranks.

Barriers to Diversity

Several studies highlight the persistent barriers to diversity within the legal profession. Research shows that white applicants receive about 50% more callbacks than Black applicants with identical resumes. Additionally, biases are evident in the treatment of diverse students, with Caucasian males often granted preferential access to faculty members, compared to their female or diverse counterparts.

The Thomas Meyer study, conducted in 2014, underscores the need for proactive measures to address biases in legal evaluations. The research analyzed 60 partners from 22 firms who reviewed a memo written by a third-year associate named Thomas Meyer. Half were told Meyer was white, and the other half were told he was Black. The memo attributed to the white Meyer received a score of 4.1 out of 5, while the memo attributed to the Black Meyer received a 3.2, despite both memos having the same number of spelling errors. The group analyzing the Black Meyer's paper found more errors than those reviewing the white Meyer's version.

Meritocracy & Bias

Meritocracy, the belief that individuals succeed based on their talents and efforts alone, often overlooks the pervasive influence of bias. Many assume the playing field is level and that merit alone determines success. However, even individuals with the requisite skills and abilities may be denied opportunities due to conscious or unconscious biases. Conversely, biases can also lead to overestimating someone's merit, granting undue advantages based on implicit preferences. Recognizing and mitigating these biases is crucial to ensure that merit truly determines success and that opportunities are equitably distributed. Awareness of biases is the first step toward creating a fairer and more inclusive legal environment. To combat bias effectively, implementing blind reviews, using software tools for objective evaluations, and maintaining consistent feedback mechanisms are essential.

Leveraging Collective Power for Diversity

Clients increasingly prioritize diversity when selecting legal representation, presenting opportunities for firms to align their values with client expectations. Collaboration with clients and a genuine commitment to diversity beyond surface-level metrics are crucial for meaningful progress. To enhance diversity and inclusion within the legal profession, firms can implement various strategies:

• Organize diversity receptions for law students to foster connections and opportunities.
• Establish formal mentoring programs for junior lawyers to help better support the growth and development of attorneys. In 2023, 86% of law firms that submitted data for Bloomberg Law's DEI Framework reported having mentorship programs as a way to increase diversity at all levels.
• Host events that facilitate interactions between diverse associates, partners, and prospective candidates.
• Develop specialized programs to provide diverse attorneys with industry-specific knowledge and skills.
• Invest in pipeline programs targeting high school and undergraduate students to cultivate interest in legal careers among underrepresented groups.
• Establish DEI benchmarks to help track your progress. Focus on clear and digestible metrics like pay rates, participation in mentorship programs, hiring sources, and a sustained commitment to racial and ethnic diversity in leadership. This approach helps organizations stay accountable to their goals and ensures that lawyers from all backgrounds have fair opportunities to build their careers and book of business.

Inclusion should extend beyond mere representation to foster a sense of belonging for all individuals within the legal profession. Allies play a crucial role in advocating for diversity and challenging biased practices. As an ally, take the time to conduct your own research and educate yourself, rather than putting that responsibility on the ones you care to learn from.
Here are a couple of steps you can take to as an ally:

• Read the book “What If I Say the Wrong Thing? 25 Habits for Culturally Effective People” by Vernā Myers. This practical guide helps readers enhance cultural competence and navigate diversity issues more effectively.
• Speak up on someone's behalf if you feel that he or she has been minimized or a victim of an inappropriate comment.

Conclusion

Recruiting and retaining diverse attorneys is not only a matter of social justice, but also critical for the legal profession's effectiveness and legitimacy. By addressing systemic barriers, challenging biases, and leveraging collective efforts, the legal industry can move closer to realizing its potential as a diverse, equitable, and inclusive sector. Through deliberate actions and sustained commitment, the legal profession can lead by example in promoting diversity, equity, and inclusion for generations to come.

This article was originally published on Bloomberg Law. Read it here