Every now and then, you will find a lawyer representing a victim of racism, bias, and prejudice. Unfortunately, these legal practitioners can preach water and drink wine at times. Inclusion and diversity in the legal department are sometimes lacking.
An Overview of Diversity in the Legal Industry
Although one cannot say there has not been any progress, it is slow. Between 2009 and 2016, the number of female attorneys went up by less than 1%, while the number of minority attorneys increased by 1%. In 2007, only about 4% of active lawyers were African-American, and 4% were identified as Hispanic. Ten years later, that number had only gone up by 5% in each, despite Hispanics and African-Americans comprising 17.8% and 13.3% of the entire U.S. population.
This issue gets more alarming when looking at the top position in this field. Only about 9% of partners are African-American, with 20% being female and 3% being women of color. Several issues have been cited as the reasons for this lack of diversity. Some of them include less-privileged students not being able to afford law school, inner-city schools lacking adequate resources to support students from such communities, and minority lawyers lacking the opportunities after graduation.
Statistics on Diversity in the Legal Field
- As of 2020, people of color made up more than 30% of the entire U.S. population, yet they made up about 13.5% of the legal workforce
- Note that 25% of law firm associates are persons of color, with less than 10% of people of color being partners
- When it comes to race, 87% of attorneys are white, 5% are Hispanic or Latino, 5% are African American, 2% are Asian, and 1% are American Native or Alaska Native
- When it comes to partners, 90% are white, and 10% are people of color
- Regarding gender diversity, 64% are male, and 36% are female, while 79% of partners are males and 21% are women.
Why Is Diversity Important?
Diversity is important in the legal industry, as it reflects society as a whole while enabling firms to serve their clients better. In addition, it is not that minority groups are not qualified. It is the unconscious bias of believing that they cannot do better. Diversity in the legal industry leads to better employee engagement and promotes diverse perspectives. Also, by promoting diversity, especially at the management level, leaders are given the opportunity to change the firm’s culture and create an environment that emphasizes inclusion.
Benefits of Diversity
Here are some of the ways employers can benefit by emphasizing diversity:
- Attract New Business: A firm that embraces diversity has a high chance of attracting a large pool of clients. For instance, bilingual attorneys can attract clients from different cultures.
- Promote a Culture of Success: When you recruit from a diverse legal workforce, you are expanding your scope of getting qualified candidates. This means you are hiring the most talented individual for the position, which leads to successful legal outcomes.
- Increase Retention Rates: Attorneys employed in firms that value diversity have been reported to be happier in the workplace. A legal professional that identifies with different minority groups is less likely to feel isolated by other groups. Not only does this improve performance, but a contented employee is unlikely to leave that firm.
- Promote Innovation: With a legal team made of people from diverse backgrounds, employers get to enjoy unique perspectives from different groups. A company culture that is diverse promotes critical thinking, and this results in strong advocacy skills and innovative legal strategies.
Tips on Building More Inclusive and Diverse Law Firms
There is no one-size-fits-all when it comes to building a diverse law firm. However, here are some helpful tips that can help employers ensure their firms are inclusive and diverse.
- Diversify Recruiting Practices: Come up with diversity-centric recruiting practices that will contribute to creating a diverse culture in your culture. Also, that does not mean simply pursuing minority candidates from prestigious law schools. Go a step further and recruit qualified candidates even from colleges that have been ignored in the past.
- Celebrate Differences: Create an environment where employees feel comfortable talking about their characteristics and experiences that make them unique.
- Invest in Diverse Attorneys: Even after hiring lawyers from minority groups, invest in them by offering the same training, levels of responsibility, client-facing opportunities, and accessibility to making key decisions in the firm.
A diverse workforce promotes productivity and team morale and leads to the firm’s growth. As recruiters, it is important to try and eliminate the biases directed at minority groups and try and ensure you are creating an inclusive work environment.
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