Why Your Law Firm Got an "F" in Diversity | Goldsby Law

"It is with regret to inform you that your law firm has received an "F" in Diversity!"

Could you imagine if law firms received a grade for their diversity efforts? "We got an F!" are words no law firm would ever want to hear, but quite frankly, many of them should hear it, because it's true! The need for increased diversity efforts in the legal profession has been undeniable for years. But if for some reason you didn't see a need to focus on diversity 10 years ago, there has been an increased need to focus on it since 2020.

While many law firms now recognize the importance of diversity efforts, they often struggle to create lasting impact and meaningful change. And sadly, it's not just law firms. The entire legal profession is failing at diversity! Yup, I said it. We are all being sent to the principal's office if we don't change our behavior fast!

When we still have law firms that are quick to plaster photos of their new "diverse" attorney hire on their website, we are failing! And when law firms create a diversity committee or draft a diversity statement without any thought or strategy, they're getting a big fat F! hashtag# Lucky for you, I'm the teacher for this class and I'm graciously going to give you an opportunity to boost your grade before the final exam. Here is how:

1. Stop Putting a "Band-Aid" on the Issue.

The most common mistake I see by law firms is their surface level approach to a deep-rooted problem. Listen, we already know diversity in the legal profession needs to be addressed, so can we stop pretending that real problems don't require real work to reach solutions? If you are going to do the work, do it right! Just like a doctor wouldn't use a "Band-Aid" when a patient requires surgery, lawyers and law firms shouldn't approach diversity without the proper tools and strategy.

2. Stop Focusing on Diversity Alone!

You can't have diversity, equity and inclusion and only focus on diversity. This sounds obvious, but increasing diversity seems to be the primary focus of law firms. Don't get me wrong, focusing on increasing diversity is a great start, but it's not enough, and only focuses on one part of the problem. What about equity and inclusion? Those aspects matter just as much if not more than diversity. And don't forget about belonging!

The 2022 NALP Statistics show us clearly that while we are making some improvements in law firm diversity, we absolutely have a retention problem. So you can increase diversity all you want but if your culture isn't a place where attorneys feel like they belong and are valued, they are not going to stay.

3. Create a Diversity Action Plan and Get to Work!

After a proper Diversity Assessment, you should have studied hard, learned from your mistakes, and are ready to give it another try. It is crucial to develop a plan for implementing effective diversity, equity and inclusion initiatives that are tailored to the unique needs and challenges of your law firm. And aren't you lucky that the teacher writing this article is also an attorney who provides diversity consulting services and offers a detailed Diversity Action Plan as part of her offerings!

In short, it is not enough to recognize the importance of diversity; meaningful and lasting change requires a deliberate and sustained effort. Your law firm and the legal profession must do more to increase your grade. I'll check in with you again at the end of the semester.

In the meantime, if you are ready to take your law firm from epically failing to smooth sailing, check out my diversity consulting services or education programs and let's get started!