Diversity in law shouldn’t start and end at hiring: Here are 4 ways to do more

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Diversity is often viewed as a social responsibility that makes the world a better place, but businesses that see it as little more than a mechanism for performative progress are missing out. An ongoing McKinsey study proves workplace diversity is a force for innovation and increased profitability for businesses. More recently, McKinsey found that “diverse companies are more likely to financially outperform their peers” by up to 36%.

And while more law firms and in-house legal teams are starting to prioritize DEI by hiring more diverse candidates, an excerpt on Racism — and even the American Bar Association — recently described the legal profession as the “least diverse of any profession.” One glaring example is the case of Asian American lawyers who represent more than 10% of graduates in top law schools yet remain the least likely group to be promoted to management in the United States, according to Harvard Business Review.

Diversity in law shouldn’t start and end at hiring. In addition to job opportunities, it’s important to create inclusive policies and environments for marginalized legal professionals so they can thrive in the legal industry and contribute to innovation, profitability, and growth. Here are some steps you can take.

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Melanie Smith
Melanie Smith

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