The social spotlight on the importance of diversity and inclusion has perhaps never shone brighter; however, as a profession that is commonly viewed as highly conservative and notoriously resistant to change, the practice of law still has some way to go before being able to bill itself as truly reflective of the community and people that it exists to serve. By meaningfully embracing and enhancing diversity, law firms and lawyers can reap important social and business benefits that will allow them to evolve in–step with society.

The benefits of diversity in law

From a management perspective, research shows that the benefits of diversity go beyond the strictly business side of things, as diversity within the workplace increases not only profitability but can help with both retention and recruitment as well. In addition, operating in an increasingly diverse world necessitates that law firms and other service providers follow suit, lest they find themselves left behind and unable to meet the growing needs of their clients.

There is also a growing understanding that fostering diversity is, at its core, the right thing to do, as employers want people to feel comfortable showing up to work as who they truly are. To that end, allowing people to be their authentic selves facilitates the creation of meaningful connections and enables people to excel in their role and do the best job possible. In law, great importance is placed on workplace culture, with a firm being only as good as the people that comprise it. Therefore, cultivating a diverse workplace where people feel safe and supported undeniably strengthens this important facet of firm life.

The meaningful application of diversity

Having established the broad benefits of diversity, the question necessarily becomes how to implement initiatives within a law firm so that they can have a meaningful impact. Unfortunately, there is no universal way to achieve this; instead, the meaningful application of diversity begins with a shift in thinking and questioning some imbedded assumptions that many of us have in relation to the customs of the profession. Consider the following:

• Use inclusive language: an offer to “grab drinks” is typically the profession’s default approach to spending time socially; however, what if the invitee does not drink? Instead of defaulting to “drinks,” consider using more open and inclusive language in an attempt to accommodate others’ preferences;
• Navigate tensions thoughtfully: tension may exist between ensuring that people feel comfortable being able to present as their authentic selves, while also allowing them to feel that they are a valued part of a team. This can be navigated by regularly checking–in with people and ensuring that they feel both included and supported in their day–to–day roles and in relation to firm initiatives and events; and
• Be flexible and thoughtful: recognize that fostering diversity is an ongoing process that requires flexibility and constant reassessment. Therefore, firm policies and processes should be regularly evaluated to determine if they are too prohibitive or if they can be improved. In this regard, obtaining (anonymized) feedback will also help to identify any gaps or issues of concern.

Diversify and Conquer

Ultimately, diversity is not a box that you can simply tick and move on from; it is a wholesale change in thinking that requires buy–in from all levels of a law firm to be truly effective. The practical reality is that although there will be those who embrace the move toward diversity wholesale, there will inevitably be others that are more resistant to change and require some convincing. All meaningful change happens incrementally, so even in the face of resistance, it is important to remain optimistic and continue working toward achieving a more inclusive and diverse future that we can all benefit from