Diversity in The Legal Profession Diversity Reading Room

The Diversity in The Legal Profession Reading Room is designed to provides employers and recruiters with the information and resources needed to succeed with diversity in the legal profession. It features articles, studies and other resources on the subject of diversity in law andthelegal profession.

Bernard Hodes Group
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Spotlighted Articles

  • Everyone talks about the business case for diversity, but when it comes to large

    The Diversity Recruitment Advertising Toolkit Directory, 2nd Edition is a 288-page directory that contains over 650 career-focused, national newsletters, magazines, journals, web sites, job banks and job boards targeting college-educated African American, Arab American, Asian American, Hispanic and Native American professionals. This informative resource also contains 40 pages of strategies and over 1,000 additional diversity recruitment advertising resources including listings of associations, recruitment marketing companies, and government agencies.

    Click to find out more about this essential tool for employers seeking a diverse workforce.

    law firms, very few understand the business forces that are driving diversity. Even fewer know how to galvanize those forces to achieve transforming changes within such firms. In rushing to join the politically correct position about the value of diversity, even the most well-intentioned advocates—whether in law firms, major corporations, or Bar organizations—miss completely or fail to account for the real business driving factors. As a result, they also fail to recognize an opportunity to use a fundamental empowerment concept that could transform diversity strategies and lead to the results they want.

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  • Many law firms understand the importance of building a diverse workforce. The changing demographics within the United States have signaled to firms that diversity is an important goal that will affect the firm’s viability and ultimately the bottom line. In response, many firms have launched diversity recruitment efforts designed to bring more women and attorneys of color into the firm. The problem has been that within a few years of being hired attorneys that qualify as “diverse” leave the firm in search of more inclusive, diverse and culturally competent work environments.

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Research Desk

  • The Minority Corporate Counsel Association presented its 2006 Survey of Fortune 500 Women General Counsel showed that the number of women general counsel increase to 83--up from 76 reported in the 2005 survey. The Minority Corporate Counsel Association also took a look at women general counsel in the Fortune 501-1000.

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  • EEOC Diversity in Law Firms Study

    By: U.S. Equal Employment Opportunity Commission

    The 2003 EEOC Diversity in Law Firms Study 2003 study examines the employment status of women and people of color at law firms required to file EEO-1 "Employer Information Reports" breaking down the racial, ethnic, and gender composition of an employer's workforce by job classification. The study also looks at the relationship between firm characteristics and the employment of people of color and women. Results suggest that the most pressing equal employment issue in large national law firms is no longer hiring but conditions of employment, especially promotion to partnership.

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  • Minority Law Journal surveyed 255 of the largest and highest-grossing firms in the country. We included the 250 biggest firms as ranked by The National Law Journal, as well as five firms that made The American Lawyer’s Am Law 200, but didn’t make the NLJ 250. (The National Law Journal and The American Lawyer are both ALM publications.) A total of 240 firms reported ethnic data for this year’s Scorecard. Firms are identified by their main or largest office. Partner statistics include both equity and nonequity partners. Nonpartner figures include associates as well as special counsel, of counsel, and other staff attorneys. “Other minorities” includes Native Americans and those attorneys who said they were multiracial. (must register to access this study)

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  • According to “Visible Invisibility: Women of Color in Law Firms,” a report by The ABA Commission on Women in the Profession, women of color experience unique disadvantages based on race in addition to gender. White women experience such events based on gender alone, men of color experience such events based on race alone, and white men have virtually no first-hand or personal experience with discrimination.

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  • The Minority Corporate Council Association recently updated Pathways to Diversity®: A Study of Law Department Best Practices. The report is a combination of research and in-depth interviews corporate legal departments. The diversity practices of 48 companies were studied. The original study was published in 2000.

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