SKIP TO CONTENT
Take a quick glance through most law firm websites and you will see copy touting a “diverse” partner’s latest achievement, a summer program that helped the firm recruit a superstar “diverse” associate, or a new firm flexible-work policy crafted to improve retention of “diverse” team members.
While the intentions behind each of these marketing initiatives are likely good — firms should promote their efforts to...
From playing golf to playing poker, law firms offer no shortage of networking opportunities. But as we’ve discussed here before, they’re often activities that men tend to dominate.
So the results of a series of studies on networking should come as a surprise to no one: Men who network...
We’ve talked before about how law firms should prioritize disability inclusion. Ahead of National Disability Independence Day on July 26 — a federally recognized day to celebrate the 1990 signing of the Americans with Disabilities Act (ADA) — we wanted to round up some of the best practices for creating inclusion for people with disabilities.
The...
How will your firm celebrate LGBTQ+ Pride Month in June? The history of the struggle for LGBTQ+ liberation is interwoven with the practice of law, and the greatest moments of progress throughout the past century have come as a result of advocacy both within and outside the legal system. Take a moment to revisit:
This should not be a radical statement, but in many corners of the legal industry, it still is. It seems obvious that women and men should share responsibility for creating more inclusive workplaces. Yet most gender-inclusion programs still focus on how women should navigate the workplace differently to overcome obstacles they face due to sexism. Gender bias may be tougher to overcome in the legal profession than in other industries. The law firm model “views women as inherently...