I am retired from the practice of law in a large law firm, but I keep my eye on issues law practice. This morning I read an article in the ABA Journal online titled "Demographics as destiny: Making the case for law firm diversity and inclusion." It reports:
"in 2009 . . . women made up about 16% of [large] firms’ equity partners. Ten years later, that figure had risen only to 21%. It is a dreary gain, given the fact that more than 54% of law students at ABA-accredited law schools nationwide are women. . . . people of color made up 9% of equity partners and women of color only 3%. LGBTQI+ individuals were about 2% of all equity partners, and persons with disabilities were about 1%. The figures for these latter two groups are less certain, however, since many firms do not collect data on disabled or LGBTQI+ individuals. . . . . [Moreover, the] attrition rate among women, and particularly women of color, is high."
And yet clients are demanding it, and the business rationale that supports diversity and inclusion--increased business for the law firm!--has been consistently validated. The conclusion is clear to me.
The article is here:
https://www.abajournal.com/columns/article/demographics-as-destiny-making-the-case-for-law-firm-diversity-and-inclusion?utm_medium=email&utm_source=salesforce_412079&sc_sid=00170575&utm_campaign=monthly_email&promo=&utm_content=&additional4=&additional5=&sfmc_j=412079&sfmc_s=46054306&sfmc_l=1528&sfmc_jb=1005&sfmc_mid=100027443&sfmc_u=11905062