"We're trying to find a lot of ways to expose in-house lawyers to [diversity issues], so at least they're thinking about them," says Garcia.
Likewise, Garcia has pushed to put workplace diversity on the agenda of the outside firms who represent Office Depot. That effort began shortly after she became general counsel. "When I first met with firms, I'd ask if there were minority and women lawyers on our matters," recalls Garcia. "I don't think they knew what to make of it."
They soon discovered that Garcia definitely meant business, as three years ago Office Depot began requiring outside firms to track the number of hours that women, minority, and LGBT attorneys work on its matters. Those numbers are submitted on a monthly basis, along with firms' legal bills. Garcia reviews those numbers annually, and sends a letter grade to every firm based on their performance.
While she has generally been willing to give firms a few years' leeway to improve their marks, Garcia is now looking for measurable progress. And firms that haven't gotten serious about diversity may well find themselves losing work. "We've tracked it for three years, so next year will be the test," she says.
While she has generally been willing to give firms a few years' leeway to improve their marks, Garcia is now looking for measurable progress. And firms that haven't gotten serious about diversity may well find themselves losing work. "We've tracked it for three years, so next year will be the test," she says.
This article originally appeared in Corporate Counsel under the headline “Diversity Champs.”
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