I can’t recall a single interview with a law firm leader in the past couple of years in which we talked about long-term strategy and didn’t touch on diversity. That’s especially the case as more firms aim to fit the requirements of Mansfield Certification—now the standard for law firms that care about creating opportunities for women and minorities.
Still, that doesn’t mean everyone is seeing results. And many of those conversations I’ve had still steer toward a real head-scratcher: how do we diversify our leadership now if we lack women and minorities in the pipeline because of our hiring practices in years past?
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