By Hank Grezlak | February 11, 2021
Is it easier—or harder—for midsize firms and boutiques to attract diverse talent? And what steps can those firms take to change things?
By Nicole D. Galli | February 1, 2021
Diversity means recruiting (and hopefully maintaining) individuals in an organization of different genders, race, cultural and socio-economic background, sexual orientation, abilities, etc. In other words, in an ideal world, a workplace will reflect the rich diversity that is present in our overall society.
By Meredith Hobbs | January 7, 2021
Several midsize firms have made significant advances in increasing the diversity of their young legal talent, but it's still a work in progress.
By Ioana Good | January 5, 2021
To help firms move forward and create the right culture, here are some ideas and lessons learned from companies who have collected and analyzed data to determine the need for change and have designed their D&I strategy to match their business objectives.
By Nicole D. Galli | November 16, 2020
In addition to my own thoughts, I look forward to bringing you fresh voices and perspectives each month on these important issues, including from my team at Women Owned Law (WOL) and some of our colleagues in the boutique and midsize law world.
By Lizzy McLellan | October 8, 2020
The new program, which is tailored to firms with 100 or fewer lawyers, is meant to push firms toward tracking data to help diversify their leadership pipelines.
By Ben Seal | June 26, 2020
"We were told in no uncertain terms that the onus was on the Black associates to claw our way into the inner circles or the all-boys' clubs," said one Black associate who left an Am Law 100 firm.
By David Gialanella | May 5, 2020
"I think that there is a fear in 'saying out loud' that past D&I efforts have not worked exactly the way the firm hoped they would," Lauren Fenton-Valdivia says. "The art of doing so means that a firm can set the stage for new, innovative ideas for moving the needle."
By Lizzy McLellan | April 21, 2020
"Law firm leaders need to consider if decision-making is performed with an equity and inclusion lens and evaluate the pathway to becoming a partner and leader at their firm, working to ensure opportunities for underrepresented attorneys to fill seats," Schaures says.
By Lizzy McLellan | March 26, 2020
What happens when a firm really confronts its business model in efforts to make improvements in diversity?
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