Sitting in a diversity and inclusion orientation session when I joined my firm as a first-year associate in the fall of 2014, I quickly became reacquainted with the low numbers and low retention rates of diverse associates at big law firms generally, statistics I was only previously aware of in the abstract. In addition to the sharing of these sobering numbers, the firm also shared, for its part, its ongoing efforts to raise these numbers and to support its diverse associates in various ways. Thinking back to that day has caused me to reflect on the continuing challenges that large law firms face in recruiting and retaining diverse attorney talent despite the fact that many firms have placed diversity and inclusion at the forefront of their initiatives.

If there was a clear solution, someone certainly would have figured it out by now and all of us would be seeing dramatic shifts in the hiring and retention rates in firms everywhere. Diversity and inclusion committees and chief diversity officers would be useful, but unnecessary. But instead we find ourselves grappling with the hiring and retention questions time and time again. We find ourselves saying farewell to diverse attorneys with potential either never realized or never cultivated. I’m convinced, however, that we can continue to chip away at these issues, and eventually we will realize the improvements that most of us openly seek. When coming up with solutions, they key is to look at what matters and what is important to diverse attorneys. It is essential for firms to gain an understanding of our perspectives and support our activities as diverse lawyers.