It’s no secret that law firms understand that diversity can be an essential pillar to the success of that organization. Our profession requires multiple perspectives to assist in properly addressing complicated issues on behalf of our clients. Diverse firms tell the public that the law firm is inclusive and welcoming to lawyers from a variety of backgrounds, but that their varying points of view matter. However, seeking out and hiring skilled diverse attorneys is only one part of the challenge facing law firms. Retaining diverse attorneys presents its own unique set of challenges that firms must face to ensure its continued success in providing the client services it seeks and its clients demand.

According to a 2017 Law Firm Diversity Survey from the Minority Corporate Counsel Association (MCCA), 16% of attorneys working in law firms are diverse. This is reportedly at an all-time high according to the MCCA. However, at the same time, while diversity in law firms is increasing, so too is the higher rate at which diverse attorneys depart their law firms. Specifically, 22% of all attorneys and 27% of associates who left law firms in 2016 were diverse. This is an alarming rate that should challenge law firms to shift their focus from simply increasing the hiring of diverse candidates to creating an environment that encourages these attorneys to stay and become a part of the firm’s culture. To help increase the retention rate of diverse lawyers, law firms can focus on the following practices: improve and invest in robust mentoring programs; and incorporate inclusion practices into daily routines, not just the hiring and on-boarding process.