Many law firms have expanded efforts to invest in diversity, equity, and inclusion (DEI) initiatives. Over the past 15 years, there has been an increase in the number of dedicated DEI professionals, a proliferation of affinity groups to support retention and development, and amplified participation in regional and national diversity-focused programs, like the Philadelphia Diversity Law Group and the Leadership Council on Legal Diversity, respectively.

While these efforts are indeed commendable, DEI initiatives at law firms should also extend to nonlawyer professionals, who can account for up to 50% of a firm’s total headcount and are too often overlooked. Staff and other business service professionals, including within the HR, IT, marketing and business development departments, play a crucial role in the overall success of a law firm. Some attorneys, particularly more junior attorneys, may interact more frequently with practice assistants, paralegals and other support staff, than they do with clients or even senior partners. Although nonlawyer professionals are in many ways just as important as attorneys to the operation and management of a law firm, there are significantly fewer DEI resources dedicated to their support. As firms continue to show their commitment to DEI, more thought should be given to integrating and engaging nonlawyer professionals. To fully advance a diverse and inclusive firm culture, everyone that contributes to the firm’s success should be included in the conversation. Law firms can engage and integrate business service professionals into DEI efforts by including them in affinity group programs, providing formal mentors and supporting their professional development.

Open Participation in Affinity Groups