Gender diversity is important, but it’s not the only form of diversity. “I sat down with Prince, eye to eye / He told me his wishes before he died / Now, Londell McMillan, he must be color blind / They only see green from them purple eyes.” — Jay-Z Last month, Law.com published “Diversity in Big Law Means…keep reading
Amid a sharp drop in African-American enrollees at Harvard Law School, a task force on diversity has released the results of a yearlong study, with recommendations that a group of students says come up short. The number of black first-year law students at Harvard declined significantly in 2016—the year after racial tensions erupted very publicly…keep reading
CHICAGO–(BUSINESS WIRE)–The Inclusion Initiative, a collaborative program among law departments at major corporations across the country, announced today that member companies spent over $226 million in 2016 with minority- and women-owned (MWBE) law firms. “The Inclusion Initiative is a significant success story in the movement to build and sustain diversity and inclusion in the legal…keep reading
Read article by clicking on link below The Explicit Impact of Implicit Bias
It is no secret that diversity at Big Law remains painfully stagnant. But when we talk diversity, our focus more often than not is on gender, to the exclusion of minorities, people with disabilities, LGBTQ individuals, and veterans. Industry stakeholders, both clients and law firms, have perpetuated this, placing their primary focus when it comes…keep reading