Compiled for the LCLD Board of Directors every Wednesday, this digest is designed to brief you on the latest headlines about LCLD Members and organizations, as well as thought-provoking articles on diversity in the legal profession, talent development, mentoring, and leadership. Past issues of the Digest are also archived on the LCLD web site.
If you have questions about the Digest, articles you'd like to share, of if you would like to subscribe, please email Communications Specialist Caitlin Puffenberger at firstname.lastname@example.org.
“I don’t know when the ‘tipping point’ will occur — when there will be a large enough network of diverse attorneys working their way up the ladders, and when those ladders will be secure and leaning against the right walls,” writes LCLD President Robert Grey. “But we will reach that point.”
ABA Journal, 8/11/17
“We can’t afford to be tired,” says LCLD Founder Rick Palmore of the legal profession's diversity efforts. “We haven’t solved the problem yet.”
“America’s leaders must honor our fundamental values by clearly rejecting expressions of hatred, bigotry, and group supremacy, which run counter to the American ideal that all people are created equal,” said Kenneth Frazier, CEO of Merck & Co. Inc. Frazier is the keynote speaker at LCLD’s upcoming Annual Membership Meeting.
The New York Times, 8/19/17
A growing number of business leaders, including those who represent LCLD Member companies, are speaking out on political and social issues – frequently in favor of diversity and inclusion.
The Legal Intelligencer, 8/10/17
“Institutional intervention that first, understands why diverse attorneys leave and second, actively addresses raised concerns through both formal and informal mechanisms is critical to enhanced retention.”
The New York Times, 8/15/17
“No matter who you are, if you are Native American, your opinions and experiences are marginalized to the point of invisibility in American society and culture.”
Talent Culture, 7/25/17
Artificial intelligence can reduce unconscious bias in recruiting by screening candidates objectively and by ignoring the demographic information that can be a stumbling block for even the most inclusive-minded recruiters.