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.
The American Lawyer, 7/9/18
“Rick Palmore’s Call to Action and later efforts with LCLD have had an obvious impact as law firms have shifted their perspectives on diversity and inclusion. The topic of diversity—at least in name—has infiltrated law firm culture. This is an encouraging step in the right direction, but more must be done,” writes the Young Lawyer Editorial Board, which includes 2015 Fellow Hannah Choi.
The National Law Journal, 6/28/18
Women made up 36 percent of all attorneys at NLJ 500 firms in 2017, and 19 percent of equity partners. Leaders at firms with the highest number of female lawyers cite intentional efforts to build inclusive culture and improve representation.
LCLD Member firms FordHarrison, Constangy, Brooks, Smith & Prophete, Littler Mendelson, Bowman and Brooke, and Hanson Bridgett ranked among the top 10. Click here to see the full scorecard.
Harvard Business Review, July 2018
A recent study of diversity in the venture capital industry found that diversity significantly improves financial performance along all dimensions measured; for example, the investments of teams with shared ethnicity had a 26 to 32 percent lower success rate than those of diverse teams.
The New York Times, 7/6/18
Nearly a third of women earn at least the same amount as their male partners, but the majority of Americans still feel it’s more important for men to provide for their wives than the other way around.
Fast Company, 7/9/18
“Companies interested in moving beyond checking boxes need to weave values and processes that foster diversity and inclusion throughout their culture,” writes Jori Ford, a self-identified “quadruple threat” on avoiding tokenism in the hiring process.