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.
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Law Society Gazette, 2/4/19
Since launching its “diversity holdback” policy in 2017, LCLD Member organization HP reports that the percentage of law firm partners meeting its diversity requirements has nearly doubled.
The American Lawyer, 1/30/19
“You cannot expect a different result by applying the same old principles and measures,” writes Don Prophete, LCLD Member at Constangy, Brooks, Smith & Prophete.
Harvard Business Review, 2/5/19
At least 96 percent of large companies have diversity programs, but about three quarters of employees in underrepresented groups do not feel that they’ve benefited from those programs. What they said would actually be helpful:
- Effective training to mitigate bias and increase cultural competency
- Removing bias from evaluation and promotion decisions
- Visible role models (especially for women)
- Formal sponsorship programs (especially for employees of color)
LCLD Member organizations Adobe, Apple, Facebook, and Google have joined Microsoft in partnering with the Hispanic National Bar Association to form the Intellectual Property Law Institute; the program connects Latinx law students with IP lawyers, legal scholars, and judges.
Harvard Business Review, 1/21/19
“Ultimately, you need to think about the processes that led to the gender pay gap arising in the first place,” write the leaders of a recent study on wage gaps. “Are women disadvantaged on intake? In ongoing raises? Are there large gender disparities in representation in different parts of your firm? Are you suffering a high rate of attrition in your female employees?”
Fast Company, 12/21/18
Three ways to avoid bias when hiring for "culture fit": rely less on personal interviews, measure job performance objectively, and build a workplace culture that enables people with diverse backgrounds to perform highly at work.