What One Law Firm Leader Learned About Diversity From His Clients
Barnes & Thornburg's managing partner, Robert Grand, sought out his client's feelings on law firm diversity. Here is what they said.
June 16, 2017 at 03:39 PM
5 minute read
A meaningful discussion of diversity and inclusion in the legal profession needs to go beyond the empty buzzwords. We recently had an opportunity to talk to a handful of our law firm's clients about what diversity and inclusion really means—to them in their own company's culture and to them as buyers of legal services.
Law firms pay a lot of lip service to diversity and inclusion, yet legal services remain among the least diverse white-collar professions. But changes are finally coming, fast. Corporations such as HP have announced it may start docking fees for outside counsel who don't meet their standards for diversity and inclusion. Last fall, 24 Fortune 1000 general counsels pledged widespread support for ABA Resolution 113, urging law firms to be more diverse.
If GCs are going to these lengths, it clearly means that many in our profession simply aren't embracing—or even aware of—the ways in which diversity and inclusion contribute tangible value, both professionally and personally, to our client relationships and legal work.
Diversity Doesn't Necessarily Beget Inclusion
Our clients tell us that at their companies, while diversity is still crucial, inclusion is what makes it all work.
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