A lot of companies talk a big game about the importance of diversity initiatives. But on Friday, in-house leaders at the Hispanic National Bar Association's Corporate Counsel Conference in San Francisco spoke about how companies — and outside law firms — can walk the walk.

One panel featured in-house leaders from Wal-Mart Inc., Verizon Communications Inc., eBay Inc., and Aduro. They discussed their departments' strategies to foster inclusive spaces and boost diversity.

“When you [add] money and requirement[s] and take tough stances as the paying clients, it's amazing how things change,” said David Hubbard, vice president and deputy general counsel of Verizon. He said when Verizon has cautioned firms not to pitch his company without having women and minorities on board, outside counsel make changes because they see a potential loss of business. 

Several panelists said they've had conversations with outside counsel and set standards for diverse teams. They've also pushed to ensure that people of color on diverse teams are actually getting credit for the work they do, and being put in front of the client in a substantive way. Marie Oh Huber, senior vice president and general counsel at eBay, said she makes a point to call women and people of color at firms when she has business, so they'll get the credit for bringing that matter in.

Sometimes conversations with law firms about diversity have been disappointing, Blaine Templeman, executive vice president and general counsel of biotech company Aduro, said. He noted that part of the problem could be in-house reliance on certain firms, and an unwillingness to switch to outside counsel that's lesser known but more diverse, including women or minority-owned firms. 

That narrow view also holds true for law school recruits, Hubbard said. He's heard many firms argue they can't find people of color to recruit, while only looking for law students at predominantly white institutions.

“How many historically black or Hispanic colleges are you going to? Are you only going to Harvard, Yale and Columbia? Because now you're competing for the [same people]. They're there, but there are only so many,” Hubbard said. “You've got to broaden your pool or you're not going to see any change.”

The lawyers said their companies are also working to increase the pipeline of people of color to law schools and STEM degrees, starting at various stages. Aduro provides scholarships to underrepresented groups at law schools, while Hubbard said Verizon is “playing the long game” and investing in STEM programs for elementary students. According to Oh Huber, eBay is involved in initiatives for multiple age groups.

But it's not just getting diverse talent into law. It's making sure that people of color and women are paid and promoted at rates equal to their white male counterparts.

“How do we as an organization make sure there is pay equity? We've heard a lot about gender, but [what about] pay equity in terms of how we're treating members of our team,” Oh Huber said.

According to Oh Huber, data might be used here, but it's also important to make sure everyone in the legal department feels truly comfortable and has equal access to mentorship and growth opportunities. If that's not happening, she said, it's especially important to look at the system within the company, rather than place the burden on the diverse individual. 

“We need general broader power structures to change,” she said. “I feel like those of us who have that voice, that ability, that power, we need to push for that change.”