Diversity and inclusion still reigned as a priority for legal departments, evident this past year from newer programs that were implemented to help in-house counsel achieve their goals and the relevant stories Corporate Counsel and our affiliates wrote that incited conversations on the topic. The year started with 170 general counsel signing a pledge demanding law firms provide outside counsel who represent different races, cultures, ethnicities, sexual orientations and disabilities among the diversity spectrum. By the fall, Diversity Lab launched its inaugural Mansfield Rule: Legal Department Edition program with more than 20 corporate legal departments committing to help foster diversity within in-house legal leadership. The Mansfield Rule, which was designed for law firms to find ways to put underrepresented attorneys on matters and on a path to partnership, became a conversation in setting diversity and inclusion goals forth. Law firm origination credit also was a longtime issue resurfacing in the past year that impacted in-house counsel's goals. Above is a slideshow of our stories that touched on legal departments studying how to adopt diversity and inclusion.