While 2020 may have presented the United States with a major reckoning on diversity and inclusion, many legal departments will likely be continuing to reassess their own internal practices throughout the new year. Still, while having the drive to do better is important, there are some practical realities that in-house teams will have to grapple with along the way. For example, it's easy for legal departments to tell law firms and other outside providers that they expect diversity inclusion to be prioritized, but actually having the resolve to walk away if those standards aren't met is a step some might not be prepared to take. Along those same lines, data analytics can provide an efficient method of tracking how external providers are addressing diversity—as long as in-house teams are prepared to regularly seek out that information. On an internal level, general counsel and other hiring managers could also have to rethink how and where they go about publicizing job opportunities. And once diverse talent is recruited, consistent effort has to be applied to creating the potential for growth and open communication. Above, we look at the five challenges legal departments will face while promoting diversity.