Clients are demanding diversity from their panel firms because it drives innovation, facilitates better business decisions and leads to improved outcomes. In a recent article on Corporate Counsel, Microsoft general counsel Dev Stahlkopf acknowledged that there's more to be done to drive diversity in the legal industry. "It's important that we all keep diversity top of mind, especially in the current environment," she said. "While the legal industry has continued to make progress on diversity in recent years, that progress has been slow compared to many other professions. Diversity is not a 'nice to have' that can be deprioritized in challenging economic times." She added, "By maintaining this focus in this challenging environment, we as a profession will be in a much better position to advance diversity as we look to the future. We must not lose focus."

GC Voice

• "We expect firms to have a demonstrable and meaningful commitment to Diversity & Inclusion (D&I).  We look at not only what the firm tells us, but what the firm does:  Who does it hire?  How does it staff cases?  Does the firm sponsor or support organizations committed to D&I, either financially or through pro bono legal assistance?  A law firm's actions speak loudly and tell us more about its commitment to D&I than a nicely drafted D&I mission statement." — José Gonzalez, EVP& General Counsel, CNA, USA

• "The expectation should be that the best person is working on our work. Conversations are had at relationship management meetings, and historically we have had metrics and KPI's which the supply chain needs to respond to on a quarterly basis. DI initiatives could include: joint objectives around the subject, cross team mentoring, and regular measurement cadence, which leads to rewards for the supply chain." — Mohammed Ajaz, Global Head of Legal Operational Excellence, National Grid, UK 

• "A team with a wide variety of expertise in order to advise correctly in relation to the business's needs. Ensure that instructions are provided to the relevant team members we expect to do the work who in turn will provide a quote specific to them completing it." — Tommaso Di Chio, Associate General Counsel, Kambi, UK

• "We actively encourage our service providers on diversity, particularly with regard to gender.  We specifically inform them that our decision makers are also diversified in this regard, and this seems to have helped, as well.  I introduce them, and make it clear who is deciding which counsel will be selected for what, how and by whom." —  Michael Paik, EVP, Legal, Trade & Risk Management, SeAH Holdings, South Korea 

Lean Adviser Voice

Every firm in the land knows you can't turn up at a pitch with 5 white guys. Fielding a diverse pitch team is like having a grand statement on your website. These are just the surface. What matters to clients, and what should matter to you, is the culture, attitude and structures which constitute up the fabric of the firm. This is what will influence mindsets, drive behaviours and make the law firm a truly inclusive workplace. To make this happen, you need to establish an influential D&I group which itself has all the talent mix and creative thinking which comes from diversity, and then fully empower it from the top.