Most of us are familiar with the traditional definition of diversity: the range of human differences, including (but not limited to), everything from race, gender, religion, age and more. However, this overarching definition does not always translate neatly into the real-world scenarios faced by individual legal teams, nor is it broad enough to make a meaningful difference in a company's diversity journey. In driving toward a diverse and inclusive culture, in-house legal leaders need to take a holistic approach, which addresses both the attraction and retention of Black, Indigenous and People of Color (BIPOC) attorneys, as well as the requirement that each candidate (both those from the majority culture and minority attorneys) have an established track record and proven commitment to driving diversity in their organizations.