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.

The current racial reckoning has led many business leaders, particularly those leading legal departments across the country, to more fully grasp the significant value of cultivating a diverse team. These include better idea generation, more engaging conversations, improved insight, more innovation, stronger financial results and decreased turnover. With this increased focus on building diverse teams has come new challenges—such as when faced with having to search for new talent, the definition of diversity can vary wildly depending on the industry, practice or geography. As can the approach to identifying diverse talent that, at times, can limit the pool rather than broaden it.