The current profusion of outside counsel DEI surveys that law firms receive from their clients has hit an all-time high. While well intended, these surveys haven't moved the needle at a rate commensurate with the work involved. And, at their worst, they can actually work at cross-purposes with legal departments' objective of fostering a culture of diversity and inclusivity by diverting valuable time from diversity leaders to repeatedly define the problem rather than working on solutions. This need not be the case.