The recent deaths of George Floyd and Breonna Taylor, and the resulting protests around the country, pushed the ongoing issues of racial injustice and inequality in the United States to the forefront of our national conversation. Indeed, businesses, sports leagues, local leaders, and many individuals have been spurred to take a public stance and play a more proactive role in demanding institutional-level change. Such social activism can result in immediate changes, as we have witnessed over the past month with the announcement by The Quaker Oats Co. (a subsidiary of PepsiCo Inc.) to retire its Aunt Jemima brand, and the Washington Redskins NFL team's recent decision to change its name and logo due to mounting pressure from its corporate sponsors. History has shown though that sustainable change often takes a prolonged, focused effort at all levels—individual, business and government.

For instance, it is no secret that the legal industry has not historically been a model of success in terms of the recruitment, retention and promotion of minority lawyers. A recent study by the National Association for Law Placement, Inc. (NALP) of over 1,000 leading law firms found that, over the past decade, the percentage of Black/African American partners at law firms has only increased 0.12% (from 1.71% to 1.83%), and the percentage of Black/African American associates at law firms has largely remained flat (4.66% to 4.48%).

Where does that leave us? Over the last several weeks, law firm leaders have begun to reexamine their firm's participation and investment in diversity and other similar programs (both internal and external). It is understood that firms can help address an underlying cause of racial and other inequalities—i.e., representation, by earnestly supporting and fostering diversity and inclusion in a broader sense.