Large law firms have applied themselves to the challenges of diversity recruiting and retention for many years. This year was no exception. Many firms have a sincere desire to include more lawyers who are racially and ethnically diverse, women, LGBT persons and individuals with disabilities. Law firms’ efforts have been notable, but they still fall short in execution. By some recent measures, more than 90 percent of large law firm partners are white. About 80 percent are male.
Minority associates often hear the same sentiments: There are not enough diverse associates, which limits partner elevation. Have some law firms worked with the wrong equation for achieving diverse ranks? Recruitment helps, but it does not achieve diversity goals without retention.
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