The Legal Intelligencer Diversity supplement cover 2019.

In The Legal's Diversity supplement, read about how to kick off diversity efforts in law school, the truth about implicit biases and check out our biannual roundtable discussion.

The attorneys on the panel offered insights on the importance of sponsorships for younger diverse attorneys and the differences in diversity and inclusion initiatives at large firms as compared to smaller firms.

Every law school in America should offer a class on diversity, inclusion and belonging to its students. Since 2016, I have taught a class titled "Diversity and Inclusion in the Legal Profession" at the University of Pennsylvania Law School.

It is 2020. Big Law firm, ABC LLP, just experienced a loss of many of its women and minority mid-level associates. ABC is worried. It has had difficulty attracting talent in general, and even more difficulty attracting diverse attorneys.

McNees Wallace & Nurick identifies as its core values openness, inclusiveness, fairness, respect, dignity and collegiality. These core values are a meaningful component of our firm's strategic plan.

The numbers here in the Lehigh Valley, which includes the Allentown, Bethlehem, and Easton metropolitan areas, are even more lackluster in the legal ranks.

To truly become diverse and embrace everyone equally, we must identify our biases and make a conscious effort to change our behavior.

For many newly hired minority or diverse associates starting in a law firm, that relief can quietly turn to uncertainty as they adjust to the firm culture—a traditionally nondiverse environment unfamiliar, and sometimes uncomfortable, with the needs and perspectives of underrepresented new hires.