Issues relating to diversity, equity, and inclusion are complex and interpretations of such issues are often subjective, tinted by a person's own experiences and background. If these issues were easy to resolve, firms would have already found the solution to creating a diverse, equitable, and inclusive workplace. However, as we all know, while there have been minor increases, the percentages of lawyers from racial minority groups historically and currently lag behind each group's respective population percentage. The work to increase diversity and effectuate real change has begun but because it will be hard and long-term, even generational, firms should use all the tools available to them to make it happen.