Corporate law departments have a great vantage point to progress the business case for diversity and to effectuate changes in the legal profession’s outlook on diversity and inclusion.  Several studies have demonstrated the numerous benefits of diversity, including improved productivity, enhanced creativity and unique approaches to problem solving. In addition to intelligence; empathy, experience and the ability to see the world from a different lens are all essential competencies for the practice of law. Despite numerous statistical studies that support a renewed emphasis on diversity initiatives, the American legal profession continues to grapple with issues of diversity and inclusion. That said, corporate general counsel are uniquely positioned to bolster diversity in the private practice of law by moving the ball toward the benefits diversity would bring to a corporate law department/law firm partnership.

Communicate Clear Diversity Expectations

While lofty goals and diversity statements are an excellent starting point for the law firm, in order for substantive change to occur, General counsel must communicate clear diversity expectations to their current and potential legal service providers. General counsel, as the face of their respective legal organizations, have the agency and authority to be vocal about the lack of diversity in the law firms that seek their business, be adamant about their commitment to diversity and, in effect, impact the profession as a whole by creating more opportunities for diverse lawyers.

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