The conversation on diversity and inclusivity among law firms continues to gain momentum. The legal industry is facing increasing pressure from in-house counsel, who expect more diversity from their outside partners but are finding that expectation often unmet. A clear incident was described, of a multinational networking and telecommunications company, Ericsson, which hired a law firm under the impression of its multicultural and multilingual prowess, only to witness an investigation led entirely by a white, English-speaking partner. The firm had claimed bilingual capabilities, promising Spanish-speaking partners for the interviews, a factor that was left unfulfilled during the actual proceedings.
This incident was among the many shared during a panel discussion at the Women, Influence & Power in Law conference in New Orleans last month. There, in-house lawyers voiced concerns about their outside counterparts’ promises of diversity and inclusivity that often fall short in real-life practices. Remember, this dialogue isn’t just about ticking a box. In-house teams are actively seeking law firms that deeply commit to diversity and inclusivity.
Ginny Johnson, chief legal officer of Aspen Aerogels, highlights this concern explicitly. “We’re expecting firms to find a way to get out there and find, groom and support diverse and inclusive talent. Companies are definitely watching,” Johnson said. The expectation leveraged on law firms goes beyond mere representation or optical diversity. It encompasses a larger view of nurturing diverse legal talent and providing inclusive, efficient legal services that cater to the multicultural and multilingual needs of global corporations.
While the legal industry has made certain strides in diversity, these incidents serve as a strong reminder that there’s still much ground to cover. Law firms will need to match their diversity rhetoric with action to ensure they meet their clients’ rising expectations, moving beyond empty promises into tangible efforts.