After the Supreme Court struck down race-conscious admissions at the university level in SFFA v. Harvard and SFFA v. UNC, an elephant in the room emerged: how would law firm diversity, equity, and inclusion (DEI) efforts continue to persist? Soon after the decision, top law firms’ DEI programs became the new subject of attack, including Perkins Coie and Morrison Foerster.
Despite this, DEI remains an essential workplace value. In fact, an overwhelming 80% of workers prefer an employer that values DEI. But as it stands, the legal profession continues to be one of the least diverse professions in the United States. Last year, over 84% of legal professionals identified as non-Hispanic, White, according to the ABA. Consequently, it is more critical now than ever that law firms strike a balance between legal compliance and continuing to foster a more diverse and inclusive workplace.
Here are 4 guidelines for continuing DEI efforts under the recent ruling:
Levis-Fitzgerald's addition marks a significant step in CI's next phase of expansion within the big…
By incorporating CI's people and matter data into Entegrata’s data lakehouse architecture, law firms can…
Brownstone’s appointment underscores CI’s commitment to delivering impactful, practical solutions for legal professionals.
Learn what dirty data is, the 3 types of dirty data, and how they impact…
4 unique CI Matter Connector features that solve law firms' data issues and distinguish it…
CEO & Co-Founder of CI, a data solutions company, sheds insider knowledge on the unreliability…