Diversity Programs Not a Priority? They Should Be.
This month’s issue of Inside Counsel features the results of its recent general counsel survey where, among other questions, counsel was asked to rank the most important factors in hiring outside counsel (PDF; page 5).
Unsurprisingly, ‘quality of work’ and ‘responsiveness’ were both top-ranked, with ‘creative solutions’ and ‘billing rates’ not falling far behind. What was surprising to us, however, is how low ‘diversity program’ ranked in survey results. According to Inside Counsel, “Both in-house counsel and law firm lawyers agree that having a diversity program [is one of the] least important factors when general counsel pick a firm.”
From a communications standpoint, this kind of thinking is dangerously reactive. Consider this: Every year, media compiles a list (PDF) of the most and least diverse law firms. If your firm falls low or last on the list, diversity programs–and your communication about them–would quickly become a priority. Investing the time in diversity initiatives now isn’t just the right thing to do–it also ensures that you won’t be forced to dedicate hours in the future trying to explain to media, employees and clients why your company was low on the diversity list.
