According to a new study reported in the Wall Street Journal, 2/3 of men agree women are paid less for the same work. If that’s so, why do we still have large gender pay gaps? Structural impediments and lack of sponsors for women still play a large role. Inclusiveness initiatives, which make hidden barriers underlying gender pay gaps visible, are absolutely critical to eliminating inequity.
The ABA Journal recently covered Georgetown Law School’s new study of culture in mid-size law firms which found that leaders in those firms believe their strong culture gives them a competitive advantage in attracting laterals.
Reconcile that with data from the National Association of Legal Career Professionals (NALP) indicating that mid-size law firms lag behind larger and smaller firms when it comes to diversity.
The disconnect – failing to understand that culture has everything to do with diversity results. Most mid-size firms are still engaged in traditional 20th Century diversity efforts – recruiting female and diverse candidates – but haven’t evolved to incorporate inclusiveness as a strategy to retain and advance female and diverse attorneys.
Inclusiveness and fundamental changes to the firm’s culture are required to make diversity sustainable. When will mid-size firms make the connection and create cultures of inclusion to attract, retain, and advance women and racially/ethnically diverse attorneys?