Thompson Coburn LLP’s Post

DEI is not going away. Legal attacks may force organisations to better incorporate #DEI into their culture - rather than the traditional model of compliance through policies, mandates and targets. The legal challenges are predominantly focused on #race and #ethnicity, often targeting #WomenofColour. The challenges might give more impetus to take a broader #intersectional approach that moves beyond just #gender and #culture and look to constellations of marginalised identities. If your business is focused on compliance and ticking boxes when it comes to DEI, now is the time to start thinking more strategically and broadly.

The legal attacks on DEIB inititiatives in the United States are having an impact far beyond the border. Here is a clear-cut article explaining the current trend: #DEIB #legalinsights

In most of my presentations, I talk about “whitelash” short for “white backlash” which is the white majority’s necessity to combat all signs of perceived racial progress. I give examples like; Trump being elected after Obama, Jim Crow following the abolition of slavery combined with the first iteration of mass incarceration, white violence/massacres following signs of economic success in Black communities, and many more. Like those fleeting moments of racial progress in American history, we find Diversity Equity and Inclusion initiatives will be short lived as well. Many used DEI as a quick money grab and failed to lead conversations that institutionalized the practice in a way that was independent of the “department” siloed culture of corporate life. If your workplace hasn’t incorporated a view of basic human dignity aka Diversity Equity and Inclusion that exists in EVERYONE’s evaluation of their duties, you have left yourself open to the tactics of white supremacy. Take some time with this. Here if you need to strategize because this will happen in your state, in your city. https://lnkd.in/g3gFMusg

In the wake of a recent legal challenge, corporate America is reevaluating diversity hiring practices. Longtime affirmative action opponent Edward Blum, known for challenging race-related college admissions policies, is now turning attention to law firms and corporations with diversity programs he deems "racially discriminatory." This shift is impacting sectors from airlines to tech giants, prompting a reconsideration of diversity, equity, and inclusion initiatives established post-George Floyd's tragic 2020 murder. As businesses navigate this evolving landscape, it's crucial to continue to prioritize diversity with the knowledge that a diverse organization is better set-up for success in the long run. #DiversityInclusion #CorporateResponsibility #LegalImpact Bloomberg

And the DE&I ship continues to slowly sink…. #psychologicalsafety #diversityatwork #diversityequityinclusion #diversityequityinclusionandbelonging #diversityintheworkplace #hrexecutive #hradministration #pittsburghbusiness

Bad news for the people who want D.E.I. to D.I.E.: the field is here to stay. As this article indicates, certain D.E.I. practices will need to change in response to emerging legal risks, but we at the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law are confident that the field will remain robust in the years ahead. I like to remind people that D.E.I. has changed many times over the decades in response to social and political developments, such as the backlash to affirmative action during the Reagan years. This is just the latest round. The values that animate this work are not going away. And the need for D.E.I. will only grow stronger as our societies continue to diversify rapidly. https://lnkd.in/g9cjHEcS

Leadership that administers a matriarchal approach offers protection and service to a diverse, dynamic, and globally responsible society. No need to waste energy burning down the patriarchy. Simply raising and developing more maternally-minded leaders will cause it to unravel all on its own. What we appreciate, appreciates. ✨ #leadershipdevelopment #maternalleadership #matriarchalleadership #appreciativeleadership

Diversity in the legal field isn't just about being fair. It's about being smart. The Mansfield Rule has changed how law firms approach diversity in recruitment and leadership roles, pushing them to consider at least 30% diverse candidates. At our firm, we're proud to be part of this movement. The Mansfield Rule isn't just a certificate on the wall—it's a commitment to expanding how we think about leadership and talent. By broadening our candidate pool, we’ve enhanced our ability to discover top talent that might otherwise be overlooked The goal is simple: Find the best people. Diversity isn't extra. It's essential to excellence. If your law firm isn't yet part of this initiative, now's the time to join. It’s not just good practice—it’s smart business. #LegalDiversity #MansfieldRule #InclusiveLeadership #LawFirmCulture #TopTalent #ParkerPoe #LegalAdvice #UncommonADR #Mediation #Equality #Fairness

Black History Month: Is Diversity in Law Improving? 🤔 While the legal sector has seen positive strides in diversity, the latest Diversity of the Judiciary report highlights the ongoing challenges.   Despite increased representation at entry-level, BAME lawyers remain underrepresented at higher ranks. To address this, firms must go beyond unconscious bias training.   Anonymized applications, transparent diversity policies, and partnerships with inclusion groups can foster a more equitable workplace. While progress is evident, the legal sector must remain committed to creating a truly inclusive environment for all.  Read more about this subject here:  https://lnkd.in/eKriwAHd   #blackhistorymonth #legalsector #diversity 

“Culture, though impossible to define universally, is what makes attorneys enthusiastic about returning to work each day. Positive firm culture makes attorneys feel like welcomed and valued members of the team, without having to conceal aspects of their identity and personal expression. “Historically, law firms employed white, male attorneys, and the culture at law firms reflected that reality. Law firms can attract and support diverse talent only when their cultures evolve such that white men are no longer the default employee. According to the Yale Law Women+ (YLW+) annual Top Firms Report, “Firms can also foster reputations of treating attorneys fairly and kindly, such that attorneys are encouraged to build careers at the firm rather than leave due to burnout or lack of support in a ‘toxic’ work environment.” The Report provides recommendations for firms for hiring and retaining lawyers from a wide variety of traditionally underrepresented groups, including not just lawyers of color, but also candidates who are female, LGBTQ+, parents, disabled/neurodiverse, first generation professionals, religiously observant attorneys, and others. Read the details here: https://buff.ly/3S0qQZT The Report considered responses by this year’s Vault Law 100 firms to a survey on their DEI practices; Yale Law students with previous law firm experience as SEO fellows and/or summer associates, or with interest in working at a firm in the future; and Yale Law Women+ alumni who were previously or are currently employed at a law firm. How many of these recommendations are already implemented by your firm? Where is there room for improvement? #nalsc #lawjobs #legaljobs #legalrecruiting #lawfirmculture