Why should law firms and corporate legal departments focus on and promote diversity and inclusion in the workplace?
The Law In Black and White — A New Podcast by Legal Innovators Co-Founders.
Legal Innovators launched The Law in Black and White, a new podcast exploring hot topics and current events, including the business of law, innovation, and diversity in the legal industry.
Despite her small physical stature, Ruth Bader Ginsburg was a giant. She changed the world for women. For more than a decade, until her first judicial appointment in 1980, she led the fight against gender discrimination and successfully argued six landmark cases before the U.S. Supreme Court, prevailing on five of the six cases.
We are again dealing with another tragic incident of excessive use of deadly force by police against a
Black man, this time firing seven shots into the back of Jacob Blake.
The danger in repetitive unconscionable conduct is the numbness that it can produce. Numbness is an
emotion we, as a society, cannot afford. Numbness is an emotion I, as a White man, have no right to
feel. Numbness is a manifestation of complicity.
Chairman and Co-Founder of Legal Innovators, Jonathan Greenblatt, sits down with Ari Kaplan on Reinventing Professionals, to share some of his industry knowledge and solutions to some of the biggest challenges facing the legal profession in today’s market.
In the wake of protests sparked by the murder of George Floyd and others over the recent weeks, companies are trying to figure out how to better incorporate diversity and inclusion into their business structures. Over the years, progress on this front has been notably slow, but many view the current atmosphere as an opportunity to enact real, systemic change for the better.
On June 30, 2020, Legal Innovators hosted a panel of leading professionals, moderated by Bryan Parker, our CEO and co-founder, to discuss the challenges for companies and firms in embracing meaningful diversity and inclusion (D&I) initiatives and identify key solutions on how to address them. The following are some key takeaways of the discussion.
Statistics show that there is disproportionate representation of minorities in law firms and in-house that does not reflect society or the corporations they represent. The legal profession is one of the least diverse professions in the United States. Last week, Bryan Parker, CEO of Legal Innovators, was featured in Episode 78 of Clio’s Daily Matters podcast, where he discussed the significance of data and metrics in enhancing diversity in today’s legal industry and the changes law firms need to make.
Last week, in a landmark decision for LGBTQ rights, the Supreme Court ruled 6-3 that the Civil Rights Act of 1964 applies to workplace discrimination on the basis of sexual orientation and gender identity. Title VII of the Civil Rights Act has protected workers for decades from wrongful termination by their employer based on a number of characteristics, including race and sex. However, protections pertaining to “sex” had not been inclusive of sexual orientation and gender identity. Such federal protection has been long sought after by the LGBTQ community.
There are lessons to be learned from COVID-19 that should provide the impetus for change to address some of the structural flaws in the way Big Law recruits and develops legal talent.
Any analysis must acknowledge that while it may be easy to make broad proclamations about the permanent changes to Big Law that will arise from COVID-19 and its aftermath, it is dangerous to do so. Traditionally, Big Law does not change quickly or permanently by way of seismic shifts. It changes cautiously and slowly, often only after a strong market leader breaks with the past to provide cover to the entire profession – and particularly when clients press for, or at least approve, of a new approach.