Q&A talks about efforts Connecticut law firms have taken to diversify their ranks with Asker Saeed, the director of diversity at Hartford’s Day Pitney law firm.Q: Has the legal industry become more diverse in the last several years? A: It hasn’t. There has been marginal improvement in certain areas, however, the overall numbers have stayed […]
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Q&A talks about efforts Connecticut law firms have taken to diversify their ranks with Asker Saeed, the director of diversity at Hartford's Day Pitney law firm.
Q: Has the legal industry become more diverse in the last several years?
A: It hasn't. There has been marginal improvement in certain areas, however, the overall numbers have stayed about the same for the last 30 years. That said, there is definitely a different attitude in the legal industry toward the importance of diversity and inclusion. Everybody is talking about it now, and people who stayed away from the issues 30 years ago are now seeking out opportunities to get involved in the effort.
Also, as social media brings people of different backgrounds closer together, more and more people are coming into the profession expecting to work in an environment where diversity matters and is valued. So, instead of the effort being driven by a select few (typically women and people of color), it is becoming much more of an institutional effort where everyone appreciates they have a role to play. It also doesn't hurt that corporate America has very publicly embraced the value of diversity and inclusion and is demanding that their vendors have a similar commitment.
Q: What groups still are struggling for acceptance into law firms?
A: Most law firms do a good job of bringing in women, people of color, and members of the LGBT community at the entry level. Where law firms have historically struggled is in promoting diverse people into the partnership ranks. Although entering classes of attorneys are decidedly more diverse than 30 years ago, the partnership ranks, and particularly equity partnership ranks, are not.
Q: What should businesses do to promote more diversity in their workplaces?
A: Take a look at the way they do business and ask themselves whether their systems, procedures, and operational customs are conducive to creating a workplace where diversity matters and is valued. Businesses, and particularly law firms, have to purposefully interrupt the 'that's just the way we've always done things,' mentality and instead put into place new systems, procedures, and operational customs designed to create a culture where diversity matters and is valued and eliminate the damaging effects of unconscious and systematic bias.
Q: Is the legal community, which has been long dominated by white males, near the forefront of diversity in the workplace?
A: The legal community is at the forefront of driving most social change because lawyers feel a responsibility (both professionally and personally) to make the world a better place. That said, we shouldn't confuse the commitment with actual progress on the diversity front. The legal profession lags far behind other professions like medicine, accounting, architecture, and engineering on diversifying their numbers.
Q: What is your vision for how the inclusive workplace should operate in the future?
The best people getting the best opportunities. A properly run diversity and inclusion initiative will create an environment where unconscious and systematic biases do not factor into whether people succeed. Or put another way, a successful diversity initiative is one that succeeds in getting the institution to stop favoring white men when making decisions about career advancement and instead focus on skill set, commitment, work ethic, accountability, and all the other factors that make someone successful. If the focus is on the latter, the institution will naturally become more diverse and inclusive because there are plenty of women, people of color, and members of the LGBT community who would do really well in leadership positions.
