Why is diversity so hard in the legal field that Hartford law firms are creating directors of diversity?
Diversity in the legal field is very hard – the numbers do not lie. In 2008, only 6.09 percent of partners in major firms nationwide are minorities; in Hartford, only 3.03% are. (At Shipman it’s 1.66 percent of equity partners.) Given these statistics, there is clearly a need to revamp current efforts to diversify Connecticut law firms. By creating [this position] and by hiring an administrator, as opposed to a practicing attorney who has client commitments and billable hour expectations, the firm has dedicated financial resources to further increase the diversity of its attorney ranks.
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What unusual steps do you have to take to hire staff and lawyers of diversity – does it get down to grassroots marketing?
Our firm participates in many minority job fairs, including the (Northeast Black Law Student Association) Job Fair and Lavender Law Career Fair (for gays, lesbians, bisexuals, and transgenders). The firm also advertises its openings through its website, trade publications and by publicizing openings with minority bar associations and law student groups.Â
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Once lawyers of diversity are hired, how do you keep them at the firm?
Attrition is an issue that affects all attorneys, but particularly minorities and women. The firm recently revised its mentoring program and changed its compensation structure for associates so there is more discretion on bonuses and it is merit based. The firm’s 60 women attorneys have created a “Women at the Helm” group and the firm’s five women associate attorneys of color recently created “Shipman Women of Color” to suggest ways to increase the firm’s diversity and to network internally and externally.   Â
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NAME: Sandy Olearcek
AGE: 37
COMPANY: Shipman & Goodwin, Hartford
POSITION: Director of diversity and professional development
HOMETOWN: Melrose, Mass.
