CMCP Diversity Matters - May/June 2018

Returning to my starting point on bias in the legal profession and elsewhere,
unfortunately, there are no cops to call on individual attorneys and
organizations that cling to negative views of people who don’t fit their molds
of what a successful attorney should look like. However, we can do a few
things: we can create and where needed force spaces for constructive and
honest dialogue; and we can create more opportunities for those organizations
and individuals which genuinely support diversity; and we can support the
individuals and organizations that really are acting as diversity leaders pushing
law firms and legal departments to take practical steps in hiring, retaining and
promoting minority attorneys.
CMCP’s strength is in the commitment of the many fine individuals who
support us and diversity. These are the individuals who have buy-in and walk
the walk. They are not all GCs and managing partners or even practicing
attorneys, and they are not always diverse; they are people who push through
the various screens between them and decision-makers because they care
deeply about having an impact on diversity, more than being recognized, more
than the comfort of just keeping their heads down and not getting involved.
So thank you, to all those who have gotten us to this point, and for you and
others who are looking to contribute, please partner with us as we drive the
legal profession toward diversity, equity and inclusion.
Here’s to the good work we can do together,
Robert
May/June 2018 | 5