{"id":960,"date":"2023-09-20T16:29:00","date_gmt":"2023-09-20T15:29:00","guid":{"rendered":"https:\/\/staging.communify.me\/mavericksearchconsulting\/?p=960"},"modified":"2023-09-21T20:28:55","modified_gmt":"2023-09-21T19:28:55","slug":"why-top-law-firms-need-dedicated-dei-leadership","status":"publish","type":"post","link":"https:\/\/staging.communify.me\/mavericksearchconsulting\/why-top-law-firms-need-dedicated-dei-leadership\/","title":{"rendered":"Why Top Law Firms Need Dedicated DEI Leadership"},"content":{"rendered":"\n

This guest blog post was contributed by former Maverick candidate Bobby Codjoe<\/strong>, Esq.<\/strong> Director of Diversity, Equity & Inclusion at Morrison Cohen LLP.<\/em><\/p>\n\n\n\n

The need for improved Diversity, Equity and Inclusion (DEI) efforts within the legal industry is evident to most legal professionals, but what remains unclear for many is the most effective approach to meet that need.<\/p>\n\n\n\n

In the wake of the tragic murder of George Floyd in 2020, law firms nationwide committed to redefining themselves and fostering greater inclusivity, equity and representation at all levels of their firms. Some firms responded by creating advisory groups or committees made up of employee volunteers. Some conducted cultural assessments and various DEI trainings.<\/p>\n\n\n\n

While these efforts are certainly commendable, they are not the best way to address the comprehensive and multifaceted challenge of effective DEI in the law firm space. Moreover, they may not create measurable and enduring change.<\/p>\n\n\n\n

The best approach\u2014and the one all top law firms should be considering \u2014is to hire a dedicated DEI professional to lead the charge.<\/strong><\/p>\n\n\n\n

I have been fortunate to experience the value of this approach firsthand. In March of this year I joined Morrison Cohen as the Director of Diversity, Equity and Inclusion (after a talent search spearheaded by Maverick). In this role, I collaborate closely with firm leadership and engage with every facet of the organization to foster a supportive and inclusive environment, regardless of an individual\u2019s background. I\u2019m also responsible for administrating our mentorship program to expand our leadership pipeline, navigating our Mansfield certification process and pursuing potential strategic partnerships.<\/p>\n\n\n\n

In short, this role allows me to focus<\/em> all my knowledge and expertise<\/em> towards the creation of a positive and inclusive workplace that raises our profile in the DEI landscape. Here are a few more reasons why DEI should be given its own space, time and attention in your firm:<\/p>\n\n\n\n