FEATURE
INCLUSIVITY
Retaining Your Diverse New Hires BY CANEEL RADINSON-BLASUCCI, ESQUIRE
S
Inclusive workplaces endeavor to make everyone feel valued and supported. But what strategies can offices employ to nurture a culture that supports diverse colleagues? To take inclusivity from an abstract, diversity-related buzzword to an actionable practice, below is a (non-exhaustive) list of actions any workplace might use to create a more welcoming environment for its minority attorneys. 1. TAKE STOCK OF WHERE YOU ARE
Consider whether your office has had difficulty retaining attorneys of color. If yes, assess the circumstances of their exits: How long did they stay with you? Why did they leave? 26
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To avoid the sense that the office’s interest in inclusivity is merely superficial or optics-driven, identify tangible benefits that diversity brings to your workplace.
Where did they move? Did they leave to practice a different area of law? This data will help contextualize departures and may highlight trends that the office can address. If nothing else, openly reckoning with this information will signal to attorneys of color that you are aware of the office’s struggle with retention and are open to addressing the issue. 2. ARTICULATE WHY DIVERSITY IS IMPORTANT TO YOUR OFFICE
Consider the “why” behind your efforts to retain and promote diverse lawyers. All too often, attorneys of color are left feeling like they have been hired, in part, to check a box. To avoid the sense that the office’s interest in inclusivity is merely superficial or optics-driven, identify tangible benefits that diversity brings to your workplace. Research how diversity benefits work environments, leads to better work product, and results in better service to clients,2 and articulate
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o, your office has marketed itself to diverse candidates; you have interviewed a host of bright law students of color; you extend an offer to one, and they accept. Your workplace is officially more diverse — a great boon to you, your colleagues, and your clients. But what next? A sincere commitment to fostering diversity cannot end with the recruiting season. How many of your diverse attorneys stay with you for more than three years? More than five years? How many diverse partners or managing attorneys do you have? An honest commitment to diversity must include efforts to not only find but also retain diverse lawyers, and further, to not merely retain but also promote employees 1 of color to positions of power — a genuine commitment to diversity must include intentional, purposeful inclusivity.
