Knowledge Archive - Page 6 of 8 - Diversity Lab

Mark Wasserman talks about Eversheds Sutherland's approach to succession planning, which goes beyond traditional retirement and focuses on all the people in the firm having access to opportunities at all points in their careers.

This article defines and explains the different types of neurodiversity, and why it makes sense for organizations to embrace neurodiversity in the workplace.

An essential read from David Cross, Partner at MoFo and a member of the Diversity Lab Disability Advisory Council. David shares his experience as a lawyer with a disability, the negative stigmas still surrounding people with disabilities, and how law...

Employing and including people with disabilities can provide companies with a competitive advantage.

The Diversity Dividends Collective is a first-of-its-kind collective amongst more than 40 legal departments to propel the inclusion, equity, and diversity of legal departments’ outside counsel teams—broadening the scope of underrepresented lawyers at law firms who have access to high-quality...

With more than 240 participating law firms this year, the legal profession now has the data needed to measure inclusion – in addition to representation – of underrepresented lawyers on a large scale for the first time. Diversity Lab encourages...

In its efforts to help women lawyers reenter the profession, Diversity Lab’s OnRamp Fellowship addresses the intersectionality of gender, age, and ethnicity or race for women’s representation in the law.

Former Reed Smith DEI leader John Iino, Penn Law’s Jim Sandman, and Diversity Lab CEO Caren Ulrich Stacy share data on Mansfield’s promising progress in delivering positive culture and structural changes in law firm leadership.

Researchers from two universities say data science backs the need for DEIA innovation and measurement, leveraging Mansfield as a prime example. Finding that Mansfield early-adopter firms roughly double the rate at which gender and racial representation is improving in their...

Built-in structural issues can cause relatively diversified annual junior intakes to experience alarming dropout rates further down the line.