Knowledge Archive - Page 6 of 8 - Diversity Lab

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.

An interview with Caren Ulrich Stacy, the founder and CEO of the Diversity Lab, about how behavioral science and design thinking can cultivate diversity and inclusion in legal organizations.

In collaboration with Diversity Lab, Nixon Peabody designed the “Mansfield Rule for Workflow” (MRW), a “bias interrupter” to help the firm’s leaders create a more inclusive culture related to staffing teams and furthering associates’ career development.