Published: Nov 13, 2007
Among the corporate clients leading the charge for greater law firm diversity is Wal-Mart, which has insisted that its outside counsel “demonstrate a meaningful interest to the importance of diversity”—or risk losing the company’s business.
The New York Times reports today that the world’s largest retailer, long criticized for its penny-pinching ways with its own workers, is now going to offer less “stingy” health care options to its employees. That said, don’t assume the company has abandoned its low-cost ethos (“Save money. Live better.”). According to Linda Dillman, who is overseeing the benefits overhaul, “If Wal-Mart goes out of business because of health care, we won’t have accomplished anything in terms of helping people.” Of course, it all depends on whom you want to help.
Ethics 101 question: Does caring about whether your own African American employees can afford to go to the doctor fall in an entirely different moral category from caring whether the law firm you retain employs African American lawyers?
- posted by vera
Being a lawyer is stressful. Many factors—demanding workloads, long hours, deadlines, billable hour requirements, pressure to secure favorable outcomes for clients, student loan debt, the demands of keeping up with ever-changing law, and innumerable others—contribute to this.
We’re under no illusions that this post is the first to address the question of what makes a “good” junior associate (given that a quick Google search will reveal numerous identical-sounding pieces). What makes this post different is the simplicity of our suggestions that can help you from Day One.
In our last post, Part 1, we detailed the findings in Section 1 of the Vault Law 2022 Diversity Survey report pertaining to firm policies, efforts, and initiatives in the DEI space. Today, we will walk through the key findings from Part 2, going over current law firm demographics.