February 24, 2025

Best Practices and Encouraging a Culture of Improving Diversity in the Legal Profession

The year 2023 challenged those seeking to advance Diversity, Equity, & Inclusion (DEI) efforts. The panel provided an overview of the legal and practical issues that impact diversity in the legal profession and discussed best practices for employers to improve diversity and inclusion in the legal profession and workforce. The panel also discussed topics such as recognizing microaggressions and implicit bias. Moderated by Alicia Roberts Johnson of Ogletree Deakins, the session was paneled by Latoya Asia of Dominion Energy, Courtney Frazier of Allstate Insurance, Rudene Mercer Haynes of Hunton Andrews Kurth LLP, and VSB President Chidi James.

Roberts pointed in her introduction, according to the American Bar Association in 2023, the legal profession is 60 percent male and 79 percent white, with all other ethnicities between 3 and 6 percent. The panel reflected on the importance of DEI to the legal profession. Mercer stated that DEI is about Justice. “Our history has not been kind to the ‘other’; therefore, it is important that DEI says ‘all are important.’” Asia noted that belonging is critical and needs to be a focus of DEI. “It creates equitable playing field. Imposter syndrome is a real thing and when you see someone who looks like you, you feel empowered to accomplish.”

The panel then discussed imposter syndrome, which is the feeling that you do not belong as you do not feel qualified to be in the same room with everyone else. They discussed their personal stories and how they overcome the feeling that they should not be in the room. James urged those going through an imposter syndrome episode to find friends and build a good network. “Having a friend to call and receive encouragement means a lot, especially when feeling imposter syndrome. We have to go to young lawyers, not have them come to us. Give encouragement and praise, it staves off their self doubts.”

Roberts said that employers may have responsibilities to ensure that employees do not feel imposter syndrome and asked the panel what those responsibilities are. Asia responded that as leaders, “we have to demonstrate inclusive leadership to ensure that employees perform the job as their true selves. That includes wholistic leadership and mental health considerations.” Mercer thought about the issue as an investment issue as companies put time and resources into talent acquisition, therefore, it is a better return on investment to understand your talent and that it is an imperative to watch DEI to remain successful. Frazier noted that the customer base is diverse, so diversity equals profitability due to her employer’s customer base.

When it comes to the critical relationship building that needs to happen between colleagues, there are barriers, however, you have to be vulnerable and talk to others in your firm, department, or organization. The panel discussed their experiences with people who at first seemed difficult to connect but once they found a mutual topic, the relationship with their colleagues warmed up. The connection can be over a topic no one would have guessed. This is how younger associates find mentors or sponsors. Haynes noted that without a mentor or sponsor, you don’t have the info nuggets that push you to success. Finding commonalities goes a long way to breaking the ice.

Frazier also urged new associates or lawyers to find time to get outside of your organization. The people outside provide so much insight and information to help you towards success, she said. Roberts stressed the importance of attending developmental sessions, as this is where you get the nuggets about lawyering and career development. James and Asia emphasized the power of mentorship and that all lawyers should continue to reach out and get to know others in the profession. To maintain those relationships, Asia noted having genuine touchpoints to maintain relationships.

All the panel urged firms to broaden their bases to recruit talent. They noted that there are lots of amazing future talent residing at every quartile and every law school. There are also schools with higher diverse populations, but finding such talent requires an investment to provide a great return. Asia reminded the audience that we all have to make youth aware of possibilities or else they go elsewhere. This effort starts in middle schools and high schools. The return can be found with relating to different clients who may not have sought your firm out. James recounted a client he met when he was a law student. The client was a trauma victim who described a term used against the perpetrator. However, the lawyers did not know what that term meant, and it almost created a barrier between the lawyer and the client. “Different perspectives create a more complete picture,” Johnson said. Johnson continued that her perspective allowed her to read police reports and identify issues.

The panel ended with a discussion of implicit bias, which all of us have, noted the panel. Mercer discussed how to overcome implicit bias, noting that people will have different expectations of how you look just by hearing your voice on the phone, for example. She urged the audience to think about the people who you are invested in. Do they all look like you or have some sort of commonality with them? “Expand your pool but realize that it can be toiled with implicit bias.”