|
Recently, a senior partner in a prominent law firm explained to an Asian junior associate his thoughts on hiring minority candidates, "If something happens," he confided, "they might file a discrimination suit." He went on to express dismay over his lack of success in recruiting, but could not see his own ambivalence as an obstacle.
 Had he been honest with himself, this partner might have acknowledged that the potential for EEOC complaints or discrimination suits was not the true issue. As employers often do, he had lumped all minority candidates together and prejudged them without giving them a chance. Similar unacknowledged attitudes are responsible for pushing already hired and trained minorities and women right out the door; but there are a few things employers can do to keep this from happening.
|
|
Read more...
|
|
|
Many law firms understand the importance of building a diverse workforce. The changing demographics within the United States have signaled to firms that diversity is an important goal that will affect the firm’s viability and ultimately the bottom line. In response, many firms have launched diversity recruitment efforts designed to bring more women and attorneys of color into the firm. The problem has been that within a few years of being hired attorneys that qualify as “diverse” leave the firm in search of more inclusive, diverse and culturally competent work environments. Below are some critical reasons why attempts at creating diversity have failed.
|
|
Click here to read the rest of this entry...
|
|
|
|
|
|
|
SIGN UP!
