The Current Law Firm Pyramid Model

Diversity at Target, like everywhere, is a work in progress. Target is ahead of the national average in terms of minority hiring. Additionally, the company has a higher percentage of minorities in management positions than the industry average. “The Strength of Many. The Power of One,” is Target’s tagline for diversity. It is realized that we need many points of view all working towards the common goal in order to be successful. The goals set forward in this plan are: to increase diverse hire mix by 30% over last year; improve retention rate by 30% over last year; and to develop high potential diverse talent in the ST. Louis market. This can be done

Additionally, Ms. Huang emphasized Cardozo’s dedication to practical legal skill is a pivotal asset post graduation. The ideal location and wide range of clinics, externships and internships offered at Cardozo truly are . Moreover, not only will students sharpen their lawyering skills, given the plethora of programs, they can engage in a program they will be passionate about. With New York City as its backdrop, it is the epicenter of a multicultural and diverse setting generates stimulating class discussions that ultimately enrich the

Acting as a legal practitioner is considered a “great privilege” and “offers the opportunity to serve the community in a profoundly important way.” Lawyer’s roles as officers of the Court and administrators of justice give them a monopoly on the delivery of counselling and representation services. In order to “maintain their capacity to serve the community” , legal practitioners must accept that they are

From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organization's mission.

Research on police and prosecutors reveals that uniformly they disagree that discrimination occurs in their agency and office. What then explains the disproportionate minority contact that occurs and the disparate treatment within the prosecutor’s office?

In an empirical study conducted by Seow Hon (2014) in Singapore focused on future lawyers and the effect of a law firm internship on their experience. More specifically it wanted to asses the impact of a law firm internship on the work ethic and values of future lawyers. The study was conducted with 52 students from the SMU university who are currently involved in private law firms. The empirical study was conducted in two parts to asses the impact. The first part was a quantitative survey, which consisted of multiple-choice, ranking- type, rating-type and open-ended questions, which were conducted from an online survey tool (Seow Hon, 2014). The second part of the study consisted of a qualitative follow-up interview with the future lawyers. The study found various

Institutions welcome diversity, however, they also introduce minorities to a profession of glass ceilings. The number one reason I often see firms and institutions push diversity is for monetary value. Although this may be true, for me, this reasoning of including diversity in the legal system can be flawed and quite off base. It is time to establish real value in minorities and people of diverse ethnic backgrounds. That value requires adequate representation. Having assorted groups of excelling attorneys in the legal profession creates an accurate depiction of recognizing and addressing pressing issues.When minorities thrive in the legal profession it is an adequate reflection of reality, especially in the community and the people attorneys serve. Attorneys play a number of roles, often times, changing the life of their clients, Therefore, it is up to the legal profession to embrace excellence of all backgrounds to better serve the legal community. Diversity in the legal system includes, but is not limited to, race and ethnicity, gender, cultural backgrounds, sexual orientation, and disability. Inclusion and diversity in the legal system are a reflective representation of attorneys by bringing people from all backgrounds and all different experiences to make the legal profession more efficient and

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

The topic of minorities in the workforce and how the struggle to accomplish equal treatment in today’s workforce is nothing new to our society. For centuries we have been concerned that by bringing together our different backgrounds, skills, and experiences, as well as the many businesses of this great

The intersection of racial dynamics with the criminal justice system is one of longstanding duration. In earlier times, courtrooms in many jurisdictions were comprised of all white decision-makers. Today, there is more diversity of leadership in the court system, but race still plays a critical role in many

Having a diverse bench is critical to having a successful criminal justice system. The United States court system follows a presumption of innocence, meaning those who enter a courtroom are presumed innocent until proven guilty. This presumption of innocence is not always found in the courtroom. Every courtroom actor, whether consciously or unconsciously, has a bias towards the defendant and may even presume guilt before the case begins. This is especially true when there is a white judge acting on cases involving a defendant who is a part of the minority. Judges who represent the minority are not only unbiased towards defendants of their own race, but they also bring new perspectives to the bench (Haire & Moyer, 2015). They present ideas, understandings, and

One of the largest issues in developing a career in the legal profession is diversity as there is a perceived image of the legal sector being a traditionally “white, male, middle class” profession. Harold Patrick and Vincent Kuman argue, “the concept of diversity includes acceptance and respect. It means understanding that each individual is unique and recognizing our individual differences” . This essay will examine the social class, educational and gender barriers underrepresented groups face in developing a career in the legal profession. The effectiveness of measures taken to promote diversity in England and Wales will then be evaluated. This essay will go on to ultimately conclude that the legal profession in England and Wales has become increasingly diverse over the years, although a significant lack of diversity does still exist within the upper tier of the profession.

“The future of many organizations is likely to depend on their mastery of diverse succession planning given that building bench strength among women and minorities will be critical in the competitive war for talent”. (Charles R. Greer and Meghna Virick, 2008.)

Harvard Business Review September, 1996 / October, 1996 HEADLINE: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston, Massachusetts. Robin J. Ely is an associate professor at Columbia University 's School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race, gender, and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID A. THOMAS and ROBIN J. ELY Diversity efforts in the workplace have been undertaken with great goodwill, but, ironically, they often

The lack of diversity in the judiciary is deeply entrenched in legal culture. A profession that is intrinsically white, male, and middle class is an intimidating environment for those who fall outside this categorisation. The problem with having a single dominant group is not so much the lack of gender, ethnicity and social minorities in the judiciary but rather the lack of understanding of the various life experiences and perspectives of the diverse community the judiciary serves. An understanding that can only be acquired first hand from personal experience. While it is generally accepted that increasing diversity in judiciary will improve the overall quality of judgments there is not really any real sense of urgency to address this issue. A more diverse judiciary is seen as more of a desire than a necessity. This complacency can be partially attributed to an assumption that eventually the judiciary will balance itself but this has proven to be unsuccessful.