This is the third of a series of articles based on discussions at the DC Legal Market Briefing event, held last month by Sandpiper Partners and co-sponsored by The McCormick Group. Our earlier articles addressed the Long Game of Succession Planing, and the Decline in the Importance of Portable Business.

TMG’s Take on Diversity Lessons

Three of the hardest decisions in life are marriage, starting a family, and changing jobs. I want to add getting a puppy. We were moved to adopt this bundle of fur and kisses about a month ago. For most of my family, the desire was to have him replace the pet we lost. We expected him to be a carbon copy of the dog we knew. We learned that no matter how much we trained him the same way we did his predecessor, his nature would come out! It was challenging to realize that when we invited him into our home, our unconscious bias created a negative situation and our initial unwillingness to accept this dichotomy almost ruined the experience.
I was thinking of this little heart-stealer and the situation when I attended the DC Legal Market Briefing on September 20. One of the topics was diversity and inclusion (D&I). Through the predictable sentiments two voices stood out. A new approach from Kevyn Orr of Jones Day and my colleague at The McCormick Group, Andi Cullins, actually moved the needle, which needs to happen more.
Bringing a puppy into a family is by no means an “apple to apple” comparison to the concept of D&I, but it is analogous and relatable.  We needed to realize we had a bias. Listening to Orr and Cullins, I learned that creating an atmosphere of inclusion can result in an acceptance of diversity. Orr discussed how unconscious bias could influence how diverse lawyers are treated, particularly in things like work assignments and evaluations. So firms need to develop programs that can address both the implicit bias itself and the impact it has for attorneys.
Companies like HP, Bloomberg, and other industry leaders are at the forefront of combating unconscious or implicit bias and have created Employee Resource Groups (ERGs) where under-represented populations can be heard and supported. These groups have evolved into Business Impact Networks (BINs) that play a significant role in fostering D&I cultures. With the right influence and support, they can become a catalyst of change within an organization. By doing this these companies are creating an inclusive environment which is necessary for diversity to transform their culture.
The American Psychological Association defines cultural transformation as “the ability to understand, appreciate and interact with people from cultures or belief systems different from one’s own.” Forcing diversity alone does not achieve this goal. When you bring in and integrate qualified people who have different perspectives everyone gains.
McKinsey & Company released a report titled Why Diversity Matters, and the figures alone should motivate a company to create an environment of inclusion. Results reflected that companies in the top quarter for gender or racial and ethnic diversity were more likely to have financial returns above their national industry median. This cultural transformation will more likely point your company toward a broader difference and allow you to be more successful.
In the end, we need to develop a new mindset that comes from a willingness to accept that things are different, and that is a good thing. Once we do this, we can be part of the change that needs to happen.
So how are things working out with the dog? Well, let’s say he taught a valuable lesson on diversity and both sides are better for it. It is a daily joy to see him be himself and we could not imagine our lives without him, even after he decided to use my favorite concert shirts as his chew toy.
Law firms or candidates interested in discussing diversity or other topics can reach Alex at abrown@tmg-dc.com 
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