– COMMENTARY –
A Framework for Implementing a Diversity and Inclusion Plan By Gregory Olaniran , Partner at Mitchell Silberberg & Knupp LLP (MSK)
I
have practiced law for more than a couple of decades, and have had the privilege of being involved in diversity and inclusion efforts in law firms for almost as long. Over that time, I have witnessed increased awareness of diversity and inclusion issues and moderate improvements within the profession; however, there is so much more that must be accomplished. I offer below an organizational framework for developing a diversity and inclusion program. My suggested framework is based on my experience in leading comprehensive diversity efforts within a few organizations, and learning through working with leading experts and reading contemporary research. Although the proposed framework assumes an organization that is at the very beginning
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stages of instituting a formal diversity and inclusion program, I realize many are at various stages of developing their programs. 1. Assess who you are culturally. Few people consider themselves unaware of or insensitive to diversity and inclusion issues, and many equate their subjective, individual experiences with an understanding of populations of people of color, women, the LGBTQ community, and other diverse populations. This sentiment is not uncommon in law firms. Candidly, it is rarely the case that an organization with no formal diversity and inclusion program is as aware of, or as sensitive to, diversity issues as it thinks it is. As the cliché goes,
“You don’t know what you don’t know.” Therefore, commitment to diversity and inclusion issues requires, first and foremost, an objective self-assessment at the beginning of the journey. That assessment must answer many questions about your organizational culture in the context of diversity and inclusion, including whether who your organization thinks it is culturally squares with who the objective assessment of its culture reveals it to be. Does your organization possess an awareness of and sensitivity to diversity and inclusion issues, and has it implemented policies that have resulted in measurable changes in its culture specific to diversity and inclusion issues? Few, if any,