Need & Importance
Diversity in the workplace promotes acceptance, respect and teamwork. Companies that overcome certain diversity gaps often achieve greater productivity, retention, profit and company morale. Racial diversity in the workplace, from recruiting to hiring to promoting people of color, continues to move at an unimpressive pace. The Leadership Brainery addresses this disparity by developing underserved student leaders and preparing them to lead at their best potential.
Professor Scott Page, in his book, The Difference, lays out a mathematical rationale and logic for diversity. He shows that, when trying to solve complex problems (i.e., the sort of thing scientists are paid to do), progress often results from diverse perspectives. That is, the ability to see the problem differently, not simply “being smart,” often is the key to a breakthrough. [Read More]
There is wide disagreement across racial and ethnic groups on how much discrimination contributes to these racial/ethnic disparities. Among those in STEM, 72% of blacks say a major reason why blacks and Hispanics are underrepresented in these jobs is because they face discrimination in recruiting, hiring and promotions; by contrast only around a quarter of whites (27%) and Asians (28%) say this. Hispanic STEM employees fall in between these groups, with 43% citing this as a major reason for these disparities. [Read More]
This shortage causes people of color to be underrepresented in courtrooms, among elected officials, law firms, and legal organizations. According to research, less than two percent of partners at major U.S. law firms are African-American. And law school enrollment among Black students had been on a steady decline since the mid-to-late 1990s. [Read More]
The benefits of having a diverse workplace are well-established and it is agreed in the world of business that lack of diversity can have a negative effect on a company’s bottom line, as well as negative social consequences for society’s future. The legal profession, however, has not taken full advantage of the business benefits of diversity and inclusion. [Read More]
“Diversity programs are necessary in our profession because we are dead last, in terms of other professions, with respect to the hiring and retaining of minorities and women, and that is embarrassing to me – and I assume many others.
“We must devise programs that lead to positive and sustainable change. We also must be more innovative in our approach because the programs put in place the past 30 plus years are not accomplishing what they need to do. The numbers make that clear, unfortunately.” [Read More]
Even after decades of affirmative action, black and Hispanic students are more underrepresented at the nation’s top colleges and universities than they were 35 years ago, according to a New York Times analysis.
The share of black freshmen at elite schools is virtually unchanged since 1980. Black students are just 6 percent of freshmen but 15 percent of college-age Americans, as the chart below shows. [Read More]
For the last 10 years, the Vault/MCCA Law Firm Diversity Survey has gathered detailed breakdowns of law firm populations by race/ethnicity, gender, sexual orientation and disability status across attorney levels—from summer associates hired to partners promoted, from the lawyers who serve on management committees to the attorneys who leave their firms—thus offering comprehensive demographic snapshots of the nation’s leading law firms as well as of the industry as a whole. [Read More]
Some companies – especially in the tech industry – claim that their recruiting problem lies on the supply side or pipeline, with not enough Black and Hispanic students graduating with degrees in the necessary fields. However, an analysis by USA Today revealed that these two groups are graduating with degrees in computer science and computer engineering at twice the rate that they’re being hired by the top tech companies. [Read More]
A little more than a year ago, the Association of American Medical Colleges sounded the alarm, reporting that there were fewer black males applying to and attending medical school than in 1978 — this in a nation that doesn’t have doctors to spare and whose minority population has ballooned over the last 40 years. [Read More]
We already know that a racially diverse tech sector could translate into stronger financial performance for tech companies. Intel and Dalberg found the tech sector “could generate an additional $300-$370Bn each year if the racial/ethnic diversity of tech companies’ workforces reflected that of the talent pool.” [Read More]