DIVERSITY NEWS
THE KEY TO INCLUSIVENESS The only guide to inclusiveness is the Inclusiveness Manual
SINCE YOU ARE READING THIS MAGAZINE, YOU PROBABLY KNOW WHY INCLUSIVENESS IS IMPORTANT TO THE LEGAL INDUSTRY. BUT TO RECAP, SINCE 2004 THE LEGAL PROFESSION HAS OCCUPIED LAST PLACE FOR RETENTION, DEVELOPMENT, AND ADVANCEMENT AMONG ALL WHITE-COLLAR PROFESSIONS. It’s a major problem without a solution—until now. T e cornerstone of MCCA’s new Academy on Leadership
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& Inclusion is the Inclusiveness Manual. T e manual was developed by the Center for Inclusiveness, which is based in Denver. T e next step in establishing truly inclusive workplaces is to transition from a diversity mindset to an inclusive philosophy. T e distinction between diversity and inclusion is pivotal.
T e goal of diversity is getting people in the door. Inclusion keeps them there through engagement. Talented workers will not stay if they are not challenged by their employers. So how can a fi rm keep their talent from leaving? How
can we make diversity sustainable? T e Inclusiveness Manual is the only answer on the market right now. T ere are hurdles
to implementing the plan. Leaders need to establish an inclusiveness committee that can recruit white male allies and overcome apathy about diver- sity. It is critical to have
white male
understand, give concrete action items to them to keep them involved, such as involving more white males. A successful diversity committee will include at least one white male. Lathrop & Gage LLP implemented the Inclusiveness
Manual in February 2011. T e fi rm merged with Kamlet Reichert, one of the original members of the Center for Legal Inclusiveness (CLI) and among the fi rst adopters of the manual. “Honestly, it has been easy for some and a stretch for oth-
A MORE DIVERSE WORKPLACE.” — TRIPP LAKE
TO INCLUSIVENESS IS INERTIA, THE OLD WAY OF FOCUSING PRIMARILY ON DIVERSITY IN RECRUITING TO SOLVE THE RIDDLE OF CREATING
“THE BIGGEST BARRIER
allies in an inclusive organization. Educate them about the diff erence between diversity and inclusion. Many white males are not aware of the hidden barriers women and minorities face. Once they
DIVERSITY & THE BAR® MAY/JUNE 2012
ers,” says Lathrop attorney Tripp Lake, who is a white male in the fi rm’s Denver offi ce. “T e fi rm’s CEO, Joel Voran, is a white male and has supported and participated in all of the fi rm’s diversity and inclusiveness eff orts. Mr. Voran hired [Diversity and Associate Development Manager] Dionne King who has been instrumental to the fi rm’s diversity and inclusion eff orts.” T ere are external
support networks that can be leveraged to help your orga-
nization maintain momentum. An external advisory board, consultants, and bar associations or other legal organizations can act as sounding boards for problems that may arise.
MCCA.COM
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