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IILP Review Call for Submissions 

CALL FOR SUBMISSIONS!

Highlight noteworthy diversity and inclusion efforts for the rest of the legal profession in the “IILP Review 2016-17: The State of Diversity and Inclusion in the Legal Profession!”

If your law firm, law department, agency, bar association, or other organization has a particularly successful or innovative program or initiative, or has published a new report, or has released the results of new research you’ve undertaken that helps advance diversity and inclusion efforts in the legal profession and you think other members of the profession would benefit from knowing about it, spread the word about your efforts! IILP is now compiling its Practice Round-Up which will be included in the “IILP Review 2016-17: The State of Diversity and Inclusion in the Legal Profession” which will be published late 2016 or early 2017. The Practice Round-Up is your chance to highlight your diversity and inclusion efforts and celebrate your successes with your colleagues around the US and abroad.

Submissions should include the following:

Name of the Organization

Name of the Project, Program, Research, or Report

Purpose or Objective of the Project, Program, Research, or Report

Description and background of the Project, Program or Report

Explanation about how the Project or Program operates or the methodology of the Research or Report

How many lawyers, law students, judges, students, etc. were/are involved?

What kind of costs did the Project, Program, Research or Report require?

What was the source of funding?

Does the Project, Program, Research or Report require paid staff? If so, how many and for how much time?

What have been the benefits of this Project, Program, Research, or Report?

What obstacles might someone trying to replicate this reasonably expect to encounter?

If replication might not be ideal, are there other ways that individuals or organizations in other parts of the country can support, participate in, or help expand the program into other geographic locations?

Who is the contact person for someone interested in learning more about this? (Please provide a name, telephone number and email address.)

Submissions are due by March 1, 2016. Submissions should be emailed to Review@TheIILP.com


CLE in Switzerland

The Institute for Inclusion in the Legal Profession is pleased to announce that it will be co-hosting a program about the state of diversity and inclusion in the global legal profession with the Chicago Bar Association in Lausanne, Switzerland, from March 29-30th. For more information about this exciting program, download the attachment below. To register, visit http://www.chicagobar.org/am/newsfiles/files/439_Switzerland2016RegistrationForm.pdf.

Switzerland2016RegistrationForm.pdf

IILP Washington, DC Symposium

The Institute for Inclusion in the Legal Profession is pleased to announce its upcoming symposium in Washington, D.C.

Washington DC Press Release

IILP Chicago Symposium

The Institute for Inclusion in the Legal Profession is pleased to announce its upcoming symposium in Chicago at Jenner & Block LLP on Wednesday, October 14th. For more details about symposium speakers and panelists, please see the press release below.

Chicago Press Release

IILP Los Angeles Symposium

The Institute for Inclusion in the Legal Profession is pleased to announce its upcoming symposium in Los Angeles at Sidley Austin, on Thursday, September 24th. For more details about symposium speakers and panelists, please see the press release below.

Los Angeles Press Release


IILP Seattle Symposium

The Institute for Inclusion in the Legal Profession is pleased to announce its upcoming symposium in Seattle at Starbucks on Friday, September 18th. For more details about symposium speakers and panelists, please see the press release below.

Seattle Press Release


01 Sep 2011 10:16 AM | Sandra Yamate
IILP released its inaugural review, "IILP Review: The State of Diversity and Inclusion in the Legal Profession" today. The IILP Review features current data and statistics about diversity in the legal profession, articles exploring the diversity within diversity and inclusion, and a "Diversity in Practice" round-up of programs, strategies and other efforts from around the country that are showing promising results in fostering a more diverse and inclusive profession.

IILP Review 2014 Press Release


Interview with IILP Board Member Floyd Holloway, Jr.

Esquire Coaching interview board member Floyd Holloway, Jr. on their Radio Show last week. Mr. Holloway talked about IILP and broader diversity and inclusion efforts within the legal profession. To listen to the interview, click here


IILP Signs Consortium for Advancing Women Lawyers letter on MDL Standards

IILP is pleased to be a signatory to a letter from the Consortium for Advancing Women Lawyers urging amendments to MDL Standards and Best Practices to include specific guidance to promote diversity in court appointments. 

Read the full letter here: MDL Standards Letter.pdf

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  • 18 Jul 2012 3:23 PM | Sandra Yamate (Administrator)
    IILP CEO Sandra Yamate has been named as the recipient of the Tort Trial and Insurance Practice Section of the American Bar Association's 2012 Liberty Achievement Award. The Liberty Achievement Award recognizes career commitment to and achievement in diversity efforts in the legal profession. The award will be presented during the 2012 ABA Annual Meeting on Friday, August 3, 2012. To read more about it:http://www.abanow.org/2012/07/sandra-s-yamate-to-receive-aba-tort-trial-and-insurance-practice-section-liberty-achievement-award/ 
  • 18 Jul 2012 3:09 PM | Sandra Yamate (Administrator)
    Some of the findings in IILP's Report on "The Business Case for Diversity: Reality or Wishful Thinking?" was recently cited in Chicago Lawyer Magazine's annual diversity issue (July, 2012) Read the article at Chicago Lawyer Magazine - Strengthening the business case for diversity.mht.
  • 31 Jan 2012 4:03 PM | Sandra Yamate (Administrator)
    IILP was the subject of an in-depth profile in the ABA's Bar Leader Magazine! Read the article here: ABA Bar Leader - Winter 2012.pdf
  • 01 Sep 2011 10:16 AM | Sandra Yamate (Administrator)
    IILP released its inaugural review, "IILP Review: The State of Diversity and Inclusion in the Legal Profession" today. The IILP Review features current data and statistics about diversity in the legal profession, articles exploring the diversity within diversity and inclusion, and a "Diversity in Practice" round-up of programs, strategies and other efforts from around the country that are showing promising results in fostering a more diverse and inclusive professionIILP Review Press Release.pdf.
  • 02 Aug 2011 3:50 PM | Sandra Yamate (Administrator)
    The National Bar Association (NBA") awarded IILP its 2011 Pinnacle Award during the NBA's 86th Annual Convention which was held in Baltimore. The Pinnacle Award was presented on Tuesday, August 2, 2011. IILP Board Member Jim Potter accepted the award on IILP's behalf.
  • 29 Jun 2011 11:23 AM | Sandra Yamate (Administrator)
    The IILP and its report, "The Business Case for Diversity: Reality or Wishful Thinking" were featured in the Summer 2011 issue of The Philadelphia Lawyer.

    Click here to view the article.
  • 20 Apr 2011 1:00 PM | Sandra Yamate (Administrator)

    April 20, 2011
    By  Maria Kantzavelos
    Law Bulletin staff writer

    While a business case for diversity does exist for law firms and their corporate clients, it falls short of providing an environment for achieving meaningful economic and social results for significant numbers of diverse lawyers, according to a study by the Chicago-based Institute for Inclusion in the Legal Profession.

    The findings of the study of corporations, law firms and diverse partners in law firms suggest that there is still a long way to go to make the legal profession inclusive through the full integration of diverse lawyers and law firms into the corporate legal marketplace, the institute said.

    IILP Chairman Marc S. Firestone, who is executive vice president, corporate and legal affairs, and general counsel for Kraft Foods Inc., said in a prepared statement that the legal profession has sought solutions and increasingly focused on diversity and inclusion, acknowledging that the profession has made "much progress" in this area.

    "Equally important, however, is the fact that we must acknowledge that there is a measurable level of frustration, and even skepticism, about the pace undefined and the possibility undefined of significant change in key areas of measurement," Firestone said in the statement. "Our findings show that diverse lawyers are disappointed with progress and law firms are finding that their diversity efforts are not a clear priority when dealing with corporate clients."

    The study, which was conducted from August to December last year, set out to examine how the business case for diversity undefined the notion that clients value diversity and therefore are finding ways to include that value in determinations of the qualifications of lawyers to handle their work undefined has impacted three primary stakeholders: corporate clients, law firms and diverse partners.

    "It's proven so important in terms of efforts to promote diversity in the profession and yet all the major stakeholders, when you speak with them by themselves, express tremendous frustration with it," said Sandra S. Yamate, the institute's CEO. "We did this study to try to find out why that is. Why is it not meeting peoples' expectations and needs?"

    The legal profession has been hearing about the so-called business case for diversity undefined where corporate clients are said to apply the "carrot" of continued or increased business and the "stick" of an implied decrease, withdrawal or loss of business to encourage law firms to become more diverse undefined for more than 20 years, Yamate said.

    "Initially, when we first started talking about it, it was the notion that as businesses had more diverse consumers, customers, clientele, that they would be better able to serve those markets by having greater internal diversity," she said. "Over the years, though, within the legal profession it evolved into a sense that corporate clients who were emphasizing greater diversity in, let's say, their business practices, wanted to see greater diversity in their legal service providers."

    But the study found that few corporate law departments use any kind of incentive, such as promotions, raises or bonuses, to encourage in-house counsel to retain diverse outside counsel. That finding was striking to Wildman, Harrold, Allen & Dixon LLP partner Sarah L. Olson, who serves as the firm's professional development and diversity director.

    "In law firms, I think there is some financial motivation for developing diverse teams. Our compensation has always had a component related to diversity efforts," Olson said. "You would think that would be something businesses would consider.

    "For diversity to grow, there needs to be more than an inspirational message."

    The respondents of the study, which involved a three-pronged, online survey of the attitudes and practices of general counsels, law firm management and partners at law firms, included: 52 corporations representing 10.4 percent of Fortune 500 corporations; 391 law firms representing 65.8 percent of law firms with more than 500 lawyers and 39.8 percent of law firms with 251 to 500 lawyers on the National Law Journal's list of 250 largest U.S. firms; and 1,032 diverse partners.

    They were asked questions about how corporations choose to allocate their budget for diverse outside counsel; how law firm management determines whether there is any correlation between a firm's diversity efforts and business generation; and about the actual revenue amounts generated from corporate clients by law firm partners who are women, racial or ethnic minorities, lesbians, gays, bisexuals or transsexuals or partners who are disabled.

    Although many corporate general counsel and in-house counsel have indicated that their corporations have sought to change their relationships with law firms based on poor performance against their company's diversity metrics or objectives, only 12.5 percent of the survey respondents indicated that they had actually done so, while 89.6 percent reported that they had not, according to the findings of the study.

    Of those corporations that did change their relationships with law firms based upon poor diversity performance, 83.3 percent said they reduced the use of the firms as outside counsel, while none pulled any matters from a firm, and only 16.6 percent terminated the relationship with the firm, the study found.

    Those findings reflect "a good start," said Hinshaw & Culbertson LLP partner Leslie Richards-Yellen , who serves as the firm's chief diversity and inclusion officer.

    "If corporations tied diversity metrics more to allocation of work, I think you'd see a significant change in the way law firms try to nurture diverse talents," Richards-Yellen said. "Law firms are very savvy economic animals. If you incentivize behavior, they will react."

    Another finding suggests that although some diverse partners are, indeed, benefiting from this business case for diversity undefined seeing business coming from corporate clients who have expressed a commitment to greater diversity undefined a great many more are not, Yamate said.

    The study also found that:

    • 72.7 percent of law firms surveyed receive zero to 5 percent of their gross revenues from clients who ask about the firms' diversity;
    • 80 percent of law firm respondents said they have never been told that they had received business, in whole or in part, because of the diversity of the lawyers in the firm or the firm's diversity efforts; and
    • 84.1 percent of diverse partners surveyed have served on their law firm's diversity committee, but only 8.1 percent have ever served on their firm's executive committee.

    The report also provides recommendations for both corporations and law firms to help make the business case for diversity more effective.

    For more information about the study, visit theiilp.com/CaseforDiversity.
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