In law firms, the pursuit of diversity and inclusion has often been treated as a separate agenda item, rather than an integral part of the firm's culture. However, today’s reality demands a paradigm shift – diversity and inclusion must be deeply embedded within the fabric of a law firm’s culture.

Here are some thoughts [post my attendance of the Los Angeles County Bar Association (LACBA) Diversity and Inclusion Conference] on how to move beyond surface-level gestures and foster a transformative change.

Commit to Fairness to Overcome Implicit Bias

In the words of the opening speaker, UCLA School of Law Professor Jerry Kang, to foster a truly inclusive environment, it is essential to commit to giving everyone a fair shot. This means recognizing and challenging our own biases, whether they are conscious or unconscious.

...diversity and inclusion has often been treated as a separate agenda item, rather than an integral part of the firm's culture.

It is easy to default back to “this is the way we’ve always done things,” however taking the time to re-imagine processes and systems allows for biases to be uncovered. Let’s commit to creating a level playing field for all.

Trusting our gut instincts may seem intuitive, but it can perpetuate implicit biases that can adversely affect an individual’s experience. Instead, we must rely on data-driven insights and objective criteria to hiring, promotions, and evaluations. By acknowledging that biases exist and actively working to counter them, we can ensure that decision-making processes are fair and merit-based.

This can be applied specifically to the path to promotion. While the reality is that the promotion process may not be completely transparent due to closed room conversations, law firms must make the promotion process a little less opaque. Creating clear and objective criteria, offering mentorship opportunities, and providing constructive feedback can enable talented individuals from all backgrounds to envision a path for career progression.

Prioritize DEI

To signal the importance of diversity and inclusion, it is crucial to move these topics to the top of the agenda or interweave them into each agenda item. This prioritization sends a strong message to employees, clients, and the broader legal community that diversity and inclusion are not buzzwords but fundamental values that shape the firm's identity.

...law firms must make the promotion process a little less opaque.

As you are evaluating your upcoming agendas for strategic planning, recruiting, marketing, or other important committee meetings, think about how each topic listed can move the needle for the firm’s diversity and inclusion initiatives.

Cultivate an Inclusive Culture and Take Personal Responsibility

Inclusion goes beyond just representation. It requires creating a culture where everyone feels valued, respected, and included. Intentional conversations are key to fostering such a culture. By actively listening, being open to different perspectives, and engaging in meaningful dialogue, law firm professionals can build stronger relationships and create an environment that encourages diverse voices to be heard.

Just recently at my firm, for AAPI Heritage Month, we hosted a lunch meeting to discuss the film Tigertail. Reflecting on one perspective of an immigrant Asian family through film allowed us to discuss our individual experiences.

In addition, to effect meaningful change, each individual within the law firm must take personal responsibility. We all have the power to challenge biases, advocate for diversity, and create an inclusive workplace.

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Sheenika S. Gandhi is the Chief Marketing Officer at Greenberg Glusker LLP, a single-office, full-service law firm in Century City. She leads the firm’s marketing, communications, business development, and corporate social responsibility initiatives. She serves on the firm’s Diversity & Inclusion and Strategic Planning Committees. Sheenika is a licensed attorney and received her J.D. from California Western School of Law.