An Intelligent Path for Improving Diversity at Law Firms (Un)Artificially

Most law firms are struggling when it comes to diversity and inclusion. There fewer women in compared men. The majority of lawyers—81%—are White, despite White people making up only about 65% the school population. Lawyers color remain underrepresented with historic high being 28.32%. By comparison, 13.4% United States population is Black 5.9% Asian. biases that perpetuate this lack begin during hiring process extend associate retainment. For example, an applicant’s resume reveals a lot, including prestige they attend (which can create inferences their socioeconomic status); class status, depending on extracurricular activities (i.e., playing polo v. interning dentist); or gender, based name other details. Continuing depend these detrimental for various reasons. They lead same demographics hired candidates, exclusion diverse candidates. Clients also have been demanding outside counsel be diverse, risk losing business. This paper recommends seeking address inclusion issues adopt artificial intelligence (“AI”) retention lawyers. AI term refers computers accomplish tasks would ordinarily require human intelligence. While used legal successfully automate routine work cut costs, there added benefit using recruiting: remove biases. Note begins by first identifying current discussing how bias major contributing factor. Second, will explain clients influencing increasingly workforce. It then propose as beneficial solution help increase both processes efforts attorneys while mitigating Specifically, discuss advantages applied screening, structured interviewing, fair performance management, equal compensation systems. Finally, outline challenges overcome them use fairly efficiently.