Does diversity matter in the legal profession? And if so, what is the current status of diversity in major Canadian law firms?

Canadian Lawyer is focusing the subject in the October issue.

Gail Cohen looks at the experiences of several diverse lawyers, and addresses the business case for diversity.

But firms are still not disclosing their numbers, and we know why. The number of visible minorities at the upper tiers of large law firms are abysmally low.

Recruiting is not the issue – it’s retention. And the use of “corporate fit” is just an euphemism for exclusion, and diverse students recognize this when they hear the terminology during interviews and promotional materials. Rather than adapting firm culture to reflect our increasingly diverse society, firms are still expecting lawyers to adapt to their monolithic ideals.

Meanwhile, some of the best legal talent is siphoned elsewhere, to other areas of law or even other careers.  They taken their diversity experiences about law firms with them wherever they go, and they can impact business and recruitment.

But the problem isn’t just in law firms – the judiciary is probably even worse. And the problems begin much earlier in the legal career, as early as in law school, where a monolithic and exclusive culture permeates almost every institution.

Cohen suggests that firms come clean and show their figures. If their figures are low, they can show progress over time. Big firms have the resources to take the lead, and the financial incentives to do so.

By recognizing that diversity provides them a competitive business edge and actively seeking to rectify the situation, more opportunities will open up for diverse lawyers.  And if that happens, other sectors of the legal industry, including law schools, will likely follow.

Canadian Lawyer will be posting weekly stories related to diversity for the next month.

As an extra cookie, how many Law is Cool contributors can you find on the cover of this month’s magazine?