Diversity Initiative

Building a Diverse Community of Lawyers in Columbus

A pledge. A plan. A great change.

"In a competitive environment, in a diverse country, in a global economy, law firms must seek to reflect the face of the clients we serve. It has always been the right thing to do. Now it is a business as well as cultural imperative."
--Columbus Managing Partners Diversity Initiative

In 2001, the Columbus legal community made a historic public pledge to significantly increase the racial diversity of its ranks. Twenty of the city's largest law firms joined the Columbus Bar Association, the John Mercer Langston Bar Association, which is comprised primarily of African American attorneys, and the two area law schools, the Ohio State University Moritz College of Law and Capital University Law School. Together, they signed a five-year commitment to attract minority law candidates to the city, increase the number of minorities hired out of law school, and create an atmosphere that encourages minority attorneys to advance in their firms and ultimately become partners. The project was known as the Columbus Managing Partners' Diversity Initiative.

Two years into this historic public pledge, participating firms reported increases in minority attorneys at every level, from minority law partners to the incoming class of summer law interns, considered an important measure of the pipeline for future new hires. Participating law firms now included a range of sizes, from more than 200 employees to as small as 15.

At the conclusion of the first five-year plan in 2006, firms reported a doubling of minority attorneys since 2000, as well as twice as many minority partners. The effort was seen as a model program for bar associations across the country, winning local, state and national honors, including the 2003 "Partnership Award" from the American Bar Association.

Most importantly, in 2006 the Columbus legal community committed to a new five-year plan, with a host of new strategies based on lessons learned from the first plan. It was now clear that successful recruitment must be anchored with better retention efforts and deep changes in law firm culture.

In 2007, firms reported more progress: they were approaching a national benchmark, falling just short of the national average of 5% minority law partners for the first time. It is a promising indication, participants agreed, but nowhere near our ultimate vision of true diversity.

With sustained passion and growing sophistication, the Managing Partner's Diversity Initiative continues the great change it started, building a diverse community of lawyers in Columbus.