For law firms, an effective diversity and inclusion initiative must start with having a legal organization that is made up of individuals from various backgrounds, perspectives, and experiences, including those who are traditionally underrepresented in the profession. The environment must also integrate those voices and perspectives in a valued and meaningful way.

If there was a playbook for implementing an effective diversity and inclusion strategy, the first rule would be to obtain leadership buy-in. But the term “buy-in” is misleading—it suggests that leadership merely must be in agreement when in fact, to obtain meaningful progress in diversity and inclusion, leadership approval is not enough. Leaders play the most important role in shaping their organization’s success in diversity and inclusion. They have to own the effort,  MORE >