Let’s stop thinking about ‘diversity’ in black and white

Written by Tamara Grant

We live in an increasingly polarised world. The echo-chambers of social media mean that patience, balance and nuance are often in short supply.  We are expected to love or hate, be it politicians, policies, celebrities or cultural trends. As a result, complex topics with various degrees of shade tend to be presented as good and evil when, of course, the truth usually lies somewhere in-between. 

Take diversity. 

Recruiting senior level partners for law firms means I have many meetings with management.  And ‘Diversity and Inclusivity’ is permanently on the agenda.

In some ways that’s wonderful.  I am a woman of colour who cares passionately about creating a more equal word.  There can be no doubt that skin colour, gender and cultural backgrounds have not been equally represented in many workplaces or boardrooms. Nor can there be a doubt that much is being done to redress that imbalance, be it through more agile recruitment criteria, enlightened thinking or tighter governance. 

On the other hand, I do wonder whether much of the talk around the subject is lacking nuance and a genuine understanding of what it feels like to be in a ‘minority’ group.

As a woman of colour, I have not received any racism in the workplace, either as a lawyer or as a recruiter. I have however been on the receiving end of people's judgements and perceptions regarding my social background and state-education.
I ticked a box in one area, but felt a real lack of inclusivity in another.  This isn’t straightforward!

Then there’s a different issue altogether that affected a candidate I worked with recently.  Steve (not his real name) is a non-white lawyer from a non-traditional background.  He’s super-sharp and with a great track-record.  I felt he would be a perfect fit for some firms of the very highest calibre. And yet he resisted. 

Steve’s issue wasn’t created by the client, but by his own instincts and apprehensions.  He just sensed that the very top firms “wouldn’t be right” for someone like him.  He worried that an offer letter wouldn’t automatically create a cultural fit. 

I was able to spend enough time with Steve to help him understand that his unique perspectives and background could actually work to a big firm’s advantage.  He took some convincing (!) but it was the right move.  

Here lies the problem.  ‘Discrimination’ suggests a deliberate prejudice against inclusion.  But the problem may be in the mind-set of the ‘diverse’ candidate.  Our expectations of prejudice can create significant problems of their own.
Steve is not alone.  I see a lot of Law Firms who genuinely want change but don't know how to get there, particularly as ‘diversity’-related challenges are so much more than a box-ticking exercise.

Great recruitment is about so much more than putting-out an advertisement and filling a role. It needs to be a thoughtful, considered plan that looks at the entire journey.  From interviewing a diverse range of candidates to making everyone feel welcome in a culture that remains in flux. A truly successful placement is about more than agreeing a contract. It allows a person to join a firm and feel that they can thrive on day one.

A big leap in that direction requires a more sophisticated understanding of terms used.  ‘Diversity’ describes a world where people on the inside are looking out.  It lends itself to box-ticking and defining people by their apparent differences.  ‘Inclusivity’ is about creating cultures where everyone feels welcome and accepted.  

Having seen the law from different perspectives – and industries – in recent years, I am certain we are, collectively, heading in the right direction.  And we will reach our destination when anyone can thrive within the profession without compromising or questioning their authenticity or uniqueness.  That’s genuine inclusivity.