Openly discussing family aspirations, one’s participation in LGBTQ associations, mental health issues or religious beliefs, is difficult during recruitment events at law firms. At the very least, students trying to get recruited for an articling position will be cautious about bringing these matters up.
While diversity is making headway in the Canadian landscape and within large corporations, law firms are still slow at making progress on this front. Of course, commitment to diversity and inclusion varies considerably from one firm to another and it becomes hard to evaluate firms’ performance on diversity and inclusion. Unconscious bias can be prevalent in many firms, and this is often reflected in informal processes or situations.
Below are some tips of how you detect the real commitment to diversity and inclusion in the firm.
Obviously, discussion with lawyers and partners of the firm is the best way to discover the real commitment to diversity and inclusion. In fact, policies might be there, but the culture has to follow. Try to get a sense of this critical information by carefully analyzing the lawyers and partners manners. While these tips are relevant, nothing is better than intuition!