Despite eagerly touting their efforts to enhance diversity, major law firms have remained stubbornly homogenous, especially at the top. As it stands, racial and ethnic minorities comprise 33% of law school graduating classes but only 9% of equity partnerships, according to the National Association for Law Placement and the Minority Corporate Counsel Association.  

Most firms acknowledge the need to identify and recruit diverse associates and to support and promote them. But what about ensuring diversity in firms’ lateral partner pipeline?