just combine all data, without a detailed
analysis on partners, associates and such,”
he says. “The challenge is that there is
so much that goes into a holistic view of
partner compensation. We’re still explor-
ing how best to do a thoughtful analysis
of where we are.”
Akin Gump’s diversity strategy
includes four main goals: leadership
engagement, recruiting and pipeline,
professional development, and strategic
partnerships. On the latter goal, he says,
“Our [corporate] clients have become
more and more interested in law firm
diversity and inclusion efforts. So there
has been more partnering with clients
and with diversity-related organizations.”
He sees general counsel taking a
leading role in both countries. “I talk
a fair amount with in-house counsel
teams, and one thing that gives me opti-
mism is not only their level of focus but
the specific actions being taken across
the board.”
He says some general counsels give
bonuses to law firms that excel in diver-
sity and inclusion, while others withhold
business from law firms found lacking.
“We are certainly seeing that they are
requiring diversity on the pitch team.
And when year-end meetings with the
firm have D&I in the conversation, it
makes a huge difference at the firm.”
CHERYL FOY
FOY, GENERAL COUNSEL AND UNIVERSITY
secretary of Ontario Tech University, is
one of those general counsels who looks
at a law firm’s diversity. She says Canada,
the U.S. and the U.K. are all facing similar issues, especially striving for more
gender diversity and pay equity in the
law profession. “I think, though, that I
see evidence of more concrete action in
Canada right now,” she adds.
General counsel can play a key part,
Foy says. “Many of us feel that we are in
a position to take a leadership role,” she
explains. “In some cases, we feel we are
expected to and that we have to. If you
are positioned at the leadership team
table, you can have an impact.”
It’s not always easy. Attorneys in the
U.S. and U.K. sometimes are straining
to maintain the focus on diversity as
political discourse has become polarized
amid divisive leaders and issues. Not so
in Canada, she says, under the leader-
ship of a professed feminist, Prime Min-
ister Justin Trudeau.
Foy notes that Trudeau is trying to
balance the number of women in the
judiciary and on national boards. She
also cites an ongoing national reconcil-
iation movement with Canada’s indig-
enous people.
There is also group action. Foy
is a signatory to Legal Leaders for
Diversity, a group of Canadian general
counsel who have declared their commitment for creating a more inclusive
legal profession. In addition, she is
founder and past president of Women
General Counsel Canada, which supports women lawyers in general counsel
and executive legal leadership positions.
So she hears many general counsel
discussing ways to increase diversity.
This includes pushing within their
own companies as well as pressuring
outside law firms. “There’s an opportunity to raise awareness,” Foy says.
“Many of us are also corporate secretaries, so there’s an opportunity there
to bring light to the governance process and the board table.”
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