Trial Magazine

Candidates with diverse backgrounds are all around you. They’re on Indeed, LinkedIn, and other popular job search sites. So, if you have an open opportunity at your firm, you more than likely already have diverse candidates applying for the position. You don’t have to use any magic words in your posting. Some people may be turned off by ads that indicate the firm is seeking diverse candidates because it suggests that might be all the firm sees.

The way I’ve built a diverse firm is by hiring the best person for the job. I post a job description that has exactly what I’m looking for, and I keep interviewing until I find someone who can do the job in the way that works for my firm. That means not every good lawyer will be a good fit for your practice. Stick to whatever criteria you use to evaluate candidates at your firm. But don’t limit yourself to a pool of candidates who practice the same area of law as you. If they’re good, they’ll catch on to the subject matter quickly. Recognize that a good lawyer can be trained to do the specific job.

If you want someone who can draft a solid motion, ask for a writing sample, and ask their references about the quality of their writing. If you sense that a particular reference is more willing to talk than another, ask that person more in-depth questions. Try to glean as much information as you can about what it’s like to work with the candidate.

I like to ask whether the reference has seen the candidate work through a challenge, areas where they might need improvement, what their ideal work environment would be, and how they handle failure. I am very honest with references: If I’m hiring because someone else didn’t work out, I ask why they believe this candidate will be different. Don’t hesitate to ask for more references if you don’t feel that the initial ones gave you a good sense of the person.

Reach out to new hires to make sure they are adjusting well. Not everyone will come forward and say they feel left out.

Show them the ropes. In my experience, minorities in a law firm setting often suffer from not being shown how to navigate life at the firm. This may be because people might gravitate to others who look like them. So, be intentional about making sure your new hires get acclimated to life at your firm, and reach out to them to make sure they are adjusting well. Not everyone will come forward and say they feel left out.

This is a pattern I see in many of the employment discrimination cases I handle as well: Candidates are hired and then not given the same on-the-job training or opportunities to advance as their nonminority colleagues. Don’t do this to your diverse new hires. Before you hire them, make sure you understand what they’re looking for in a workplace and in a boss. If you can’t offer them that, be honest with yourself and move on to the next candidate.

Don’t assume you have nothing in common. Just because someone doesn’t look or talk like you doesn’t mean they don’t have the same goals and interests. People are individuals. The fact that you didn’t get along well with one person from a particular background has no bearing on whether you will get along with someone else from that background. We have much more in common than we do differences. Look for those areas of commonality and build on them. But don’t hire someone with whom you don’t “click” just for the sake of hiring a diverse candidate. Keep an open mind, but don’t try to force a connection.

Don’t assume diverse employees have more in common with each other than with you. There are many differences among people within various groups. Not all employees will get along just because they share the same race, age, gender, or sexual orientation. When people get to know one another, you might be surprised at the alliances that form.

A more diverse firm is easy to accomplish if you follow these guidelines. The one thing I aim for overall is to hire nice people. Having employees who you and your clients like will contribute to a comfortable work environment and a thriving law practice.

Carla D. Aikens practices law at Carla D. Aikens, PLC, in Detroit and can be reached at carla@aikenslawfirm.com.