{"id":130417,"date":"2025-08-13T14:29:34","date_gmt":"2025-08-13T22:29:34","guid":{"rendered":"https:\/\/xira.com\/p\/2025\/08\/13\/law-firms-are-still-looking-to-diversify-their-workforce\/"},"modified":"2025-08-13T14:29:34","modified_gmt":"2025-08-13T22:29:34","slug":"law-firms-are-still-looking-to-diversify-their-workforce","status":"publish","type":"post","link":"https:\/\/xira.com\/p\/2025\/08\/13\/law-firms-are-still-looking-to-diversify-their-workforce\/","title":{"rendered":"Law Firms Are Still Looking To Diversify Their Workforce"},"content":{"rendered":"

There\u2019s no question that running DEI programs at law firms has become more difficult after SFFA v. Harvard<\/em> and mounting pressure from the Trump administration, but it isn\u2019t impossible. Potential employees and firms looking to hire can still try to make connections, but the anti-DEI climate has forced some changes around how the application process looks. Law.com<\/a> has coverage: <\/p>\n

\n

While a handful of large firms have open DEI roles posted, the quantity of open positions has declined, making each posting more competitive.
\u2026
While some public job postings for law firm DEI roles have opened up since the initial pullback when law firms were being targeted by the administration earlier this year, some open positions don\u2019t name the firm at all until after candidates apply. \u201cWe\u2019ve posted for our clients in that way because maybe there\u2019s a hesitation that they are not looking to put their names out there and put a target on their backs,\u201d said Calibrate Strategies recruiter Haley Revel.<\/p>\n<\/blockquote>\n

The increased competition for the available roles means that firms can choose more qualified applicants, which is great, but workarounds that obscure the name of the firm being applied to could dissuade qualified applicants from applying for the positions. It is far from a perfect solution, but it is an understandable way of balancing searching for qualified applicants without inviting Blum & Co<\/a>. to knock on your door. Hopefully. Admittedly, it seems like firms that are trying to hide DEI recruitment behind a silk curtain are only delaying the eventual affirmative action by proxy suit to come.<\/p>\n

In the meantime, make the most of the market while you can. Apply, apply, apply!<\/p>\n

Law Firm Diversity Professionals Face Challenging Job Market<\/a> [Law.com]<\/p>\n

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<\/figcaption><\/figure>\n

Chris Williams became a social media manager and assistant editor for Above the Law in June 2021. Prior to joining the staff, he moonlighted as a minor Memelord\u2122 in the Facebook group\u00a0Law School Memes for Edgy T14s . \u00a0He endured Missouri long enough to graduate from Washington University in St. Louis School of Law. He is a former boatbuilder who is learning to swim,\u00a0is interested in critical race theory, philosophy, and humor, and has a love for cycling that occasionally annoys his peers. You can reach him by email at\u00a0cwilliams@abovethelaw.com <\/a>and by tweet at\u00a0@WritesForRent<\/a>.<\/strong><\/p>\n

The post Law Firms Are Still Looking To Diversify Their Workforce<\/a> appeared first on Above the Law<\/a>.<\/p>\n

There\u2019s no question that running DEI programs at law firms has become more difficult after SFFA v. Harvard<\/em> and mounting pressure from the Trump administration, but it isn\u2019t impossible. Potential employees and firms looking to hire can still try to make connections, but the anti-DEI climate has forced some changes around how the application process looks. Law.com<\/a> has coverage: <\/p>\n

\n

While a handful of large firms have open DEI roles posted, the quantity of open positions has declined, making each posting more competitive.
\u2026
While some public job postings for law firm DEI roles have opened up since the initial pullback when law firms were being targeted by the administration earlier this year, some open positions don\u2019t name the firm at all until after candidates apply. \u201cWe\u2019ve posted for our clients in that way because maybe there\u2019s a hesitation that they are not looking to put their names out there and put a target on their backs,\u201d said Calibrate Strategies recruiter Haley Revel.<\/p>\n<\/blockquote>\n

The increased competition for the available roles means that firms can choose more qualified applicants, which is great, but workarounds that obscure the name of the firm being applied to could dissuade qualified applicants from applying for the positions. It is far from a perfect solution, but it is an understandable way of balancing searching for qualified applicants without inviting Blum & Co<\/a>. to knock on your door. Hopefully. Admittedly, it seems like firms that are trying to hide DEI recruitment behind a silk curtain are only delaying the eventual affirmative action by proxy suit to come.<\/p>\n

In the meantime, make the most of the market while you can. Apply, apply, apply!<\/p>\n

Law Firm Diversity Professionals Face Challenging Job Market<\/a> [Law.com]<\/p>\n

\n
\"\"
<\/figcaption><\/figure>\n

Chris Williams became a social media manager and assistant editor for Above the Law in June 2021. Prior to joining the staff, he moonlighted as a minor Memelord\u2122 in the Facebook group\u00a0Law School Memes for Edgy T14s . \u00a0He endured Missouri long enough to graduate from Washington University in St. Louis School of Law. He is a former boatbuilder who is learning to swim,\u00a0is interested in critical race theory, philosophy, and humor, and has a love for cycling that occasionally annoys his peers. You can reach him by email at\u00a0[email\u00a0protected] <\/a>and by tweet at\u00a0@WritesForRent<\/a>.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

There\u2019s no question that running DEI programs at law firms has become more difficult after SFFA v. Harvard and mounting pressure from the Trump administration, but it isn\u2019t impossible. Potential employees and firms looking to hire can still try to make connections, but the anti-DEI climate has forced some changes around how the application process […]<\/p>\n","protected":false},"author":3,"featured_media":130418,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[16],"tags":[],"class_list":["post-130417","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-above_the_law"],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/xira.com\/p\/wp-content\/uploads\/2025\/08\/Chris-Williams-2025-6UGohH.jpg?fit=512%2C288&ssl=1","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/130417","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/comments?post=130417"}],"version-history":[{"count":0,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/130417\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/media\/130418"}],"wp:attachment":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/media?parent=130417"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/categories?post=130417"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/tags?post=130417"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}