Microsoft, which had one of the longest-running outside counsel diversity programs in Biglaw history dating to 2008, has ended the initiative. That program tied bonuses to diversity metrics on teams working Microsoft matters, as well as firmwide efforts to diversify partner ranks. Now? \u201cWe do not offer incentives or bonuses tied to the workforce composition of our outside counsel or suppliers,\u201d a Microsoft spokesperson said, declining to say when the company made the shift. Cool, great, very brave.<\/p>\n
Then there\u2019s Meta. The Facebook parent, which since 2017 had required at least a third of lawyers on its matters to be women or ethnic minorities, announced in January 2025 it was dropping diversity requirements for outside suppliers entirely. Poof.<\/p>\n
These weren\u2019t symbolic commitments \u2014 they were among the most concrete mechanisms in-house counsel had developed to actually move the needle. Back in 2021, we covered Coca-Cola GC Bradley Gayton\u2019s landmark policy <\/a>demanding firms staff at least 30% of new matters with diverse attorneys, with at least half that billable time going to Black lawyers, on pain of fee reductions or removal from the roster altogether. It was the most aggressive outside counsel diversity mandate Biglaw had ever seen.<\/p>\n It lasted approximately three months. Gayton was out after only eight months on the job<\/a> \u2014 shown the door just weeks after rolling out the policy, with Coca-Cola immediately putting the diversity plan on pause. Nobody officially explained what happened. The CEO issued the corporate equivalent of a hostage statement but with a massive severance package, thanking Gayton for his service and calling him \u201ca strategic and results-oriented leader.\u201d Gayton issued his own anodyne quote about the \u201cprivilege\u201d of the work. <\/p>\n The lesson corporate America apparently took from the Gayton episode wasn\u2019t \u201cwe need to protect bold GCs who push for change.\u201d It was \u201cdon\u2019t be Bradley Gayton.\u201d The current Bloomberg Law story is really just that lesson, playing out at scale. Trump 2.0 didn\u2019t create the corporate retreat from outside counsel diversity mandates. He just made it socially acceptable to surrender openly, instead of doing it quietly with an eight-figure severance check.<\/p>\n The fear driving the retreat is palpable, even among those who know better. \u201cEven if what they\u2019re doing is quite popular and legally safe, if they\u2019ve got the label on it of DEI or something that sounds like DEI, they think that it\u2019s putting a target on their back because the administration doesn\u2019t like DEI,\u201d said David Glasgow, an attorney who advises firms on their diversity measures. This is institutional cowardice dressed up as legal caution.<\/p>\n Paula Boggs, the former GC of Starbucks, put it plainly: \u201cThere are law firms that mouthed a commitment to diversity and inclusion because they knew that would make them more palatable to companies. In the absence of that pressure they feel no need to engage in it and make the effort.\u201d<\/p>\n Read that again. The diversity commitments that law firms made to land and keep corporate clients were, for many of them, always just marketing. Even in 2019<\/a>, when over 170 GCs signed an open letter to Biglaw demanding statistical progress or threatening to take their business elsewhere, there were those that suspected it was but a momentary concern. The cynics were right then: a lot of those firms just hoped the heat would die down. Now it has.<\/p>\n And the data tells a stark story. The share of Black summer associates at law firms fell for the third straight year in 2025, dropping to about 8.5%, according to the National Association for Law Placement. The overall proportion of summer associates of color fell to roughly 38% \u2014 the lowest since 2020. The gains that GC pressure helped produce are already eroding. Years of progress, evaporating in months.<\/p>\n You want to know what accelerated this? Look no further than the Trump administration\u2019s systematic campaign<\/a> to bully every diversity infrastructure in the profession out of existence. Like the FTC\u2019s decision to send warning letters to 42 Biglaw firms<\/a>, threatening antitrust liability for participating in Diversity Lab\u2019s Mansfield Certification program, a program that doesn\u2019t actually work the way the FTC described, as actual antitrust lawyers were quick to note. Didn\u2019t matter. The goal was intimidation, not accuracy. And it worked: Diversity Lab announced in February 2026 that it was pausing the Mansfield certification program entirely<\/a>, its operating funds \u201csubstantially depleted\u201d after clients began fleeing. Biglaw, famously brave when billing $2,000 an hour, apparently has limits.<\/p>\n And of course, into this vacuum strides Edward Blum \u2014 the man who has made a career out of dismantling every mechanism society has devised to address historical inequity \u2014 to declare victory. \u201cIt is an altogether positive development that law firm clients are no longer specifying the racial makeup of the legal teams assigned to represent them,\u201d said Blum, whose advocacy group led the suits that prompted the Supreme Court to strike down affirmative action in college admissions three years ago. \u201cThe race or ethnicity of a lawyer is irrelevant.\u201d<\/p>\n Lovely. The man <\/a>who has spent years manipulating the system and manufacturing plaintiffs<\/a> to achieve his political ends<\/a> gets to announce the end of an era. When Blum\u2019s American Alliance for Equal Rights began suing Biglaw firms <\/a>over their diversity fellowships in 2023, Perkins Coie<\/a>, Morrison & Foerster<\/a>, and Gibson Dunn<\/a> all folded. By December 2023, Blum was declaring there was \u201cnothing left to do\u201d in the law firm space<\/a> because the profession had surrendered. Now corporate clients are doing the same thing.<\/p>\n GCs are uniquely positioned<\/a> to drive change because they have leverage law firms can\u2019t ignore. But that leverage only works if you\u2019re willing to use it. And right now, the corporate legal world has decided the political environment makes that leverage too costly to deploy.<\/p>\n Kathryn Rubino is a Senior Editor at Above the Law, host of\u00a0The Jabot podcast<\/a>, and co-host of\u00a0Thinking Like A Lawyer<\/a>. AtL tipsters are the best, so please connect with her. Feel free to email\u00a0her<\/a>\u00a0with any tips, questions, or comments and follow her on Twitter\u00a0@Kathryn1<\/a>\u00a0or Bluesky\u00a0@Kathryn1<\/a><\/em><\/strong><\/p>\n The post Companies Are Quietly Killing Their Law Firm Diversity Mandates<\/a> appeared first on Above the Law<\/a>.<\/p>\n <\/em><\/strong><\/p>\n Remember when general counsel were the cavalry? When the corporate legal world was going to save Biglaw from itself by threatening to yank business from firms that couldn\u2019t put a diverse team on the field? For a hot minute there, it actually seemed to be working.<\/p>\n Well. About that.<\/p>\n A new Bloomberg Law report documents<\/a> what many of us have suspected: under Trump 2.0, corporate America is walking away from the diversity commitments they once dangled over their outside law firms like a sword of Damocles. And in the process, they\u2019re taking what little hard-won progress existed in the legal profession and tossing it into the nearest dumpster.<\/p>\n Microsoft, which had one of the longest-running outside counsel diversity programs in Biglaw history dating to 2008, has ended the initiative. That program tied bonuses to diversity metrics on teams working Microsoft matters, as well as firmwide efforts to diversify partner ranks. Now? \u201cWe do not offer incentives or bonuses tied to the workforce composition of our outside counsel or suppliers,\u201d a Microsoft spokesperson said, declining to say when the company made the shift. Cool, great, very brave.<\/p>\n Then there\u2019s Meta. The Facebook parent, which since 2017 had required at least a third of lawyers on its matters to be women or ethnic minorities, announced in January 2025 it was dropping diversity requirements for outside suppliers entirely. Poof.<\/p>\n These weren\u2019t symbolic commitments \u2014 they were among the most concrete mechanisms in-house counsel had developed to actually move the needle. Back in 2021, we covered Coca-Cola GC Bradley Gayton\u2019s landmark policy <\/a>demanding firms staff at least 30% of new matters with diverse attorneys, with at least half that billable time going to Black lawyers, on pain of fee reductions or removal from the roster altogether. It was the most aggressive outside counsel diversity mandate Biglaw had ever seen.<\/p>\n It lasted approximately three months. Gayton was out after only eight months on the job<\/a> \u2014 shown the door just weeks after rolling out the policy, with Coca-Cola immediately putting the diversity plan on pause. Nobody officially explained what happened. The CEO issued the corporate equivalent of a hostage statement but with a massive severance package, thanking Gayton for his service and calling him \u201ca strategic and results-oriented leader.\u201d Gayton issued his own anodyne quote about the \u201cprivilege\u201d of the work. <\/p>\n The lesson corporate America apparently took from the Gayton episode wasn\u2019t \u201cwe need to protect bold GCs who push for change.\u201d It was \u201cdon\u2019t be Bradley Gayton.\u201d The current Bloomberg Law story is really just that lesson, playing out at scale. Trump 2.0 didn\u2019t create the corporate retreat from outside counsel diversity mandates. He just made it socially acceptable to surrender openly, instead of doing it quietly with an eight-figure severance check.<\/p>\n The fear driving the retreat is palpable, even among those who know better. \u201cEven if what they\u2019re doing is quite popular and legally safe, if they\u2019ve got the label on it of DEI or something that sounds like DEI, they think that it\u2019s putting a target on their back because the administration doesn\u2019t like DEI,\u201d said David Glasgow, an attorney who advises firms on their diversity measures. This is institutional cowardice dressed up as legal caution.<\/p>\n Paula Boggs, the former GC of Starbucks, put it plainly: \u201cThere are law firms that mouthed a commitment to diversity and inclusion because they knew that would make them more palatable to companies. In the absence of that pressure they feel no need to engage in it and make the effort.\u201d<\/p>\n Read that again. The diversity commitments that law firms made to land and keep corporate clients were, for many of them, always just marketing. Even in 2019<\/a>, when over 170 GCs signed an open letter to Biglaw demanding statistical progress or threatening to take their business elsewhere, there were those that suspected it was but a momentary concern. The cynics were right then: a lot of those firms just hoped the heat would die down. Now it has.<\/p>\n And the data tells a stark story. The share of Black summer associates at law firms fell for the third straight year in 2025, dropping to about 8.5%, according to the National Association for Law Placement. The overall proportion of summer associates of color fell to roughly 38% \u2014 the lowest since 2020. The gains that GC pressure helped produce are already eroding. Years of progress, evaporating in months.<\/p>\n You want to know what accelerated this? Look no further than the Trump administration\u2019s systematic campaign<\/a> to bully every diversity infrastructure in the profession out of existence. Like the FTC\u2019s decision to send warning letters to 42 Biglaw firms<\/a>, threatening antitrust liability for participating in Diversity Lab\u2019s Mansfield Certification program, a program that doesn\u2019t actually work the way the FTC described, as actual antitrust lawyers were quick to note. Didn\u2019t matter. The goal was intimidation, not accuracy. And it worked: Diversity Lab announced in February 2026 that it was pausing the Mansfield certification program entirely<\/a>, its operating funds \u201csubstantially depleted\u201d after clients began fleeing. Biglaw, famously brave when billing $2,000 an hour, apparently has limits.<\/p>\n And of course, into this vacuum strides Edward Blum \u2014 the man who has made a career out of dismantling every mechanism society has devised to address historical inequity \u2014 to declare victory. \u201cIt is an altogether positive development that law firm clients are no longer specifying the racial makeup of the legal teams assigned to represent them,\u201d said Blum, whose advocacy group led the suits that prompted the Supreme Court to strike down affirmative action in college admissions three years ago. \u201cThe race or ethnicity of a lawyer is irrelevant.\u201d<\/p>\n Lovely. The man <\/a>who has spent years manipulating the system and manufacturing plaintiffs<\/a> to achieve his political ends<\/a> gets to announce the end of an era. When Blum\u2019s American Alliance for Equal Rights began suing Biglaw firms <\/a>over their diversity fellowships in 2023, Perkins Coie<\/a>, Morrison & Foerster<\/a>, and Gibson Dunn<\/a> all folded. By December 2023, Blum was declaring there was \u201cnothing left to do\u201d in the law firm space<\/a> because the profession had surrendered. Now corporate clients are doing the same thing.<\/p>\n GCs are uniquely positioned<\/a> to drive change because they have leverage law firms can\u2019t ignore. But that leverage only works if you\u2019re willing to use it. And right now, the corporate legal world has decided the political environment makes that leverage too costly to deploy.<\/p>\n Remember when general counsel were the cavalry? When the corporate legal world was going to save Biglaw from itself by threatening to yank business from firms that couldn\u2019t put a diverse team on the field? For a hot minute there, it actually seemed to be working. Well. About that. A new Bloomberg Law report documents […]<\/p>\n","protected":false},"author":3,"featured_media":149426,"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-149439","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\/2026\/04\/IMG_5243-1-scaled-e1623338814705-620x568-rL2Zxj.jpg?fit=620%2C568&ssl=1","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/149439","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=149439"}],"version-history":[{"count":0,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/149439\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/media\/149426"}],"wp:attachment":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/media?parent=149439"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/categories?post=149439"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/tags?post=149439"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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\nKathryn Rubino is a Senior Editor at Above the Law, host of\u00a0The Jabot podcast<\/a>, and co-host of\u00a0Thinking Like A Lawyer<\/a>. AtL tipsters are the best, so please connect with her. Feel free to email\u00a0her<\/a>\u00a0with any tips, questions, or comments and follow her on Twitter\u00a0@Kathryn1<\/a>\u00a0or Bluesky\u00a0@Kathryn1<\/a><\/em><\/strong><\/em><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"