RESOURCES
MCCA’s programs and initiatives cover a wide range of inclusion management issues, with an emphasis on the professional challenges faced by underrepresented racial/ethnic groups; women; LGBTQ+ lawyers; people with disabilities; and multi-generational workforces. MCCA furthers its mission by publishing research to recognize and promote inclusion efforts and related best practices in the legal profession, and by honoring innovative programs.
research reprint request
GETTING PERMISSION TO REPRINT MCCA MATERIAL
MCCA grants permission to attorney gatherings focused on advancing diversity, equity and inclusion in law firms and corporate law departments, bar associations and other educational institutions to reprint magazine articles and research reports from our website, provided that the reprint is for educational or nonprofit purposes.
There is no charge for use of the materials, but MCCA does not allow anyone to sell its materials for profit or to market law firms and individuals.
REQUEST INSTRUCTIONS
Please access the reprint request form by clicking here.
Submit the info to info@mcca.com. Note: Please allow for a turnaround time of five business days.
MCCA will review the request and, if reprint permission is granted, the following text needs to appear on the first page of the materials reprinted:
© [YEAR of WORK] Minority Corporate Counsel Association, Inc. Reprinted with the permission of the Minority Corporate Counsel Association, Inc. (MCCA). All rights reserved. Further reproduction, photocopy, or distribution without the written permission of MCCA is prohibited.
In addition, the following text needs to appear on every page, except the first page:
© [YEAR of WORK] MCCA.
FOR MATERIALS TO APPEAR IN PRINTED FORMAT
Upon receiving one-time non-exclusive MCCA rights to reprint the requested material, all material must appear exactly as originally printed unless approved in writing by MCCA.
MCCA must receive a complimentary copy of the publication containing the reprinted material.
FOR MATERIALS TO APPEAR IN ELECTRONIC FORMAT
Approved users will be allowed to keep the materials on their sites for a period of six months, at which time they will need to reapply for permission to extend the allowance period. Please note that the policy regarding changes to printed material applies to website postings as well. MCCA must be informed when the material is posted to the site.
REPRINT REQUEST FORM >
law firm diversity database
MCCA supports corporate America’s leaders in doing better to make companies more inclusive. And we believe lawyers are uniquely positioned to inspire and encourage that progress. We also know data collection and transparency are a critical first step towards real change—because from transparency springs accountability, and from accountability comes change. With this is mind, we created a new Law Firm Diversity Database that will provide members with access to data and trend analytics about diversity across America’s law firms—including diversity of race and ethnicity, gender, sexual orientation, disability status.
This new Law Firm Diversity Database is possible thanks to the law firms who participate each year’s Law Firm Diversity Survey, as well as the firms and corporate counsel advisory groups who have worked closely with us since 2004 to design and grow our annual Law Firm Diversity Survey. We thank all our partners for their commitment to the power of data to inform change.
VIDEO TUTORIALS
U.S. LAW FIRM DIVERSITY SURVEY
Our annual U.S. Law Firm Diversity Survey was developed in partnership with general counsel in response to the 2004 Chief Legal Officers’ Call to Action, a longstanding commitment made by hundreds of committed general counsels who wanted to increase diversity in the legal profession and “demonstrate to law firms that it is imperative for them to distinguish themselves in the area of diversity in order to transact business with companies that view diversity, equity and inclusion as a way of life.”
GLOBAL LAW FIRM DIVERSITY SURVEY
MCCA and Nokia together launched the Global Law Firm Diversity Survey, a first-of-its-kind international survey designed to measure how well law firms hire and promote diverse attorneys over time and hold them accountable. The Global Survey comes at a time when business operations have become increasingly international and companies across the world are moving from awareness to action in their approach to DEI.
“At a time when we’re seeing long overdue, global momentum for companies to become more representative of their communities, MCCA is thrilled to partner with Nokia to expand our survey work internationally,” said Wanji Walcott, MCCA’s Board Chair and Executive Vice President, Chief Legal Officer & General Counsel at Discover Financial Services. “Moving from making commitments to following through on them is absolutely crucial to advancing diversity, equity, and inclusion, and we know that with the right data in hand, counsels’ offices worldwide can help their companies successfully transition from making pledges to taking action.”
MCCA CORPORATE DEMOGRAPHIC SURVEY
For over 27 years, we have published industry-leading demographic information about the profession best equipped to spearhead greater diversity in corporate America: lawyers. Our data-driven approach holds companies and firms accountable—and illuminates opportunities for growth. MCCA’s Corporate Demographic Survey is designed to measure how well corporate legal departments hire, retain, and promote underrepresented attorneys over time and hold them accountable.
Data has been the foundation of MCCA’s work since we began in the mid-90s, and our evidenced-based approach to accelerating change remains central to everything we do. Now, as then, MCCA provides unparalleled research and data to encourage transparency and help corporate America pursue concrete change.
MCCA REPORTS & SURVEYS
As a thought leader in the diversity and inclusion space, MCCA’s research strives to provide objective, peer reviewable assessments of emerging demographic data, issues and practices in the legal profession. MCCA has published a wide array of surveys, reports, and white papers in collaboration with its partners. They cover topics such as inclusive leadership and culture, law firm diversity statistics, the developing role of law firm diversity professionals, recommendations for inclusion of attorneys with disabilities, and professional challenges faced by underrepresented racial and ethnic groups and the multi-generational workforce.
MCCA/Paul Hastings Case Study Series
Collaboration and creating an inclusive workplace are key to talent retention, innovation, and risk mitigation. In recent years, there were many noteworthy employee challenges in corporate America and around the world. Those events suggest that the world is changing and although there is a growing division, many were finding strength in numbers and we saw employees standing united in a protest demanding changes in their work culture and/or policies to reflect their collective values. We see every day how employers who are not invested in their talent can have their challenges if not mistakes play out live on the world stage as social media and the internet spread the news in rapid-fire.
The Minority Corporate Counsel Association (MCCA) as the leading voice for diversity, inclusion, and equity continues to drive the discussion on workplace culture. In 2018 we released our bias interrupters research, a two-year comprehensive study of implicit gender and racial bias in legal workplaces in partnership with the ABA. We examined how to interrupt bias in business systems and provided the legal community with new solutions and tools for interrupting bias across the legal profession.
In 2019, we partnered with Russell Reynolds Associates (RRA) to analyze which leadership behaviors impacted culture: (i) to help leaders understand what it means to create an inclusive culture; and (ii) to provide tools to create a workplace that was inclusive to boost employee morale, productivity, retention and mitigate against any risks. Our Board members examined culture and how leaders can be proactive in shaping it. They invested time by participating in 360 reviews of their own behaviors and participated in the inclusive leadership workshop led by RRA. After a year of surveys and analysis, we produced our first and one of its kind benchmarking report on inclusive leadership.
But still, we wanted to learn and do more to support our leaders.
Thanks to the vision and leadership of Paul Hastings, MCCA partnered with Paul Hastings, its clients, and our corporate members, to closely examine how corporations and their leaders are changing the culture in their organizations. We examined three different industries across the country: pharmaceuticals, technology, and finance, and will present case studies on creating an inclusive culture in legal teams and look forward to sharing more insights with you as the series continues.
CASE STUDY 01
Our first case study focuses on the experiences of Boehringer Ingelheim’s US Legal team. Thanks to Boehringer’s willingness to share and be transparent…
CASE STUDY 02
Our second case study focuses on Intel’s experiences in weaving diversity, inclusion and equity into the core of its culture and business strategy. At Intel today…
CASE STUDY 03
Our third case study focuses on Barclays’ emphasis on inclusion and support of their employees to foster greater collaboration. What we have learned from Barclays’…
MCCA REPORTS & SURVEYS
As a thought leader in the diversity and inclusion space, MCCA’s research strives to provide objective, peer reviewable assessments of emerging demographic data, issues, and practices in the legal profession.
MCCA has published a wide array of surveys, reports, and white papers in collaboration with its partners. They cover topics such as inclusive leadership and culture, law firm diversity statistics, the developing role of law firm diversity professionals, recommendations for inclusion of attorneys with disabilities, and professional challenges faced by underrepresented racial and ethnic groups and the multi-generational workforce.
MCCA/Paul Hastings Case Study Series
Collaboration and creating an inclusive workplace are key to talent retention, innovation, and risk mitigation. In recent years, there were many noteworthy employee challenges in corporate America and around the world. Those events suggest that the world is changing and although there is growing division, many were finding strength in numbers and we saw employees standing united in a protest demanding changes in their work culture and/or policies to reflect their collective values.
We see every day how employers who are not invested in their talent can have their challenges if not mistakes play out live on the world stage as social media and the internet spread the news in rapid-fire.
The Minority Corporate Counsel Association (MCCA) as the leading voice for diversity, inclusion and equity continues to drive the discussion on workplace culture. In 2018 we released our bias interrupters research, a two-year comprehensive study of implicit gender and racial bias in legal workplaces in partnership with the ABA. We examined how to interrupt bias in business systems and provided the legal community new solutions and tools for interrupting bias across the legal profession.
In 2019, we partnered with Russell Reynolds Associates (RRA) to analyze which leadership behaviors impacted culture: (i) to help leaders understand what it means to create an inclusive culture; and (ii) provide tools to create a workplace that was inclusive to boost employee morale, productivity, retention and mitigate against any risks. Our Board members examined culture and how leaders can be proactive in shaping it. They invested time by participating in 360 reviews of their own behaviors and participated in the inclusive leadership workshop led by RRA. After a year of surveys and analysis, we produced our first and one of its kind benchmarking report on inclusive leadership.
But still, we wanted to learn and do more to support our leaders.
Thanks to the vision and leadership of Paul Hastings, MCCA partnered with Paul Hastings, its clients and our corporate members, to closely examine how corporations and its leaders are changing culture in their organizations. We examined three different industries across the country: pharmaceuticals, technology and finance, and will present case studies on creating an inclusive culture in legal teams and look forward to sharing more insights with you as the series continues.
MCCA REPORTS & SURVEYS
As a thought leader in the diversity and inclusion space, MCCA’s research strives to provide objective, peer reviewable assessments of emerging demographic data, issues and practices in the legal profession.
MCCA has published a wide array of surveys, reports and white papers in collaboration with its partners. They cover topics such as inclusive leadership and culture, law firm diversity statistics, the developing role of law firm diversity professionals, recommendations for inclusion of attorneys with disabilities, and professional challenges faced by underrepresented racial and ethnic groups and the multi-generational workforce.
MCCA/Paul Hastings
Case Study Series
Collaboration and creating an inclusive workplace are key to talent retention, innovation and risk mitigation. In recent years, there were many noteworthy employee challenges in corporate America and around the world. Those events suggest that the world is changing and although there is growing division, many were finding strength in numbers and we saw employees standing united in protest demanding changes in their work culture and/or policies to reflect their collective values.
We see every day how employers who are not invested in their talent can have their challenges if not mistakes play out live on the world stage as social media and the internet spread the news in rapid fire.
The Minority Corporate Counsel Association (MCCA) as the leading voice for diversity, inclusion and equity continues to drive the discussion on workplace culture. In 2018 we released our bias interrupters research, a two-year comprehensive study of implicit gender and racial bias in legal workplaces in partnership with the ABA. We examined how to interrupt bias in business systems and provided the legal community new solutions and tools for interrupting bias across the legal profession.
In 2019, we partnered with Russell Reynolds Associates (RRA) to analyze which leadership behaviors impacted culture: (i) to help leaders understand what it means to create an inclusive culture; and (ii) provide tools to create a workplace that was inclusive to boost employee morale, productivity, retention and mitigate against any risks. Our Board members examined culture and how leaders can be proactive in shaping it. They invested time by participating in 360 reviews of their own behaviors and participated in the inclusive leadership workshop led by RRA. After a year of surveys and analysis, we produced our first and one of its kind benchmarking report on inclusive leadership.
But still, we wanted to learn and do more to support our leaders.
Thanks to the vision and leadership of Paul Hastings, MCCA partnered with Paul Hastings,
its clients, and our corporate members, to closely examine how corporations and its leaders are changing the culture in their organizations. We examined three different industries across the country: pharmaceuticals, technology, and finance, and will present case studies on creating an inclusive culture in legal teams and look forward to sharing more insights with you as the series continues.
U.S. Law Firm Diversity Survey Reports
Federal Judiciary Report
The Report on the Integration of the Federal Judiciary provides an in-depth listing of minority judges who serve in Article III courts. As of May 7, 2020, there are 1,387 active and senior judges, of which only 274 are judges of color, of which 8 identify as bi-racial. There are 2 Native American, 136 African-Americans, 90 Hispanic/Latinx, 38 Asian-Americans & Pacific Islanders, and 8 bi-racial judges (2 African-American/Hispanic, 2 African American/White, 2 Hispanic/White 1 Asian-American/Hispanic, 1 Asian-American/White) serving in Article III judgeships†. Judges who identify with more than one racial or ethnic group are counted in these groups. There are also 11 active Article III judges who are openly LGBTQ+. Additionally, there are 1005 judges identifying as male and 382 judges identifying as female.
MCCA Fortune 1000 GC Survey
MCCA Bias Interrupters Survey Report
The Minority Corporate Counsel Association (MCCA) is proud to provide first-of-its-kind survey showing that systemic bias across the legal profession presents significant barriers to gender and racial equity. The study, You Can’t Change What You Can’t See, examines implicit gender and racial bias in legal workplaces and offers new solutions and tools for interrupting bias across the legal profession.
Conducted by the Center for WorkLife Law at the University of California, Hastings College of the Law on behalf of MCCA and The American Bar Association’s Commission on Women in the Profession, this report presents a stark picture of the obstacles hindering many lawyers from achieving their potential. ABA President Bob Carlson explains, “The remedies it [the study] suggests – using metrics to encourage fairness – will lead the way to better employment practices and greater diversity, which will benefit the entire legal profession and our clients.” From the hiring, promotion assignment, and compensation in the legal industry, overall, women of color reported the highest level of bias in almost every workplace process in the survey.
“This study confirms what many of us have known about the legal profession for some time, that women, especially women of color, face a lot of barriers to success and aren’t measured as equals by their employers and peers,” said MCCA CEO Jean Lee. “We need to take a different approach to diversity issues and use the findings of this study and metrics from across the industry to drive meaningful solutions to combat workplace discrimination in the legal field.”
While it is clear there is much more to be done to improve and support equality within the legal profession, we believe this study and the results will significantly help corporate legal departments and law firms mitigate the potential negative impact of an unconscious bias.
The survey report also includes Bias Interrupters Toolkits. Derived from the research, these “bias interrupters” are evidence-based and metrics-driven. The “bias interrupters” were designed to assist corporate legal departments and law firms mitigate the potential negative impact of an unconscious bias.
Click here to Access the Executive Summary
Click here for the Press Release
The 2018 Summer issue of MCCA’s Diversity & the Bar magazine also discusses the study’s findings and the key areas of focus. The article provides additional information on the study and takes a closer look at the types of biased examined.
Click Here to Access the Diversity & the Bar Article
The complete 2018 research report is available only to MCCA members. To request the full research report please email membership@mcca.com for your member portal login information. If you are not an MCCA member and would like to purchase the complete You Can’t Change What You Can’t See research report, please click here.
Please click below to verify if your organization is an MCCA member:
MCCA Corporate Members
MCCA Law Firm Members
To inquire about MCCA membership please email membership@mcca.com.
Inclusion Index Survey Report
U.S. Law Firm Diversity Survey Reports
Federal Judiciary Report
The Report on the Integration of the Federal Judiciary provides an in-depth listing of minority judges who serve in Article III courts. As of May 7, 2020, there are 1,387 active and senior judges, of which only 274 are judges of color, of which 8 identify as bi-racial. There are 2 Native Americans, 136 African-Americans, 90 Hispanic/Latinx, 38 Asian-Americans & Pacific Islanders, and 8 bi-racial judges (2 African-American/Hispanic, 2 African American/White, 2 Hispanic/White 1 Asian-American/Hispanic, 1 Asian-American/White) serving in Article III judgeships†. Judges who identify with more than one racial or ethnic group are counted in these groups. There are also 11 active Article III judges who are openly LGBTQ+. Additionally, there are 1005 judges identifying as male and 382 judges identifying as female.
MCCA Fortune
1000 GC Survey
MCCA Bias Interrupters Survey Report
The Minority Corporate Counsel Association (MCCA) is proud to provide a first-of-its-kind survey showing that systemic bias across the legal profession presents significant barriers to gender and racial equity. The study, You Can’t Change What You Can’t See, examines implicit gender and racial bias in legal workplaces and offers new solutions and tools for interrupting bias across the legal profession.
Conducted by the Center for WorkLife Law at the University of California, Hastings College of the Law on behalf of MCCA and The American Bar Association’s Commission on Women in the Profession, this report presents a stark picture of the obstacles hindering many lawyers from achieving their potential. ABA President Bob Carlson explains, “The remedies it [the study] suggests – using metrics to encourage fairness – will lead the way to better employment practices and greater diversity, which will benefit the entire legal profession and our clients.”
From hiring, promotion assignment and compensation in the legal industry, overall, women of color reported the highest level of bias in almost every workplace process in the survey.
“This study confirms what many of us have known about the legal profession for some time, that women, especially women of color, face a lot of barriers to success and aren’t measured as equals by their employers and peers,” said MCCA CEO Jean Lee. “We need to take a different approach to diversity issues and use the findings of this study and metrics from across the industry to drive meaningful solutions to combat workplace discrimination in the legal field.”
While it is clear there is much more to be done to improve and support equality within the legal profession, we believe this study and the results will significantly help corporate legal departments and law firms mitigate the potential negative impact of an unconscious bias.
The survey report also includes Bias Interrupters Toolkits. Derived from the research, these “bias interrupters” are evidence-based and metrics-driven. The “bias interrupters” were designed to assist corporate legal departments and law firms mitigate the potential negative impact of an unconscious bias.
Click here to Access the Executive Summary
Click here for the Press Release
The 2018 Summer issue of MCCA’s Diversity & the Bar magazine also discusses the study’s findings and the key areas of focus. The article provides additional information on the study and takes a closer look at the types of biased examined.
Click Here to Access the Diversity & the Bar Article
The complete 2018 research report is available only to MCCA members. To request the full research report please email membership@mcca.com for your member portal login.
If you are not an MCCA member and would like to purchase the complete You Can’t Change What You Can’t See research report, please click here.
Please click below to verify if your organization is an MCCA member:
MCCA Corporate Members
MCCA Law Firm Members
To inquire about MCCA membership please email membership@mcca.com.
Inclusion Index Survey Report
U.S. Law Firm Diversity
Survey Reports
Federal Judiciary Report
The Report on the Integration of the Federal Judiciary provides an in-depth listing of minority judges who serve in Article III courts. As of May 7, 2020, there are 1,387 active and senior judges, of which only 274 are judges of color, of which 8 identify as bi-racial. There are 2 Native American, 136 African-Americans, 90 Hispanic/Latinx, 38 Asian-Americans & Pacific Islanders, and 8 bi-racial judges (2 African-American/Hispanic, 2 African American/White, 2 Hispanic/White 1 Asian-American/Hispanic, 1 Asian-American/White) serving in Article III judgeships†. Judges who identify with more than one racial or ethnic group are counted in these groups. There are also 11 active Article III judges who are openly LGBTQ+. Additionally, there are 1005 judges identifying as male and 382 judges identifying as female.
MCCA Fortune
1000 GC Survey
MCCA Bias Interrupters Survey Report
The Minority Corporate Counsel Association (MCCA) is proud to provide first-of-its-kind survey showing that systemic bias across the legal profession presents significant barriers to gender and racial equity. The study, You Can’t Change What You Can’t See, examines implicit gender and racial bias in legal workplaces and offers new solutions and tools for interrupting bias across the legal profession.
Conducted by the Center for WorkLife Law at the University of California, Hastings College of the Law on behalf of MCCA and The American Bar Association’s Commission on Women in the Profession, this report presents a stark picture of the obstacles hindering many lawyers from achieving their potential. ABA President Bob Carlson explains, “The remedies it [the study] suggests – using metrics to encourage fairness – will lead the way to better employment practices and greater diversity, which will benefit the entire legal profession and our clients.”
From hiring, promotion assignment and compensation in the legal industry, overall, women of color reported the highest level of bias in almost every workplace process in the survey.
“This study confirms what many of us have known about the legal profession for some time, that women, especially women of color, face a lot of barriers to success and aren’t measured as equals by their employers and peers,” said MCCA CEO Jean Lee. “We need to take a different approach to diversity issues and use the findings of this study and metrics from across the industry to drive meaningful solutions to combat workplace discrimination in the legal field.”
While it is clear there is much more to be done to improve and support equality within the legal profession, we believe this study and the results will significantly help corporate legal departments and law firms mitigate the potential negative impact of an unconscious bias.
The survey report also includes Bias Interrupters Toolkits. Derived from the research, these “bias interrupters” are evidence-based and metrics-driven. The “bias interrupters” were designed to assist corporate legal departments and law firms mitigate the potential negative impact of an unconscious bias.
Click here to Access the Executive Summary
Click here for the Press Release
The 2018 Summer issue of MCCA’s Diversity & the Bar magazine also discusses the study’s findings and the key areas of focus. The article provides additional information on the study and takes a closer look at the types of biased examined.
Click Here to Access the Diversity & the Bar Article
The complete 2018 research report is available only to MCCA members. To request the full research report please email membership@mcca.com for your member portal login.
If you are not an MCCA member and would like to purchase the complete You Can’t Change What You Can’t See research report, please click here.
Please click below to verify if your organization is an MCCA member:
MCCA Corporate Members
MCCA Law Firm Members
To inquire about MCCA membership please email membership@mcca.com.
Inclusion Index
Survey Report
