Review the diversity performance of search firm and, if necessary, change firms if diversity needs are not met. When there is a job opening, do not accept a candidate slate that does not include people of color. Broaden the pool of law schools used by the company. Include schools with greater numbers of minority students. Establish relationships with deans and minority and other professors at these and all law schools to identify promising applicants of color.
Award bonuses to lawyers in the company who are actively recruiting lawyers of color.
Include diversity-recruiting activities in all evaluations and decisions on salary, bonus, stock or option awards and advancement. Networking General Counsel, other senior lawyers and managers in the department hold informational interviews with lawyers of color who later can be contacted when positions open. This also builds a positive relationship with the lawyer. Sponsor periodic receptions, both at law schools and on-site at the company, to provide minority law students an opportunity to meet minority and majority lawyers within the company and see what the company can offer minority lawyers. Sponsor or co-sponsor seminars at law schools with minority student organizations.