diversity

Published on: July 11, 2023

LP Magazine — Market Share Competition Among Diverse Law Firms Heats Up, and Gets Heated

The cover of the final hard copy issue of Law Practice There seemed to be some irony in receiving the final, hard copy, mailed issue of Law Practice magazine in the same week that the U.S. Supreme Court effectively ended race-conscious admission programs at colleges and universities across the country. I won’t get overly political here except to say that I’m not a fan of SCOTUS these days, between these harmful rulings and ridiculously unethical behavior by appointed Justices that I would not welcome at my dinner table. It’s quite sad.

In Market Share Competition Among Diverse Law Firms Heats Up, and Gets Heated, my marketing column in the July/August 2023 issue of Law Practice, I address the state of doling out work to diverse lawyers and law firms—for the first time since my March/April 2017 column—a lot had changed. The first section of the recent column subtitled “Diversity in Reverse,” seemed so apropos after the SCOTUS decision. It already felt like progress that took decades to implement now saw courts turning back the clock. Again, quite sad.

Writing about competing for work in the diversity space was triggered by a joint report last year from the National Association of Minority and Women Owned Law Firms (NAMWOLF) and the Institute for Inclusion in the Legal Profession (IILP), “Understanding and Assessing the Use of Minority- and Women-Owned Law Firms by Corporate Clients.” Blend the George Floyd murder in with the COVID world of Zoom and Teams…and you get a picture of the modern landscape of the legal industry. There isn’t even a clear definition anymore of what diversity is, when contemplating the distribution of work.

Published on: July 7, 2020

LP Magazine – The Law Marketing Up/Down Drill 2020

by Micah Buchdahl

ABA Law Practice Magazine My annual Law Marketing Up/Down Drill column in the July/August 2020 issue of Law Practice tackles the topics of diversity, websites, billboards & radio, press releases and ABA Resolution 115. Of course, I wrote this piece in the first week of March, in a seemingly different universe.

If I were writing this column today, the “hot topics” for the up/down drill would probably be quite different or certainly with a changed focus. Discussions of diversity in the wake of George Floyd’s killing and protests related to racial injustice and inequality are more important than discussing the shortcomings of the Mansfield Rule. I admittedly never crafted law firm communications before on office closings for Juneteenth, or what law firms were proactively doing in response to protests in various U.S. cities.

It’s the third paragraph of this blog post and I’m just referencing COVID-19 for the first time. It’s changed the way the world and society functions, so obviously it has a huge impact on law marketing as well. Some of that impact includes cutting of staff and budgets. I had one law firm cut my marketing program on March 16^th!—effectively the first Monday of the pandemic in the country—almost in a rush to decide marketing wasn’t a necessity (it still is, mind you). Most law firms, however, realize that staying visible now is at least as important, if not more so, than ever. With the removal of most in-person contact for the foreseeable future, we’ve pivoted business development plans to a mostly online marketplace.

Published on: December 16, 2019

LPT: Don’t Go Dissing “Spa Day” — Lessons learned from the NWLSO Leadership Academy

by Micah Buchdahl

Pictured left to right: Allison Turner, Micah Buchdahl, Josephine Lee, Monsurat Adebanjo, Carla Luna (moderator), Najee Thornton, Lisa Levey

When I was first contacted by Ms. JD, the nonprofit, nonpartisan organization dedicated to the success of aspiring and early career women lawyers, and invited to speak at the National Women Law Students’ Organization (NWLSO) Leadership Academy, my first thought was—do they know I’m a guy?

I perused the organization’s website, found the event at Harvard Law School, and scrolled through the all-female faculty and attendee lists. Later, I was joined for my panel session by Najee Thornton, an Associate in the Santa Monica, CA office of Fenwick & West—so for a short time, I had some company. But I was assured that yes, they knew I was a male, and they’d love to have me participate. So I figured that it would be a great learning experience, and really, what could go wrong?

Published on: March 15, 2019

LPT: No Law Firm Niche is Hotter Right Now than Diversity

by Micah Buchdahl

ABA’s Law Practice Today Webzine

When I sat down to write No Law Firm Niche is Hotter Right Now than Diversity a few weeks ago (and published today), in the March 2019 edition of the ABA’s Law Practice Today (LPT) webzine, it was Paul Weiss getting the negative publicity fresh off an unflattering feature in the Sunday New York Times.

Of course, this week, another white shoe New York law firm, Willke Farr, was getting to put its own crisis communications plan into play, when firm co-chair Gordon Caplan was placed on leave in the wake of the hottest news story of the week—the college admissions cheating scandal. In Law360’s Did Willkie’s Reaction To Admissions Scandal Miss The Mark?, reporter Aebra Coe asked me about the firm’s action and reaction, and potential for long-term damage to the firm brand. From a PR standpoint, there are huge differences between the stories—one is about the firm as a whole; the other is really about the behavior of an attorney that works there. In neither case will the law firm suffer any serious repercussions (as should be the case), but no big-time business likes to wake up to these calls from the media. But how to properly handle crisis communication is an article and a subject for another day.

Published on: March 18, 2015

LPT — Law Firm Management Struggles with Multigenerational Issues

by Micah Buchdahl

The March 2015 issue of Law Practice Today (LPT) focuses on the theme of multigenerational and multicultural issues at law firms. As Editor in Chief of LPT, I wanted to also serve as the issue editor for this particular topic. It is an interesting one that seems to creep into conversations at my law firms and in bar activities on a daily basis. It is a struggle, and it simply can’t be ignored.

Depending on the size and makeup of your firm, you might have traditionalists, baby boomers, generation X and Millennials in the mix. Many articles provide the definitions and traits tied to each. They often have little to do with the lawyer business and more to do with employers and employees in general. I’ve changed the “generations” around a bit to better identify with the real struggles that law firm management encounters–what I call the originals, “junior” senior partners, next-generation partners and the largest…”others” (entitled “not an equity partner and who cares?).

What this topic really addresses are underlying and overlying issues tied to attorneys of different ages and generations–work-life balance, dual-income households, retirement, telecommuting, technology, social media, the billable hour, nannies and au pairs, quality time with the kids, and materialism. Besides age, factors and issues related to race and gender become part of a firm’s cultural makeup. It is one thing to fund a women’s initiative and another to have female partners. It is great to have a diversity officer on staff, if the end result is actually diversity. Yet a complaint of many departing attorneys of varying diverse backgrounds is that the culture was simply not comfortable.