Should Bermuda law firms, and other offshore law firms, put more pressure on their partners/directors to improve diversity and inclusiveness?

This is a question which I pose in light of today’s article in Legal Week, which discusses diversity initiatives on the part of leading international law firms such as Hogan Lovells, Herbert Smith Freehills, and Allen & Overy, who now go as far as to reward partners, in part, on their diversity and inclusiveness improvement contributions.

What do you do in this respect? Could you do more? Should you?





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