Greater Diversity & Inclusion Through Experimentation, Collaboration, Accountability, Transparency & Metrics

The Move the Needle Fund (“MTN”) is the first collaborative effort designed and funded with $5M to test innovative initiatives to create a more diverse and inclusive legal profession. 

Despite decades of hard work by industry stakeholders to diversify the talent pool — from law students through law firm and legal department leadership — the needle hasn’t moved far enough fast enough. 

To drive greater progress, five law firms, 25+ general counsel, and a dozen community leaders are embarking on a different approach. They will work together through MTN to create a first-of-its-kind experimental “laboratory” in which bold new approaches will be incubated over five years in the law firms to serve as a model for learning and transformative change in the legal profession and beyond.

These five firms will set aggressive, measurable diversity goals, experiment with research-based and data-driven ways to achieve them, and publicly report their progress. 

The general counsel will work together with the MTN firms to achieve their goals and also pilot some of the innovative initiatives with their legal departments and current outside counsel.

How It Works

In collaboration with Diversity Lab, the five founding law firms will: (1) invest more than $5M over five years; (2) set aggressive, public firm-specific diversity goals; (3) experiment with innovative, research-based methods to achieve them; (4) measure the outcomes; and (5) share the results — including the successes and failures — with each other and the community.

To achieve these goals and serve as a model from which others can learn, MTN will leverage the $5M investment made by the five firms to:

  • explore and experiment with new approaches to hiring, work/life integration, work allocation, sponsorship, promotions, feedback, performance reviews, and compensation systems;
  • implement the winning Diversity in Law Hackathon ideas;
  • test evidence-based research such as the bias interrupters from the ABA and Minority Corporate Counsel Association study as well as other inclusion research from top academic institutions; and
  • crowdsource innovative ideas from other industries.

All of the details and outcomes will be shared through the D&I Dashboard — a central clearinghouse for research, knowledge sharing, and data — with the entire legal community and beyond. The D&I Dash will launch in 2020. More details to come!

Founding Law Firms & Measurable Goals

The first four (out of five total) trailblazing MTN law firms are Eversheds Sutherland (US), Goodwin, Orrick, and Stoel Rives.

The MTN firms’ measurable goals, detailed below, have been carefully crafted to tackle some of the biggest challenges and barriers — specifically focused on hiring, retention, and advancement — that law firms face in achieving greater diversity and inclusion. MTN will officially begin measuring progress on these goals in January 2020. 

Why Does the Legal Profession Need “Metrics-Based Goals” Focused on Greater Retention and Advancement of Diverse Talent?

Our hope is to create and sustain an equitable and inclusive legal profession. There are many good reasons for metrics-based goals related to that, but two primary impetuses drive MTN. 

First, what gets measured gets done. And, second, to know how far we’ve come (or not come), we have to know where we started.

Law School Graduating Classes v. Large Law Firm Equity Partnerships

For more than a decade, law school graduating classes have hovered around 50% women, 33% racial and ethnic minorities, and 6% LGBTQ+ students, yet the equity partnership in most large law firms still consists of only 21% women, 9% racial and ethnic minorities, and 2% LGBTQ+ lawyers.

Law Firm Diverse Associate Attrition

One of the reasons for this leaky pipeline is the increased rate at which diverse lawyers leave law firms before they reach partnership compared to non-diverse lawyers. At the associate level, attrition rates are 11% higher for women than for men and 33% higher for racial minorities than for white lawyers.

At the Current Rate of Change, When Will Law Firm Equity Partnerships Match Law School Graduating Classes?

Predictive modeling, using the last five years of ALM data, suggests that — at the current slow rate of progress — the largest 200 firms in the country as a group won’t mirror the law school diversity percentages for women and racial minorities in the equity partnership until 2057 and 2084, respectively, unless drastic changes are made immediately.

Why are the MTN Law Firms’ Five-Year Goals Important — For Both the Firms and the Profession?

Recognizing that it will take 38 years to reach 50% women and 65 years to reach 33% racial and ethnic minorities in the equity partnership, the MTN law firms are setting public goals and piloting interventions to accelerate this timing by decades. 

The Outcome if the MTN Firms Achieve Their Goals

If the MTN firms achieve their goals, predictive modeling suggests they will be in the top 10% of all AmLaw 200 firms for both associate and partner diversity.

What If All AmLaw 200 Firms Achieved the MTN Goals?

If all AmLaw 200 firms emulate their efforts and achieve the MTN goals, the time it will take for the equity partnership of law firms to mirror the diversity of law school graduating classes 35 and 65 years respectively could be cut in half.

What are the MTN Law Firms’ Five-Year Goals?

Stoel Rives

Challenge to Solve: NALP data shows that diverse lawyers leave law firms before they reach partnership at much higher rates than non-diverse lawyers. At the associate level, attrition rates are 11% higher for women than for men and 33% higher for racial minorities than for white lawyers.  

Stoel Rives, in hopes of serving as a model for the profession to learn from, plans to tackle this challenge by: (1) leveraging research-based methods to better understand the reasons for the higher attrition rates among diverse lawyers; and (2) experimenting with new initiatives and talent practices to better retain and advance all lawyers — with a special focus on historically underrepresented lawyers — to close the attrition gap.

Metrics-Based Goal: Stoel Rives will improve the retention rate of its diverse attorneys (specifically women, racial/ethnic minorities, individuals identifying as LGBTQ+, and individuals with disabilities) to be at least equal to the retention rate of its non-diverse attorneys by 2025, with the ultimate goal of increasing the percentage of diverse partners in the firm. Currently, to achieve this goal, Stoel would need to reduce the rate of attrition of its diverse attorneys by 40% to match the attrition rate of its non-diverse attorneys.

Visit Stoel Rives »


Challenge to Solve: NALP data shows that the diversity of AmLaw 200 entry-level lawyers roughly matches that of graduating law students. But, in most firms, diversity diminishes significantly as lawyers move into the senior associate, income partner, and equity partner ranks.

To eliminate this disparity and find ways to achieve more consistent advancement for all of its people, Goodwin has set a goal to retain and advance its diverse lawyers at equal rates — from entry-level through the upper ranks of the firm — by ensuring everyone has equal access to career-enhancing work, sponsorship, and leadership opportunities.

Metrics-Based Goal: By January 2025, (1) The diversity of (i) Goodwin’s senior associate population and (ii) its population of partners and equity partners elevated in the preceding five years will match or exceed its entry-level associate diversity, which will be consistent with or greater than the diversity of graduating law student classes by gender, race/ethnicity, and LGBTQ+ identity; and (2) The collective composition of all firm leadership committees will be at least 40% diverse.

In all of Goodwin’s efforts to enhance diversity, inclusion, and equity, the firm remains committed to equal opportunity for all of its people.

Visit Goodwin »

Eversheds Sutherland (US)

Challenge to Solve: Research shows that: (1) diverse associates leave law firms at higher rates than non-diverse associates prior to partnership; and (2) diverse and female partners move laterally at lower rates — male partners, for example, move 2x to 3x more often than female partners. Eversheds Sutherland (US) has chosen to tackle these challenges by investigating the underlying causes and testing new approaches to attracting, hiring, developing, and advancing talent to partnership.

Metrics-Based Goal: By 2025, Eversheds Sutherland (US) will increase the percentage of female partners to 33% and diverse partners — including racial and ethnic minorities, LGBTQ+, lawyers with disabilities, and veterans — to 15%. 

Visit Eversheds Southerland (US) »


Challenge to Solve: Clients are increasingly demanding more inclusive teams knowing they produce better results, innovative solutions, and more effective collaboration with their in-house teams. And research shows that the key to greater retention and advancement of top talent of any background is access to meaningful and challenging work as well as business development and leadership opportunities. Orrick’s goal seeks to identify innovative ways for firms and clients — who share a commitment to enhancing diversity in the profession — to work together to ensure that lawyers at all levels have access to career-enhancing work and leadership opportunities within the context of a valued law firm/client relationship and team.

Metrics-Based Goal: Orrick will focus on ensuring that the firm’s talent from all backgrounds has opportunities to be trained for, pitch for, work substantively for, and have leadership opportunities with our most strategic client relationships. We will ensure that our relationships with an initial set of 40 such strategic clients reflect the firm’s diversity in both their leadership and composition. By 2025, this set of clients will be served by teams that are at a minimum 55% diverse.  

Today, half of these teams match or exceed that overall diversity (although there is room to improve the representation, specifically of women, lawyers of color, and/or LGBTQ+ lawyers on some of these teams and in their leadership); for the other half, it means we will seek to mirror that success as we grow the client relationship. We will also ensure that our diverse partners earn fair recognition and compensation credit for their role in serving and expanding the relationship with these clients. 

We will apply what we learn by working with these 40 clients to develop or expand relationships with additional clients in our core focus areas — the Tech & Innovation, Energy & Infrastructure, and Finance sectors — who share our commitment to diversity.

Visit Orrick »

Join The MTN Fund

To ensure an inclusive process for filling the fifth firm opening, law firms are invited to apply via a blind application and selection process through this link. The application deadline is October 25, 2019.

The MTN founding firm leaders and general counsel will choose the fifth firm based on the boldness of the interested firm’s diversity goal and their willingness to devote critical resources, experiment with new ideas, and share the outcomes.

Firms interested in applying and becoming the fifth firm should plan to:

  • Fully understand and comply with the mission of MTN, which seeks to create a more inclusive and diverse legal profession by leveraging experimentation, collaboration, accountability, transparency, and metrics.
  • Ensure that everyone in your firm — especially your leaders — is supportive and willing to make personal commitments and take bold actions to make this effort a success.
  • Set an aggressive, public diversity and inclusion goal that is measurable and meaningful for both your firm and the profession. And be prepared to start measuring progress on your goal as of January 1, 2020 (the official MTN launch date), with Diversity Lab’s help.
  • Make a financial commitment of $250,000 annually for five years to ensure that MTN has the critical resources needed to achieve its mission.
  • Agree to work collaboratively with the other firms, GCs, and community leaders.
  • Work with Diversity Lab to measure everything you do related to this effort, from start to finish.
  • Share your results — including what works and doesn’t work — with each other and the community. As part of MTN, your firm should be prepared to fail, iterate, and try again.

Please note: As part the blind application and selection process, the MTN founding law firm leaders and general counsel will only see the applying firms’ responses, not their names.

For questions regarding the expectations, application process, or about the MTN Fund more generally, please contact Caren Ulrich Stacy.

Founding General Counsel

The founding general counsel and their legal departments will support the firms’ goals and boost diversity in the profession by partnering on diversity internships and other law school pipeline initiatives, providing career-enhancing work and advancement opportunities to diverse outside counsel teams, and measuring their current and future outside counsel firms’ diversity and inclusion progress. 

In parallel, they will also experiment with and measure the impact of many of the innovative MTN efforts in their own legal departments and with their current outside counsel.

Read their open letter supporting this effort and encouraging others to get involved here.

  • Lora D. BlumSurveyMonkey Inc.
  • James L. ChosyU.S. Bancorp
  • Ivan Fong3M Company
  • Sonia GalindoFLIR Systems, Inc.
  • Bradley M. GaytonFord Motor Company
  • Rachel GonzalezStarbucks Coffee Company
  • Hannah GordonSan Francisco 49ers
  • Julie GruberGap Inc.
  • Marie Oh HubereBay
  • Gregory B. JordanPNC Financial Service Group
  • Jan KangChronicle LLC
  • Fleur KnowsleyGoogle Fiber
  • Doug LanklerPfizer
  • David LevineBloomberg LP
  • Tom LueDeepMind
  • Megha ParekhJacksonville Jaguars
  • Louise PentlandPayPal
  • Laura QuatelaLenovo
  • Kim M. RiveraHP Inc.
  • Allon StabinskyIntel
  • Kristin SverchekLyft
  • Scott C. TaylorSymantec Corporation
  • Amy WeaverSalesforce
  • Tony WestUber
  • Scott WilenskyXcel Energy
  • Rishi VarmaHewlett Packard Enterprise

Board of Advisors

Several of the founding general counsel and legal department leaders are helping to oversee and drive MTN’s progress by serving on its Board of Advisors and as Collective Project Leaders.

  • Lora D. BlumSurveyMonkey Inc.
  • James L. ChosyU.S. Bancorp
  • Bradley M. GaytonFord Motor Company
  • Rachel GonzalezStarbucks Coffee Company
  • David LevineBloomberg LP
  • Allon StabinksyIntel
  • Rishi VarmaHewlett Packard Enterprise

Collective Project Leaders

  • Willie HernandezHewlett Packard EnterprisePipeline Collective
  • Miho KameokaPfizerPipeline Collective
  • Alison O’NeillPfizerPipeline Collective
  • Laurie CharringtonIntelAccess to Opportunity
  • Sonia GalindoFLIR Systems, Inc.Access to Opportunity
  • Jan KangChronicle LLCAccess to Opportunity
  • Marie MaGap Inc.Diversity Dividends
  • Christophe MosbyHP Inc.Diversity Dividends
  • Michelle VonderHaarHP Inc.Diversity Dividends

Collaborative Efforts

MTN will use a portion of the $5M to invest in collective projects — with the MTN organizations as well as other interested law firms and legal departments — focused on increasing diversity and inclusion in their respective organizations and in the entire profession. A few of these initial projects include:

MTN Pipeline Collective

To increase the pipeline of diverse junior lawyers in law firms and legal departments and to boost their chance of success once there, many of the MTN founding organizations and others have committed to annually providing paid, split summer internships similar to the Law in Tech Collaborative started by eBay to 100 diverse first-year law students from law schools typically underrepresented in law firms’ on-campus interview processes.

In addition, MTN will annually donate money and Diversity Lab’s in-kind services in excess of $100,000 to existing legal pipeline programs such as Pipeline to Practice, Silicon Valley Urban Debate League, Street Law, LCLD Pathways, MCCA 1L Scholarship, Twin Cities Diversity in Practice, Law in Tech 1L Collaborative, and other initiatives to strengthen and expand current successful efforts.

MTN Access to Opportunity Collective

The MTN founding legal departments representing more than $1.5 billion in legal spend annually have committed to providing diverse teams at law firms, with a special focus on the MTN firms, with the opportunity to be considered for new and expanded business. For diverse lawyers who work on or lead their cases, the legal department leaders will also provide sponsorship in the form of advocacy, feedback, and referrals.

MTN GC Diversity Dividends Collective

To wield their collective power, many of the MTN founding legal departments will require their potential and current outside counsel law firms to consistently and progressively staff matters with diverse teams and lead lawyers. They will engage in an annual diversity data collection process facilitated by Diversity Lab that sets outside counsel diversity goals, collects timekeeper and firm diversity data, and rewards compliance. Current exemplar initiatives, such as HP’s law firm diversity & inclusion initiative, have resulted in increasingly diverse teams, providing evidence that this approach produces positive results.

How to Get Involved

We encourage other law firms and legal departments to join this effort by agreeing to do one or more of the above-mentioned actions in collaboration with us. For more information on getting involved with MTN collaborative efforts, contact Caren Ulrich Stacy.

Community Leaders

The MTN Community Leaders, listed below, are providing valuable insights and data, challenging norms, and supporting the firms and legal departments in achieving their goals.

  • Kit ChaskinNorthwestern University Pritzker School of Law
  • Jay BenegalCitizens Commercial Banking
  • Gabrielle BrownMorgan Stanley
  • Jamie DolkasCenter for WorkLife Law, UC Hastings
  • Carrie FletcherLondon Business School
  • Patrick FullerAmerican Lawyer Media
  • Jean LeeMinority Corporate Counsel Association
  • Karen RoyerChIPs
  • Dee SekarChambers & Partners
  • Michelle SilverthornInclusion Nation
  • Sandra YamateInstitute for Inclusion in the Legal Profession

Community Partnerships

  • Kit ChaskinDirector, Gender InitiativesNorthwestern University Pritzker School of Law


On September 18, 2019, Diversity Lab announced the official launch of the Move the Needle Fund.

Law Firms Commit $5M to Tackle Legal Profession’s Diversity Problem

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Northwestern Law joins Diversity Lab project funded by large law firms

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Law Firms Pledge $5M to Fix Legal Industry’s Diversity Problem

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GCs Unveil $5M Plan For BigLaw Diversity ‘Laboratories’

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General Counsel Announce Move the Needle Fund With Diversity Lab in Letter

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26 In-House Leaders Join Five Law Firms in $5M Move the Needle Fund With Diversity Lab

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Northwestern Joins Initiative to Increase Diversity in Legal Profession

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The Opening Bell 9/23/19: The Incubator Helping Law Firms Diversify Their Workforce

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Portland’s largest law firm part of $5M effort to tackle diversity and inclusion goals

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Law firms working to attract more women attorneys

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Bar Buzz: Stepping up diversity initiatives

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For media inquiries or other questions, please contact Caren Ulrich Stacy.