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&lt;p&gt;The &lt;a href=&quot;https://offers.firsthand.co/employers/resource/dei-survey-2022/&quot; target=&quot;_blank&quot;&gt;results of the Vault Law 2022 diversity survey&lt;/a&gt; are in! Expect&#160;at least two posts dissecting our findings, but for this first one we&#39;ll just look at the highest-level takeaways in our general report.&lt;/p&gt;&lt;p&gt;The survey report is broken into two sections. Section 1 reflects what firms reported to us about their ongoing diversity promotion initiatives. Section 2 reports the demographics inside those firms. We&#39;ll proceed in the same order.&lt;/p&gt;&lt;p&gt;Among our survey respondents, 88% have a designated individual responsible for leading DEI efforts, up from 87% in 2021. 96% of respondent firms have a diversity committee in place, up from 94% in 2021. 88% of firms have internal affinity groups, up from 85% last year. This year, we asked if firms have a separate, formal DEI budget, and 88% reported that they do.&lt;/p&gt;&lt;p&gt;This year, just over&#160;half of firms offer billable credit to their associates for DEI activities, up from slightly less than half last year. Identically to last year, the free time attorneys (don&#39;t) have is often cited as a pain point hindering diversity efforts, and as such only about 25% of eligible attorneys counted any DEI hours toward their billable hours. &lt;br /&gt;&lt;br /&gt;The Mansfield Rule, coined by Diversity Lab in 2017, sets a specific target number of lawyers from underrepresented groups for firms to affirmatively consider for senior and/or leadership roles. This year, 45% of firms have achieved Mansfield Rule certification (up from 36% in 2021).&lt;/p&gt;&lt;p&gt;84% of firms participate in diversity career fairs (down very slightly from 85% in 2021), and 82% support scholarships, internships, and/or fellowships for diverse students (up very slightly from 80% in 2021). 80% of firms actively recruit from HBCUs (up from 77% last year), and 59% participate in diversity-specific recruiting efforts at other schools (up from 54% last year). 98% of firms provide parental leave for adoptive parents (up slightly from 97% in 2021), and almost all of these leave policies are gender-neutral. 70% of firms provide family planning resources (up from 63% last year), and only 39% make a distinction between a primary and secondary caregiver in their policies (down slightly from 40% last year).&lt;br /&gt;&lt;br /&gt;90% of firms provide equal benefits to same-sex couples. Only 1% do not, and 9% do &quot;in part,&quot; which, when followed up on, meant they provide benefits to same-sex spouses but not domestic partners. These numbers are identical to last year&#39;s.&lt;br /&gt;&lt;br /&gt;92% of firms include gender identity and expression as a protected category in their non-discrimination policies (up from 89% last year), and 90% offer health insurance with equitable benefits (up from 87% last year). 85% of firms allow employees to share their preferred pronouns (up from 79% last year), and slightly over 50% provide gender neutral restrooms and use gender neutral language in their firmwide materials (compared to almost exactly half last year).&lt;/p&gt;&lt;p&gt;Finally, 95% of firms&#39; non-discrimination policies include disability status as a protected category (the same as in 2021), 90% have a clear and well-communicated process when it comes to requesting workplace accommodations (up from 85% in 2021), and 85% have addressed accessibility in physical spaces (up from 80% in 2021).&lt;/p&gt;&lt;p&gt;That covers the key findings on firm diversity efforts. In our next post, we&#39;ll present the key findings from section 2 on law firm demographics. Stay tuned!&lt;/p&gt;

Travis Whitsitt

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