Law firms face increased challenges in running Diversity, Equity, and Inclusion (DEI) programs due to external pressures, particularly post-SFFA v. Harvard. Although some large firms have open DEI roles, the number of positions has decreased, making them more competitive. Some job postings do not disclose the firm's name until after applications are submitted, creating hesitation among potential applicants. While firms can now be more selective with qualified candidates, hiding recruitment details might deter talented individuals from applying. Efforts to balance recruitment and avoid backlash reflect the complexities in the current climate.
The anti-DEI climate has forced some changes around how the application process looks, impacting the visibility of job postings for DEI roles.
Increased competition for open DEI positions allows firms to select more qualified applicants, but obscured firm names may dissuade candidates from applying.
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