Hp's in-house counsel diversity initiative

Hewlett Packard, commonly known as HP, is a global technology company that has long been committed to promoting diversity and inclusion within its organization. As part of its efforts, HP has implemented an in-house counsel diversity initiative that aims to increase diversity and inclusion within its legal department. This initiative is in line with HP's broader commitment to fostering a diverse and inclusive workplace.

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The Diversity Dividends Collective

The in-house counsel diversity initiative at HP is part of the broader Diversity Dividends Collective (DDC), an award-winning consortium of legal departments working together with Diversity Lab. The DDC's main objective is to standardize how the legal profession measures, evaluates, and improves diversity, equity, and inclusion (DEI) within outside counsel teams.

Through the DDC, HP and other legal departments are able to collect and share extensive data on outside counsel team diversity. This data is then used to gain insights into who has access to high-quality work, regular client interactions, lead roles, and financial credit within the legal profession. By holding law firms accountable for their DEI efforts, the DDC aims to drive industry-wide coalescence and a sharper focus on the outside counsel diversity and inclusion metrics that truly matter.

Four Main Dividends

The Diversity Dividends Collective generates four main dividends for legal departments and the legal profession:

hewlett packard in house counsel diversity initiative - What is the Diversity Dividends Collective

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  • Enhanced outside counsel team diversity and inclusion: By collecting and analyzing data on outside counsel team diversity, the DDC helps legal departments identify areas where inclusivity can be improved.
  • Insight into access and opportunities: The DDC provides insights into who has access to high-quality work, client interactions, lead roles, and financial credit within law firms.
  • Accountability: Legal departments can hold law firms accountable for increasing their DEI efforts, along with other factors such as service, value, and cost.
  • Industry-wide focus: The DDC encourages a sharper focus on the outside counsel diversity and inclusion metrics that truly matter, rather than simply aiming for higher diversity numbers without meaningful impact.

It is important to note that the Diversity Dividends Collective does not encourage or require law departments or law firms to make staffing decisions based on protected traits. Instead, the collective leverages the power of data to educate the legal profession on existing diversity and identify opportunities for improvement.

What Makes the Collective Different?

The Diversity Dividends Collective is unique in several ways:

  • Reduces legal department workloads: Diversity Lab collects and analyzes the data, allowing legal departments to focus on meaningful conversations with law firms that lead to real progress.
  • Requires relationship partner involvement: The DDC assessment cannot be completed by a DEI professional or data analyst alone. Input from relationship partners, who play a crucial role in staffing matters and providing development opportunities, is necessary.
  • Includes inclusion metrics: The DDC leverages inclusion metrics to measure firms' inclusion practices and provide that information to legal departments.
  • Assesses regular client interaction: The DDC goes beyond numbers and asks about team makeup, relationship and matter leads, and financial credit to assess the quality of work provided by outside counsel teams.
  • Collects aggregate team data: This approach ensures high response rates from law firms while still protecting the privacy of individual timekeepers.
  • Tracks legal departments' commitment: Diversity Lab provides resources, structure, and accountability to ensure legal departments follow up with law firms and drive progress.
  • Leverages the power of the Collective: With over 40 legal departments and growing, the DDC fosters knowledge sharing, learning, and collective impact, increasing the influence of legal departments beyond their own spending.
  • Measures progress and outcomes: The DDC aggregates data across multiple legal departments, providing insights into progress and outcomes for each department and the collective as a whole.
  • Supported by experts: The DDC is backed by Diversity Lab's experts in legal talent, behavioral science, and data science.

Current Collective Legal Departments

The Diversity Dividends Collective currently includes legal departments from various organizations, including:

  • Accenture
  • Alcoa Corporation
  • American Electric Power
  • Axiom Law
  • Bridgestone Americas
  • CDW
  • CHRISTUS Health
  • Con Edison
  • Corning
  • Dana-Farber Cancer Institute, Inc.
  • Dick's Sporting Goods
  • Discover Financial Services
  • The Goodyear Tire & Rubber Company
  • HP Inc.
  • IDEXX Laboratories
  • Intermountain Healthcare
  • Jones Lang LaSalle Inc. (JLL)
  • M. A. Mortenson Company
  • Micron Technology, Inc.
  • MISO (Midcontinent Independent System Operator)
  • Moffitt Cancer Center
  • Petco Health and Wellness Company, Inc.
  • Pinterest
  • PNC Bank
  • Relativity
  • Saint-Gobain Corp, NA
  • San Francisco 49ers
  • St. Jude Children's Research Hospital
  • State Street
  • Sunrun Inc.
  • Takeda
  • Tapestry, Inc.
  • U.S. Bank
  • United States Steel Corporation
  • Xcel Energy

As part of the Diversity Dividends Collective, HP is actively involved in promoting diversity and inclusion within the legal profession. Through this initiative, HP aims to create a more inclusive and equitable legal department and contribute to the broader goals of the legal profession.

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