Not exact matches
GFI aims for diversity in their
hires primarily through
hiring practices that are
intended to help them minimize the effects of bias, such as encouraging staff to score applications anonymously, using generalized ability tests, and meeting applicants only late in the process.88 While they've
hired many women, including in seven of nine director roles, they find that their team is lacking in diversity in other ways, and they've met with Encompass to discuss further steps they can take to develop their diversity strategy.89 One staff member we spoke to mentioned that they hoped GFI would be able to begin paying interns, which might help diversify their team by broadening the pool of potential interns who could afford to take a position with GFI.90, 91
As Dr. Sonia Nieto suggests in the video «Affirming Diversity», well
intended, but superficial efforts to combat the historical dominance of the majority culture, such as the effort to diversify staff by
hiring practices are not sufficient to overcome long standing educational and societal inequities.
Worse, if your website fails to list — or lists inaccurately — your law firm's
practice areas, you could lose out on the business of people who
intend to
hire you, but don't see their particular type of problem listed on your website.
(Although Devil's Advocate attorneys are admitted to
practice law in a number of jurisdictions, Independent Counsel is
intended to provide management advice, not legal advice, and is not a substitute for
hiring legal counsel.)
• Highlight your most relevant experience to convince the reader of your
practice in the field • Mention a few accomplishments in the cover letter • Express some knowledge about the
hiring company's current challenges and demonstrate that you have the solution to those • Use the cover letter to communicate your personality traits that your resume does not, make it personal yet professional • Always conclude your letter by saying when and how you
intend to follow up