Resource / White Paper

How the ALSP Model Lends Itself to a More Diverse Legal Team

Despite recent efforts, diversity continues to be a major challenge for the legal industry. While leaders may be saying the right things about inclusion, the numbers indicate there’s much more to be done. In the United States, people of color account for 18 percent of total lawyers at law firms, women account for 37 percent, and LGBT+ attorneys account for only 2.5 percent.

Why does the legal profession lag in diversity?

Download our white paper to learn:
  • Why underlying systemic biases and long-held processes and structures in the legal industry fail to represent and advance women, LGBT+ individuals, and people of color.
  • How to identify if barriers are built on implicit bias, subjective work allocation, lack of allies and mentorship, the gender pay gap, and more.
  • How to truly achieve diversity by addressing systemic barriers within diversity and inclusion initiatives.
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Do you want to build a more diverse legal team?

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Sara Eng
VP of Legal Partnerships Ontra

Sara is the VP of Legal Partnerships at Ontra. Prior to Ontra, Sara managed attorney recruiting and professional development at Paul Hastings LLP. Sara holds an M.A. in Organizational Communication & Development from Emerson College. Sara enjoys scuba diving and taking her dogs to the beach.

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Key Insights from Ontra on Improving Overall Diversity in the Legal Profession

We attribute our diversity to our unique structure and the processes and policies we’ve implemented to promote efficiency over profits-per-partner. We blind hire all lawyers in-network and often propose lawyers to clients with identifying information removed. Our mentorship program helps our minority and women-owned small businesses grow. And most importantly, our completely remote model provides our attorney network with unparalleled freedom.
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