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CLI Programs and Initiatives

CLI is attacking the diversity “dilemma” on all fronts – pipeline, recruiting, and retention/advancement. However, CLI's efforts go beyond traditional efforts such as diversity job fairs and 1L recruiting programs. Because these programs were already well-established in Denver (Rocky Mountain Diversity Legal Career Fair and the Colorado Pledge to Diversity Group’s Summer Clerkship Program), CLI is committed to taking diversity efforts to the next level with the following new initiatives:

  • Inclusiveness Program – An innovative six-step program currently being implemented by 29 legal organizations: 14 law firms, nine government legal offices, four corporate legal departments, and Colorado's two law schools. The program is designed to assist legal organizations in creating cultures of inclusion to retain and advance diverse attorneys. Legal organizations that just engage in  traditional diversity programs, such as recruiting, mentoring, and affinity groups will never achieve success if their cultures are not inclusive.  Learn more about the six-step process and the organizations involved in the Inclusiveness Network by visiting www.legalinclusiveness.org.
  • Education Programs –
    • Legal Inclusiveness & Diversity Summit -- CLI sponsors an annual diversity and inclusiveness conference that brings national experts to Denver to educate the legal community.
    • CLE programs – CLI hosts a series of Continuing Legal Education programs each summer.
    • Law School Inclusive Excellence Leadership Series - CLI is partnering with the University of Denver Sturm College of Law and the University of Colorado Law School to offer a series of workshops at each school aimed at raising awareness among law school students and faculty regarding inclusiveness and diversity in the legal profession. 
    • Diversity Survey – A comprehensive survey was conducted in May 2007 and the results demonstrate that diverse attorneys in the Denver legal community experience the practice of law in ways that differ remarkably from non-diverse attorneys. These results mirror those of national surveys conducted by the ABA, MCCA, Catalyst, and the HNBA. A more recent study was conducted in the early 2011 by CLI's Retention Working Group. Preliminary results were presented to CLI's GC/MP Retention Roundtable. The 2011 survey results will be posted, when available.
  • Working Groups – Three working groups are tackling issues in Pipeline, Recruiting, and Retention.
  • Deans’ Diversity Council – Recognizing that every “best practice” list for diversity begins with leadership from the top, the law deans from both of Colorado’s law schools brought together top leaders from every sector of the legal community – law schools, law firms, judiciary, government, public interest, and bar associations - to regularly discuss diversity issues. The Deans’ Diversity Council acts as an advisory group to CLI.
  • Retention Initiative - CLI's primary emphasis is the retention and advancement of diverse attorneys. To further this goal, CLI has created innovative programs focused on three components:
    • Associates:  Leading general counsel from major companies in Colorado are meeting regularly with diverse associates from CLI-member law firms to develop relationships with them and to discuss diversity and inclusiveness issues.
    • Diverse Law Firm Partners: CLI is creating opportunities for diverse law firm partners from CLI-member firms to begin meeting with corporate counsel to discuss diversity and inclusiveness, as well as to help foster relationships.
    • Managing Partners:  These GCs are also meeting with managing partners of CLI-member firms to create a model for leadership in diversity and inclusiveness.
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