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At BCG Attorney Search, we are committed to diversity. Our company understands that society is comprised of a variety of individuals with unique backgrounds, genders, nationalities, religions, orientations, beliefs, personalities, experiences, skills, talents, and perspectives. By welcoming, embracing, and celebrating diversity, we strengthen our company, our clients, and the legal profession.
We seek to create a working environment at BCG in which tolerance, respect, and professionalism are paramount. We want every employee to feel comfortable and to be inspired to work hard, to be the best he or she can be, and to make the greatest contribution possible. We understand that many law firms have similar goals, and we do our best to honor these goals in connection with our legal recruiting efforts.
We believe that equality of opportunity is important as a principle, but we also appreciate that it is in the best interest of our company and the law firms and attorney candidates we serve. We thrive when we look past superficial distinctions and concentrate on the underlying merits of each person. In contrast, we limit ourselves and our potential when we narrow our vision.
BCG's commitment to diversity is a manifestation of BCG's commitment to excellence. We know we are better, stronger, and more effective when we value differences and work collectively to pursue first-class service, unparalleled work product, and outstanding results.
The goings-on inside law firms reflect what is happening in the larger society. READ MORE >
Diversity and inclusion is one of the most important and pressing issues in the legal profession. Notwithstanding a host of diversity initiatives spearheaded by law firms, corporate clients, professional organizations, and other stakeholders, the legal profession remains one of the least diverse professions in our society. BCG Attorney Search wants to help change that. READ MORE >
There has been a tremendous amount of energy and attention devoted to increasing diversity and inclusion in law firms, and yet women, attorneys of color, LGBTQ attorneys, and other diverse attorneys continue to lag behind. Women account for less than a quarter of all law firm partners, the percentage of African-American associates has just this year surpassed 2009 levels, and attrition is a major problem, as diverse attorneys are leaving law firms at disproportionate rates because they feel marginalized, undervalued, and without any meaningful future in those institutions. READ MORE >
There are enormous benefits of diversity, and many reasons why law firms should strive to become more diverse and inclusive. These benefits include: READ MORE >
Learn more about how major law firms are divided into classes and hierarchies in this article. READ MORE >
Learn why diversity in the legal world is so important and how companies and law firms are encouraging diversity through new and upcoming diversity programs. READ MORE >
A recent study showed how even law firm websites have an impact on the retention of diverse attorneys. Learn more in this article. READ MORE >
The billable hour has long been a staple of law firms, but it also appears to be hindering gender equality at major law firms. Learn more in this article. READ MORE >
Find out which major law firms are leading the way in 2017 in gender equality. READ MORE >
Corporate clients are leading the way when it comes to facilitating change in the diversity and inclusion arena. Using a variety of tools like open letters, financial incentives, and financial penalties, general counsels are leveraging the “power of the purse” to help ensure that the firms they use for outside legal services step up their commitments to diversity. READ MORE >
Law firms are striving to be more diverse but are facing challenges along the way. This article explains why these challenges happen and how law firms can overcome them. READ MORE >
Does your firm actively seek out minority applicants for attorney positions? If you are waiting for minority lawyers and law students to contact you, you may be waiting a long time. Given the small number of minorities in the practice and in law school, law firms must be proactive when seeking minorities. Take a close look at your firm's hiring practices. READ MORE >
Click here to view a collection of attorney resume and cover letter resources written by experienced legal recruiters.
Question: I’m an openly gay, third year corporate associate currently working in a Top 10 AmLaw firm. I’m looking to lateral to another top firm. How “out” should I be on my resume? READ MORE >
I am a 10th year practitioner in New York City, and, more recently, I've heard people say that I am ''past my prime.'' What does that mean, exactly? Am I not marketable anymore? READ MORE >
Opportunities for women in law firms today abound and marketing is no different. However, there are several keys to success that are critical to incorporate into your personal game plan. This article will describe the new rules of law firm and lawyer marketing and the keys to your success in capitalizing upon them. READ MORE >
Let me start this article off by talking about myself. I am the oldest of three and was probably the most ''driven'' and ''motivated'' of my siblings. Competitive by nature, I had to get straight A's in high school and college. An ''A-'' could bring me to tears. My drive, my need to succeed is what led me to apply to law school while in college (as a psychology major, I eventually ruled out PhD programs). Once I got into law school and knew where I was headed, I arrogantly declared to my friends I would be making over $100,000 a year before my 25th birthday. READ MORE >
It seems as though the number of female partners currently working in law firms is becoming fewer and fewer these days. A lot of female partners are fleeing from firms due to a lack of balance in their work and professional lives, and also because of an absence of support or mentoring. In this article, I am going to discuss some of the ways that firms can attract and retain female partners. As many women in this country opt to pursue law as their professional career, those firms on the forefront of female partner retention efforts will benefit greatly by attracting existing female partner talent and those up and coming women attorneys who represent the next generation of female partner candidates. READ MORE >
Due to the economic crisis, I have been spending a lot of time on the phone with outstanding lawyers who have been left in desperate situations. Many of these attorneys, from junior associates to senior partners, come from top law firms and have excellent academic credentials. The tone of the conversation is one of desperation and frustration. Perhaps the most frustrated are the senior and partner-level attorneys who have a wealth of experience to bring to the table, but have not had any success getting a firm to talk to them. These candidates are disgusted because their willingness to be flexible and take a hit in title or class year in order to make a move is rejected. READ MORE >
Historically, law firms have been conservative environments, and as a result, gay attorneys (which includes gay, lesbian, bisexual, and transgendered attorneys) have largely kept their sexual orientations to themselves out of fear of being ostracized, rejected, and discriminated against. Many of us have witnessed or heard of stories in which a very highly regarded attorney's sexual orientation was somehow disclosed (or leaked) to his or her firm, resulting in negative consequences for the attorney. READ MORE >
Managing Director of BCG's New York office Danice Kowalczyk delivers an in-depth exposé on women and corporate success. READ MORE >
"Thank you for all of the great work you've done for me and my job search. I sincerely appreciate your help with my..." Read moreNoah RabinBoston College Law School, Class Of 2011Placed at Morrison Mahoney LLP
"She was on it and didn't pester too much but stayed in contact. She didn't just communicate via email, she also..." Read more
Christopher RuprechtUniversity of Kansas School of Law, Class Of 2010Placed at Wenderoth, Lind & Ponack, L.L.P
"I worked with a recruiter in Houston, and she had so much helpful information about the..." Read more
Mahalia BurfordCornell, Class Of 2015Placed at Davis Polk & Wardwell LLP.
"I liked how once your registered to the website you can see positions that were open that matched my criteria,..." Read moreZak MorozovHarvard Law School, Class Of 2015Placed at Winston & Strawn LLP.
"I had access to a very large volume of opportunities and openings, I appreciated the depth..." Read more
Matthew NazarethNew York University School of Law, Class Of 2011Placed at Meyers Nave Riback Silver & Wilson, PLC
"[BCG] essentially handled everything, so it was really low stress on my end.
I don't think I would have been..." Read more
Anna ZielinskiUniversity of Wisconsin Law School, Class Of 2015Placed at Vedder Price, P.C.
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