BulletProofBlog the blog on crisis communications

Each Monday, Bulletproof Blog now features exclusive interviews with thought leaders on issues of critical importance to companies and countries. This week, with widespread layoffs creating reputational and legal challenges for law firms and companies that are trying to enhance or maintain their commitment to diversity, we interview Veta Richardson, Executive Director of the Minority Corporate Counsel Association since 2001.

Ms. Richardson has been recognized for diversity leadership by a number of organizations, including the U.S. Equal Employment Opportunity Commission, the Black Law Students Association, and the National Minority Business Council. As a nationally-recognized expert on diversity and its implications in a down economy, she shared her thoughts with Bulletproof:

How are organizations managing diversity efforts in a down economy?

Veta Richardson: Diversity efforts are remaining a priority for most organizations that already had a firm commitment in place. But - not surprisingly - diversity budgets have been strained and reduced across the board. This means that organizations are focusing a bit more on creative ways to further those efforts without significant dollar expenditures, which is a very positive development.

For example, corporations that have had to cut or postpone annual diversity-focused retreats with primary outside firms are instead hosting discussions via conference call or online. In addition, we' re also seeing professionals invest their time in mentoring programs, which are another way to further diversity goals under tight budgets.

Why is it important for firms and Fortune 500 companies to build a "champion for diversity" brand?

Veta Richardson: These days, everyone wants to work for the companies and firms that have reputations for hiring diverse talent and for doing all they can to develop that talent. Being known as a "diversity champion" sends a clear signal that your workplace is inclusive and that you are committed to your people. In tough economic times, being able to attract and retain top talent is essential. And even if your company or firm may not be hiring at the time, having that brand assures that when you post positions at your organization, you will be a magnet for talent that can more than meet your hiring needs.

What emerging trends/developments are you seeing in the corporate and professional sectors in the area of diversity?

Veta Richardson: I am hearing a collective concern that the strides we' ve been making at corporations, firms, and other organizations may be somewhat at risk given the massive layoffs that are happening in every sector of the American economy.

Within the bar association community, I' ve been talking with several of my peer executive directors about the importance of collaboration - which we are going to see a lot more of in the days ahead. No one organization or employer is able to "go it alone." So, forging effective partnerships - whether they are centered on professional development, leadership training, or even continuing education - will prove critical to meeting one' s diversity goals while reducing costs in the days ahead.

For more information on diversity best practices, please join the MCCA at its 6th Annual GCI Education & Recreation Summit, at the Doral in Miami, Florida, April 16-18, or visit www.mcca.com.