mansfield rule; minority; gender; LGBTQIA+; supply-demand; Deborah Rhode
The Mansfield Rule proposes that if 30 percent of the candidate pool is drawn from underrepresented groups, then a legal workplace will become more diverse and inclusive as a result. However, across the legal profession, statistics related to the numbers of women and other underrepresented groups in leadership roles continue to paint a bleak picture of diversity and inclusion. Professor Cecchi-Dimeglio’s Essay presents a supply-demand empirical analysis of the legal profession at the leadership level, and argues that the 30 percent Mansfield Rule ultimately does not enhance diversity in the legal profession, especially in leadership positions.
Why the 30 Percent Mansfield Rule Can't Work: A Supply-Demand Empirical Analysis of Leadership in the Legal Profession,
91 Fordham L. Rev. 1161
Available at: https://ir.lawnet.fordham.edu/flr/vol91/iss4/5