Since its inception in 2017, the Mansfield Rule has looked to address inequity and redefine diversity in the law by asking that firms and legal departments draw at least 30% of their candidate pools for leadership positions from underrepresented groups. Initially inspired by the NFL’s Rooney Rule and named after Arabella Mansfield, the first female lawyer in the U.S., the Mansfield Rule has gained traction across the legal industry, with both law firms and in-house teams adopting its core principles.

 

However, as we face an evolving cultural and political environment, it is worth asking: is the Mansfield Rule still achieving its objectives, and is it relevant in the current climate?

 

Evolution and impact

The goal for the first iteration of Mansfield certification was to “get firms used to tracking diversity data”, with a focus on inclusion of women and racial minorities in recruitment and promotion decisions. This remit was then expanded in versions 2.0 and 3.0 of the rule to include the LGBTQ legal community and lawyers with disabilities, as well as growing to encompass in-house legal teams, in recognition that diversity in leadership is critical across all areas of legal practice. In addition, the certification process has become more rigorous, requiring participants to demonstrate not only compliance with the rule but also measurable progress toward diversity targets.

 

Firms that achieve Mansfield certification often cite the positive impact on their talent pipelines and workplace culture. For instance, Diversity Lab’s reporting highlight that certified firms are 30% more likely to have diverse leaders in governance roles than non-certified firms, and Law.com reports that “more than 75% of the participating firms have significantly increased diversity in client pitch teams, lateral partner hires, and equity partner promotions”. A 2023 analysis of law firm data found that the “practical effect of being a Mansfield early-adopter firm in these areas was to roughly double the rate at which gender and racial representation is improving”.

 

This effect has been felt globally; UK firms have increasingly adopted the framework to align with the broader market’s emphasis on DEI as well, with similar outcomes emerging, albeit at a slower pace.

 

Growth despite challenges

In October 2024, more than 360 law firms achieved Mansfield certification, up 13% on the previous year and a testament to the rule’s growing influence. This commitment is particularly significant against the backdrop of an increasingly polarised environment and backlash against DEI initiatives. In the U.S., some Big Law firms have reined in DEI programs due to external pressures, including the Supreme Court’s 2023 ruling against affirmative action in higher education, which, though not aimed at private employers, spawned a spate of lawsuits and critical attention. This shift raises questions about whether the Mansfield Rule can sustain its momentum in an environment where DEI goals are increasingly politicised.

 

Additionally, the rule’s one-size-fits-all approach may not account enough for regional and market-specific challenges. For example, in international jurisdictions, a more flexible framework might better accommodate the nuances of the local legal landscape, such as firms that operate with smaller leadership structures than their U.S. counterparts.

 

Yet, the fact that more firms than ever are embracing Mansfield Certification suggests that the legal industry sees diversity as a long-term strategic priority, even in a more challenging environment. “Despite that uncertainty, these firms remained within the program, they’ve achieved the certification, and they remain committed to increasing diversity,” said Alyssa Jarvis, director of Mansfield, to Law.com in the autumn.

 

Is it working today?

Are the targets of Mansfield certification enough to address the structural barriers that limit access to leadership? On one hand, Mansfield-certified firms are more likely to promote women and other underrepresented groups into leadership roles, and data suggests these firms perform better in attracting diverse talent pools. On the other hand, critics point out that representation metrics do not provide a full picture, and while the rule creates opportunities, it does not always address systemic issues such as pay equity, career progression and retention. Are these new leaders given the resources and support they need to succeed, or are they set up to fail in environments that remain resistant to change?

 

A 2023 analysis by Harvard researcher Paola Cecchi-Dimeglio in the Fordham Law Review challenges the idea that the Mansfield Rule is the primary driver of diversity gains. Instead, Cecchi-Dimeglio argues, natural market trends, such as an overall increase in the number of women entering the legal profession, may account for much of the progress observed, and she makes the case for increasing the supply of lawyers entering the legal industry from underrepresented groups, without which targets further down the pipeline can be of only limited impact. Law firms “should take the time and responsibility to invest along the talent pipeline and create alternative work structure solutions to avoid accentuating the gap that exists in the supply”, she comments.

 

A step in the right direction

For firms and in-house teams navigating the challenges of today’s legal market, the Mansfield Rule represents both progress and unfinished business. Its success stories highlight what is possible when organisations commit to systemic change, while its shortcomings underscore the need for further improvement.

 

While Mansfield certification remains a powerful tool, it is not a panacea, and its future impact will depend on how well it evolves to address not just representation but also the deeper structural barriers that limit diversity in leadership, as well as how it faces up to the DEI challenges and questions that are likely be thrown its way in coming years. As economic pressures and political uncertainties shape the industry, the challenge is clear for law firms and in-house teams alike: to move beyond compliance and toward a culture of inclusion that benefits not only the profession, but also the clients and communities it serves.

 

At SSQ, we understand the complexities of building diverse and inclusive teams. With over two decades of experience supporting law firms and in-house legal departments globally, we are here to help you navigate the challenges of talent acquisition and diversity initiatives. Reach out to our team to discuss your goals and how we can support your legal search journey in 2025 and beyond.

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