Diversity Is More Than a Headcount
If you’ve been in the legal profession long enough, you’ve seen the word “diversity” used in many ways. It appears in mission statements, on websites, in recruitment brochures, and in panel discussions. And yet, for all the attention it gets, I still believe many firms—large and small—miss the point. Diversity is not a numbers game. It’s not about appearances. It’s not a photo op. It’s about impact. It’s about building a legal profession that’s more effective, more empathetic, and more aligned with the people we serve.
As a Cuban-American attorney and founding partner at a minority-owned law firm, I’ve lived this conversation from both sides. I’ve been the young associate trying to find my voice in boardrooms that didn’t always look like me. I’ve also been the managing partner trying to shape a culture that truly values inclusion—not just for the sake of it, but because it makes our firm better. And I can say with full confidence: when diversity is authentic and intentional, everyone benefits.
My Roots Shape My Perspective
I came to this country from Cuba as a young child. My parents—hardworking, resilient, and determined—taught me that education and integrity were everything. We didn’t have much, but we had a sense of purpose. I grew up in Miami, in a community that reflected many colors, languages, and stories. That experience shaped who I am.
By the time I entered law school, and later joined national firms like McDermott, Will & Emery and Holland & Knight, I was proud to be there—but I was also aware that I was often one of the few Latinos in the room. That awareness doesn’t go away. It follows you into client meetings, networking events, and partnership discussions. And over time, you start to understand that your presence isn’t just about your own success—it’s about paving the way for others, too.
Representation Matters—But It’s Just the Beginning
Yes, representation matters. Seeing someone who looks like you, who shares your background or language, in a leadership position sends a powerful message: “You belong here.” That’s especially important for younger attorneys from underrepresented communities. But it doesn’t stop at hiring or promoting someone based on race, gender, or ethnicity.
Diversity must be woven into the firm’s culture, not tacked on as an initiative. It means giving people real opportunities to lead. It means making room for different communication styles, different life experiences, and different ideas. It means asking how our differences can make us stronger—not quieter, not more alike.
True inclusion means people don’t have to conform to succeed. They can bring their full selves to the job—language, heritage, identity—and know it’s a strength, not a liability.
The Business Case for Diversity Is Real
Clients are more diverse than ever. They come from every part of the world, every background, every industry. And they want legal counsel that understands not just the letter of the law, but the broader context—the cultural nuances, the industry dynamics, and the human stakes involved.
That’s one reason diverse firms thrive. At SMGQ Law, we’ve built a team that reflects the communities we serve. That gives us an edge in understanding client needs, building trust, and crafting solutions that resonate on more than just a technical level.
But it’s not just about matching demographics. Diverse teams think differently. They ask better questions. They avoid groupthink. They challenge assumptions. And that leads to better decisions, stronger strategies, and more resilient outcomes for clients.
Inclusion Requires Leadership
Creating a diverse firm doesn’t happen by accident. It takes intention. It takes leadership. And it takes an honest look at what’s working and what isn’t.
At our firm, we’ve tried to make diversity part of how we hire, mentor, and promote. We don’t just look at resumes—we look at stories, at potential, at character. We’ve built a team where bilingualism is an asset, where different career paths are welcomed, and where everyone has a voice at the table.
But we’re also still learning. Inclusion isn’t a finish line. It’s an ongoing effort to listen, improve, and evolve. And it means holding ourselves accountable—not just when it’s convenient, but when it’s hard.
A Message to the Next Generation
If you’re a young lawyer wondering whether there’s a place for you in this profession, I want you to know: there is. Your background, your culture, your life experience—they’re not things you have to hide. They’re part of what will make you an excellent attorney.
And if you ever find yourself in a firm or environment that doesn’t value that, don’t settle. Seek out places that recognize your worth—not just as a legal mind, but as a whole person.
I didn’t get to where I am alone. Mentors helped me. Family supported me. Colleagues challenged me. And I hope to do the same for others—because the future of this profession depends on it.
Closing Thoughts
Diversity in law isn’t a trend. It’s a necessity. The world is changing, and the legal field must change with it. We can’t serve our clients—or our communities—if we only draw from a narrow slice of talent, perspective, or voice.
So let’s move beyond checkboxes. Let’s build firms where diversity is real, where inclusion is active, and where everyone—no matter where they come from—can grow, lead, and make a difference. That’s not just good for business. That’s justice in action.