The legal profession is one of the most respected fields, yet it’s no secret that it carries a reputation problem. For too long, courtrooms and firms have felt more like exclusive clubs than welcoming institutions. But here’s the good news: communities are changing, and the legal profession has an opportunity to evolve with them.

One law school in San Antonio — St. Mary’s University School of Law — is proving what’s possible when institutions actually walk the walk on representation.

This isn’t just about optics. It’s about trust, advocacy, and a generation of lawyers who reflect the communities they serve. If you’re running a mid-size firm there’s a business case  you can’t afford to ignore.

First, a Reality Check

According to the ABA’s Profile of the Legal Profession 2024, nearly 8 in 10 lawyers are white. Meanwhile, Hispanic attorneys make up just 5% of the profession, even though Hispanic people account for about 20% of the U.S. population. That gap isn’t just a statistic; it’s a credibility issue. A lack of representation can undermine trust, weaken advocacy, and make law firms look out of touch with the very people they’re passionate about representing.  

The numbers speak for themselves — and they spell opportunity for firms willing to lead.

The bright side is that law school enrollment is diversifying. Just last year, more than 40% of incoming students identified as people of color. But as the UC Davis faculty blog bluntly puts it: the real goal isn’t diverse campuses, it’s a diverse profession. Which brings us back to St. Mary’s.

A Pipeline with Purpose

At St. Mary’s Law, nearly half of J.D. students identify as Hispanic, and around 55% identify as minorities overall. Those numbers aren’t accidental. They’re the product of intentional recruitment, scholarships, and support systems designed to make sure students don’t just enroll — they graduate and thrive. Think of St. Mary’s as a case study in how diversity scales.  

St. Mary’s is more than a school; it’s a model for how diversity can fuel continuous growth in law firms:

• Mentorship that multiplies → By connecting first-gen students with alumni and faculty mentors, new lawyers gain confidence and find a sense of belonging.  ‍
• Recruitment with intention → Scholarships and outreach programs help more students of color enter and finish law school, strengthening the pool of future hires. ‍
• Cultural fluency in training → Working alongside classmates from different backgrounds prepares graduates to serve a wide range of clients with empathy and insight, sharpening their advocacy skills. ‍
• Pipeline planning → A broad mix of students today leads to a more representative bar and bench tomorrow, demonstrating what long-term succession planning can look like in practice.  

Their efforts display how law firms can realistically put diversity and representation to practice in the profession.  

How Mid-Size Law Firms Can Build a More Inclusive Team

For mid-size firms, the beauty of this approach is speed and agility. You don’t need committees, endless reports, or Big Law budgets to move the needle.

A few moves that matter:

• Recruit where the talent is. Schools like St. Mary’s are producing bilingual, community-connected grads. Show up at their events. Sponsor scholarships. Hire consistently — not just when you need to tick a box. ‍
• Double down on mentorship. Pair new associates with both a practice mentor and a “culture” mentor. Attrition rates drop, pipelines stay healthy, and you get a stronger team. ‍
• Measure what matters. Diversity efforts without metrics are just press releases. Track candidate slates, retention, and promotion rates the same way you’d track revenue or client intake. ‍
• Meet clients where they are. In San Antonio, bilingual intake isn’t a perk, it’s table stakes. Investing in culturally fluent teams isn’t charity, it’s client service 101. ‍
• Leverage technology smartly. The right tools won’t replace great lawyers, but they can automate routine tasks and free up time for what really drives impact: mentorship, relationship-building, and strengthening client trust.

And yes, this has a bottom-line impact. As the Pennsylvania Bar Institute points out: "Diverse legal teams reflect client diversity, build confidence, and drive firm growth."

The Impact of Inclusion

Diversity isn’t a checkbox. When given the proper focus, it becomes a multiplier for every part of your firm.

• Market insight built in. Diverse teams don’t just reflect communities—they understand them. Negotiation, mediation, client relations: all improved when context and nuance are already in your toolkit. ‍
• Innovation through perspective. Different backgrounds and problem-solving styles lead to creative strategies and new opportunities. For mid-size firms competing with Big Law, this is a differentiator. ‍
• Talent magnetism. Top candidates want growth, mentorship, and inclusion. Structured diversity programs attract ambitious lawyers who perform better and stay longer. ‍
• Client confidence = firm growth. Representation builds trust, and trust drives business. Referrals and loyalty increasingly go to firms that mirror the communities they serve. ‍
• Succession planning as strategy. Early investment in mentorship and leadership pipelines ensures your firm evolves organically, avoiding disruption when senior partners retire.

Diversity, done right, is a lever that grows talent, client trust, and your bottom line.

Technology as a Quiet Ally

Software won’t replace great representation. But the right tools can smooth out some of the hurdles that often hit first-gen lawyers and associates of color the hardest.

Think:

• Automated workflows that take the guesswork out of “unspoken” processes
• Centralized communication logs that track conversations in English, Spanish, and more
• Document templates that give every new hire the same roadmap to succeed.

Legal software platforms aren’t a silver bullet, but they can free up time for the human stuff that actually moves the needle: mentorship, relationship-building, and client trust.

RELATED: How Law Firms Make or Break Client Trust

Beyond The Conversation

The stats are sobering: 78% of attorneys are still white, women are under 40% of the bar, Hispanic attorneys remain drastically underrepresented. But law schools like St. Mary’s show how we can meaningfully reshape the profession so lawyers reflect the communities and people they represent.

And for mid-size firms, the message is clear: this isn’t a side project. It’s a defining strategy. Recruit intentionally. Mentor relentlessly. Measure consistently. Use tech smartly. Do this, and your mid-size firm won’t just keep pace with the profession’s future — you’ll help define it.