The mission of the Minority Corporate Counsel Association (MCCA) is to advocate for the expanded hiring, promotion, and retention of minority attorneys in corporate legal departments and the law firms that they retain. Since its founding in 1997, MCCA has emerged as a knowledge leader on diversity issues, and its programs and initiatives cover a wide range of diversity management issues, with an emphasis on the professional challenges faced by race/ethnic minorities; women; lesbian, gay, bisexual, and transgender lawyers; people with disabilities; and multi-generational workforces. MCCA furthers its mission by publishing research to recognize and promote diversity efforts and related best practices in the legal profession, and by honoring innovative diversity programs.
The study is an exploration of legal workplaces from the perspective of Gen Y or Millennial attorneys.
MCCA found that Millennial attorneys identified five critical factors when selecting an employer: geographical location, the opportunity to do meaningful work, the opportunity to work with great colleagues, learning/training opportunities, and the opportunity to learn from proven experts/leaders.
For over two decades, the Report on the Integration of the Federal Judiciary has charted the appointment and elevation of minority lawyers to the federal bench. MCCA, in partnership with Just the Beginning - A Pipeline Organization, tracks and publishes this report on an annual basis. The data reflects the ongoing need to compile statistics on the appointment of judges of color to the federal bench.
MCCA presents its annual report on women and minority general counsel of Fortune® 500 and 1000 companies. The survey examines current trends and developments for the diverse legal leaders in the C-suite of America’s most successful companies.
MCCA White Papers
This white paper focuses on the impact of the Schuette decision on the developing landscape of affirmative action policies in higher education, including the decision’s relationship with the Court’s previous decision in Fisher. It also addresses the possible implications of the decision in the employer hiring and contract arena.