How can law firms and legal departments move beyond good intentions and actually measure progress in diversity, equity, and inclusion? Many organizations recognize the importance of DE&I, but they struggle to track real change. Without clear, actionable data, their efforts can feel like they’re just for show, not for real change. That’s where Legal Metrics comes in. We sat down with David Cunningham, who started Legal Metrics, and Ashley Klinko, who designs the system and analyzes data. They explained how automated legal diversity analytics and automation are changing how law firms approach DE&I, helping them move from good intentions to measurable results.
Watch the full conversation with David Cunningham & Ashley Clingo here:
A Data-Driven Approach to DE&I
David started Legal Metrics because he saw a problem. Law firms and legal departments wanted to measure diversity, but they didn’t have good tools to do it. Many firms set goals, but few could track their progress accurately. The old way of doing things, collecting and analyzing data by hand, was slow, messy, and unreliable.
Legal Metrics offers a solution. It’s a system that automates data collection, working with the HR and accounting systems that firms already use. This lets firms gather and analyze DE&I data without extra work. With automated legal diversity analytics, firms can see results clearly.
Ashley says measuring diversity is tough. There are so many different metrics – over 100, and that number keeps growing! These metrics vary depending on the firm, where they are, and what kind of work they do. It’s hard to compare results.
Legal Metrics helps by automating data collection. This lets firms focus on the most important metrics and makes sure everyone gathers and reports data the same way. Now, firms can go beyond just counting people. They can see how diversity affects teams, clients, and legal outcomes.
Moving Beyond Headcounts
Many legal groups still measure diversity by counting people. They look at how many women, people of color, or people from underrepresented groups are hired. But David and Ashley say that’s just the start. To make real progress, we need to understand how diversity affects the quality of legal work. We need to see how it impacts opportunities within firms and how diverse lawyers build their careers.
Legal Metrics goes deeper. It connects DE&I data with other important numbers. For example, firms can see how diversity on a team affects case results, how well clients stay with the firm, and who gets promoted. By linking diversity data to business results, law firms can show that inclusion isn’t just the right thing to do, it’s good for business.
Privacy and Transparency in Automated Legal Diversity Analytics Data
People worry about privacy when it comes to diversity data. Lawyers might hesitate to share personal information, fearing others could use it against them or harm their careers.
David explains that Legal Metrics is designed to protect privacy. The system keeps all personal information within the firm and never shares it externally. It anonymizes and aggregates data before reporting, ensuring that no one can be identified.
Transparency is also important. Ashley says that employees want to see how their data is being used. Legal Metrics encourages firms to share their findings with everyone, not just the bosses. This openness builds trust and makes firms accountable. It helps ensure that diversity efforts lead to real change, not just checking boxes.
The Future of Automated Legal Diversity Analytics Measurement
David and Ashley think automation will keep making DE&I better. Legal Metrics wants to help more people, not just law firms. They’re working to bring automated legal diversity analytics to e-discovery specialists, legal tech companies, and corporate legal teams. They want to create an “app store” for DE&I metrics, so firms can choose the right tools for their needs.
Their goal is to create a standard way to measure DE&I across the industry. They want to move beyond just talking about diversity and actually make progress that can be measured. With automated legal diversity analytics, law firms can make diversity, equity, and inclusion part of their culture, not just a temporary project.
David and Ashley’s work shows that real change starts with data. When law firms have the right tools to track, analyze, and use diversity data, they can create a legal industry that’s not just diverse on paper, but truly inclusive in how it works.
Watch the full conversation here: Notes to My (Legal) Self: Season 2, Episode 18(ft.David Cunningham & Ashley Clingo )
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