The Law Firm Diversity blog is intended to promote a rational discussion about what’s called the business case for diversity: the creativity and problem-solving ability of a group is a function of the group’s (racial, ethnic, and sexual) diversity.

This means what? that the United Nations is the smartest and most creative organization in the world? that the 109th Congress is intellectually superior to the 1st Congress? that the founders of Apple Computer or Microsoft or the United States weren’t too bright?

If there’s absolutely no evidence to support the wonderful notion that a heterogeneous group is smarter and more creative than a homogeneous group, then why do so many firms (and so many Fortune 500 companies) repeat this claim? Why do so many law firms use the same exact formulas and phrases to talk about diversity?

• diversity is fundamental to our culture
• we are deeply committed to promoting diversity
• we have a longstanding commitment to diversity
• our diversity initiatives have the strong support of top management

Why are firms so vocal about their diversity efforts, claiming, on the one hand, that they treat all the same, and then, on the other hand, that they have special programs just for some?

While Title VII was meant to put an end to racial discrimination in employment, nearly all the large law firms now have programs, many involving employment opportunities, that DO discriminate by race. Why do so many large law firms advertise that they do precisely what Title VII bars?

This blog raises such questions.