Diversity & Inclusion
Our Commitment to Diversity & Inclusion
RainMaker Group is committed to building a legal profession that reflects the communities it serves. That commitment runs through every search we conduct and every relationship we cultivate.
Our Commitment
We believe that diverse legal teams make better decisions, serve clients more effectively, and build more resilient practices. That is not an abstract belief. It is a conviction that shapes how we approach every mandate we accept. Homogeneous teams carry blind spots. Diverse ones are better equipped to anticipate risk, understand a broader range of clients, and work through complex problems with the full range of perspectives those problems deserve.
As a search firm, we occupy a position of real influence in who gets considered for roles and who does not. That influence carries a responsibility: to actively expand access to opportunity, not simply to circulate candidates within the same well-connected networks. We take that responsibility seriously. It means doing more work: identifying candidates who are not immediately visible, building relationships before they are needed, and challenging assumptions about what "the right candidate" looks like.
This commitment is not limited to a particular type of search. It applies when we are placing a first-year associate, a lateral partner, or a general counsel. At every level and across every practice area, our standard is the same: present the strongest possible candidates, drawn from the broadest possible pool.
How We Practice It
Principles put into practice.
Good intentions without a real process do not change much. Here is how we actually put our D&I commitments to work on every search.
Inclusive Candidate Sourcing
We proactively build and maintain relationships with lawyers from underrepresented communities: women, racialized lawyers, Indigenous lawyers, and lawyers with disabilities. Our network is intentionally broad, and we cultivate it year-round, not only when a search is active.
Bias-Aware Search Process
Role requirements are defined before each search begins, and structured evaluation criteria are applied consistently across every candidate we consider. We document our reasoning at each stage, which helps surface the strongest candidates and reduces the influence of unexamined assumptions.
Client Education & Advisory
We work with clients not only to fill roles, but to help them think clearly about what they are actually looking for and why. When we encounter hiring criteria that may unintentionally narrow the candidate pool, we raise it. Delivering the best possible hire sometimes requires asking hard questions.
Ongoing Accountability
We review our placement history, referral patterns, and active relationships on a regular basis. Where we identify gaps in the diversity of candidates we present, or in the firms and organizations we partner with, we take concrete steps to address them.
Legal Context
Supporting your compliance obligations.
Many of the organizations RainMaker works with are subject to obligations under Canada's Employment Equity Act, which requires covered employers (including federally regulated companies and federal contractors) to take positive steps to improve the representation of designated groups: women, Indigenous peoples, persons with disabilities, and members of visible minorities.
Law firms operating in Ontario and other provinces are also subject to Law Society requirements around equity, diversity, and inclusion. These are not aspirational guidelines. They are professional obligations, and they carry real implications for how firms recruit and retain talent.
RainMaker's search process is designed with these obligations in mind. The way we source candidates, evaluate qualifications, and structure shortlists is intended to support the equity commitments our clients have made, not work against them. We are happy to discuss how our process aligns with your organization's specific EDI requirements before a search begins.
Have specific EDI requirements for your next hire?
Tell us before the search starts. We will build those requirements into how we source, evaluate, and present candidates, not treat them as an afterthought.
Diversity is not a checkbox in our process. It is our process.
RainMaker Group
Work With Us
Let's talk about your next search.
Whether you have specific EDI commitments to fulfill or simply want a search partner who takes this seriously, we would welcome the conversation.
Discuss Your Search With Us