The Mansfield Rule, established by Judge William Murray in 1785, prohibits jurors from altering their decision once a verdict has been reached. This means that any comments or concerns regarding the trial cannot be used to challenge the verdict. The rule aims to prioritize the jurors’ voices through their decision-making process rather than discussing the trial after its conclusion. Additionally, it serves to safeguard the confidentiality of the jury room.
The Mansfield Rule, established in 1785 by William Murray, the Lord Chief Justice of the Court of King’s Bench, is a legal doctrine that safeguards the integrity of the jury system. It states that a juror’s testimony or affidavit regarding juror misconduct cannot be utilised to challenge the verdict. This means that once a jury has reached a decision, it cannot be questioned or contested based on a juror’s account of what occurred during deliberations. For instance, if a juror later reveals that they were coerced into voting a certain way or influenced by external information, their testimony cannot be used to overturn the verdict. The Mansfield Rule ensures that jurors are heard through their verdict rather than their post-verdict testimony and is a significant component of the legal systems in numerous countries, as evidenced by its application in various subsequent cases.
The Mansfield Rule is a legal initiative that aims to increase diversity and inclusion in law firms by requiring firms to consider at least 30% women, minority, and LGBTQ+ candidates for leadership and governance roles.
Law firms participating in the Mansfield Rule must ensure that at least 30% of the candidate pool for leadership positions consists of women, minority, and LGBTQ+ lawyers. This rule applies to both lateral hiring and internal promotions.
No, the Mansfield Rule is not mandatory for all law firms. However, many firms voluntarily participate in this initiative to promote diversity and inclusion within their organisations.
Implementing the Mansfield Rule can lead to increased diversity and inclusion within law firms, which has been shown to enhance decision-making, creativity, and overall firm performance. It also helps address historical disparities and promotes equal opportunities for underrepresented groups.
Participating law firms are required to track and report their progress in meeting the 30% diversity requirement. This information is then reviewed by the Diversity Lab, the organisation behind the Mansfield Rule, to ensure compliance.
Yes, law firms can still hire or promote candidates who do not meet the diversity criteria. However, the Mansfield Rule encourages firms to actively consider diverse candidates and aims to create a more inclusive legal profession.
There are no specific penalties for law firms that do not comply with the Mansfield Rule. However, non-compliance may result in reputational damage and potential loss of business opportunities, as clients increasingly prioritize diversity and inclusion in their legal service providers.
Yes, law firms outside the United States can participate in the Mansfield Rule. The initiative has expanded globally, allowing firms from various countries to join and promote diversity within their organisations.
No, the Mansfield Rule aims to promote diversity and inclusion across various dimensions, including gender, race, ethnicity, sexual orientation, and other underrepresented identities.
Law firms interested in participating in the Mansfield Rule can visit the Diversity Lab’s website to learn more about the initiative and the application process. They can also reach out to the Diversity Lab directly for further guidance and support.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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