Despite its name, international arbitration has long been dominated by a relatively homogenous crowd. And although the lack of diversity in the field has been the subject of significant criticism, much of the focus has been on the lack of diversity in the appointment of arbitrators. While the appointment of arbitrators from diverse backgrounds remains an important issue, with still some way to go, this article addresses a topic that has attracted less attention thus far: diversity in counsel teams. Counsel teams in international arbitration cases tend to be marginally more diverse than the arbitrators they appoint. But the reality is that they too suffer from a lack of diversity. As diverse teams tend to perform better than homogenous ones, greater diversity among counsel is important to enable law firms to deliver the best possible client service. Improving the diversity of counsel will also lead to greater diversity in the next generation of arbitrators, given that senior practitioners at law firms represent a sizeable pool for potential new arbitrator candidates. This paper considers some of the barriers to diversity and inclusion in counsel teams and offers practical proposals to promote diversity and inclusion in the international arbitration practices of major international law firms.