Does your firm consider Asian Americans to be POC for purposes of partnership promotions, etc.? I have multiple times now been purposefully staffed with other POC (non-Asian) attorneys and have been told to staff juniors who are women. I don’t mind this, of course, but it honestly feels like they don’t consider me an “actual” minority and that it’s not enough. If there is, e.g., a black attorney and a partner on a team, this never comes up.

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My concern is that if I’m not going to get a boost for being POC on the books, but am subject to all of the unconscious biases that inherently comes with having brown skin, I’m basically dead in the water for partnership.

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I think it may be partially because Asian Americans are *not* underrepresented in the associate ranks at large law firms (specifically in major markets) so there’s that. I think for partnership it’s a little different because Asian Americans definitely are underrepresented at the partnership level. But it’s all admittedly still a bit gross, sorry OP.

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Yeah my firm looks at Asians specifically as poc like latinx and black attorneys when it did a review of attrition/promotion for diverse and underrepresented attorneys. I think that's the right answer even if ok numbers at associate level

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Asians are definitely considered POC for all purposes at my firm. I would be skeptical of any firm that does differently. Yes, there are good numbers of Asian in the associate ranks, but I believe Asians have the lowest rates among POC of partnership promotions based on their numbers. There’s a whole different type of discrimination going on there.

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From my perspective, Asian Americans are definitely subject to unconscious bias and/or discrimination in the legal field, especially those with brown skin. The key here as stated by others is to develop relationships, mentors, advocates and clients. It is good that you recognize this situation and can now be proactive. You are not dead in the water, but you will have to take control of your destiny. Good Luck!

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FWIW, I left big law and started my own practice b/c of issues like this - only Asian partners were in China, except the one partner who helped start the firm way back as an associate, was the only associate in my class getting staffed on all the Asia deals until another Asian associate showed up, attorneys were super fratty and cliquish based on race which made it hard to develop solid relationships, and could feel all the unconscious bias of both not being respected and being penalized for having leadership skills. Since then, I have built my own firm with a team and a client base who respect me for my work and my skills without having to deal with the ridiculous cultural drama that often is big law and make more than I would if I stayed.

But that’s not to say all big law is the same. I know plenty of firms that have really healthy diversity & inclusion culture and policies, where people can bring their whole selves, and feel like they can thrive as an attorney and be judged on the merits. So it really depends on the firm you’re at and the values and attitude they have towards partnership and promotion. Does your firm do things because it’s the right thing to do or is it more concerned about appearances? Does your firm evaluate partnership candidates based on quantitative factors and have a thoughtfully designed process to reduce and eliminate bias or is it a black box and politically influenced? These are some of the nuances that matter and where your lawyerly ability to discern the subtle truth helps.

One thing I will also mention is that it’s helpful to have a mentor who is a POC, isn’t a sellout, and is unafraid to give you the real inside scoop. And in all honesty, you might have to work a little bit harder for partnership than the next person. But all things considered, the delta probably isn’t that big unless your firm is terribly egregious.

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Excellent advice and congratulations on starting your own firm! My colleagues and I started a woman-owned law firm for similar reasons and we couldn’t be happier. We are successful and we promote DEI internally and externally and only work with clients who feel the same. I wish you continued success with your firm.

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Thanks both. I’m really torn on this because I have good relationships with the partners here and am getting plenty of great first chair experience. But I can’t shake the feeling that the rug is going to be pulled from underneath me any day. It’s a very uncomfortable feeling, and it’s not exactly a topic I can explicitly broach with leadership.

The problem is, as always is the case with these kinds of things, I don’t know whether it’s all in my head or not. Story of my life though.

FWIW I am at a Mansfield Rule firm, but am starting to question whether that is just window dressing.

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I wouldn’t worry about it too much. Just make sure you’re getting good experiences and continuing building relationships. Honestly, being any kind of POC doesn’t really help too much with making partner. Maybe it would if all things were equal, but POC usually get off track way before that (e.g., don’t get the right skills building assignments, don’t build the right relationships, etc.).

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If there isn’t already a POC partner then yeah it’s odds on that you get passed over

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