I am a non-Black WOC in big law and my assistant happens to be the only Black woman in our office. I think she does excellent work as my assistant and I really like her.

Today, HR came to my office to discuss her performance - apparently partners complained about her when she covered PTO for their assistants. I got the impression that they were throwing up their hands and just meeting w me as a formality.

I praised my assistant in the meeting and want to advocate for her. My spouse

likehelpful
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says it's too late and if she's going to get fired there's nothing I can do about it. However I know we've hired and trained up white men and women legal assistants who had no experience, and given them ample opportunity to improve. Based on my experience at the firm and with these partners, I also think their feedback is rooted in implicit bias or honestly straight up racism. I want my assistant to have the same opportunity as the other assistants bc she is awesome.

Anyways, anyone have experience going to bat for their support staff successfully? Any advice??

likehelpfulupliftingsmart

Love the first part of your comment… the second is tricky. I went through something with hints of similarity and I will tell you my prior firm wanted to know the “how I knew” what was being said about me and then fired me for not saying and accused me of misconduct to unemployment after asking me to retract a resignation less than a week earlier (so don’t fall for that trap)… as if I had done something nefarious for knowing what someone else told me. Just would not recommend anything nefarious. Would also recommend everyone find a new employer.

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As a black woman I really appreciate this. Thanks for being an ally.

likehelpful

Ditto

Kudos to you for defending your assistant. Do the other attorneys and partners she usually works with enjoy working with her as well?

I’m curious what kind of complaints they’d make that would involve HR though. That seems extreme to me.

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Sorry, there was a character limit. I meant our office head/regional director, but it was shorter to say HR.

She is the full time assistant for myself and one other non-Black woman of color. The other associate is more senior than me, and I've scheduled a quick call with her to get her take tomorrow. As far as I know, we are both happy with her as our assistant.

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I find it odd that the partners would want to remove her though she is your assistant and you like her. It’s 100% bias and it will hurt you, too, to remove her. It should be your call (and the other associate’s call), not theirs.

If the partners don’t have an ability to see your assistant’s merit, it raises issues as to whether they can see any woman of color’s merit.

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Yikes! I was going to say, shouldn't this be your call anyways? If you have no complaints about her, I don't understand what grounds they have to fire her? It might already be too late, like your spouse said, but at the same time I think you have the right to question their decision directly if they end up actually firing her.

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no experience unfortunately but kudos to you for stepping up to be an advocate

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How. unfair is it for her to be at risk for losing her job for trying to cover one of her colleagues. Thank you to you for standing up for her. I'm interested to know what were the complaints and why do you think they were based in racial bias? I think you should continue to bring up all the good work she does and emphasize that she is YOUR assistant

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I am an attorney POC and this has happened to me as well.

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Please name the Firm 🙏🏼 I hope to never find myself there.

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It's also important to speak to your assistant directly and let her know that you support her and value her work. If she is feeling discouraged or concerned about her job security, your words of support can go a long way in boosting her confidence and morale. Overall, advocating for your assistant is the right thing to do, and even if you can't control the outcome, you can still make a difference in her experience at the firm.

likehelpful

Unfortunately, I think the only thing you can do is continue to advocate on her behalf. Speak her up as much as possible and let them know that without her your work could suffer as she goes above and beyond her duties. I’d get the other associate she works for on the same page. Make sure your feedback is recorded too so if she is fired, she has a paper trail. If she is fired encourage her to connect with an emp disc attorney and you’ll have provided her with some ammo.

likehelpful

In particular, you could identify in writing the comments that were biased—especially any comments made verbally to you or your colleagues. This could be in your email to HR in support of her.

likesmart

I think at this point, one of the nicest things you can do is tell her what is going on off the record so she can be aware of potential traps for her to make unforgiavle mistakes, etc. and agree to be a reference for her if she applies elsewhere...even reaching out to other firms to help her look for a role. If they had this conversation with you, it's highly improbable that they will keep her or not make her feel very uncomfortable working there.

likehelpful

Thanks for this. The senior associate and I sent a joint email to HR in support of our assistant, but didn't get a response. Thinking of seeing if she wants to grab coffee or lunch next week so I can give her a heads up.

likesmart

Just to give the other side of this. As a black woman I have worked with black and non poc assistants. I have had great and terrible experiences with all my assistants (regardless of race), and other people’s experiences with the same assistants have varied significantly from mine.

I point this out simply to say, this may not be an issue of racial bias by the attorneys/partners. It may be that your assistant’s performance varies significantly depending on who they are supporting.

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Do you think your complaints were followed up on? I know mine weren’t. So, I am curious to know if everyone who gets complaints are talked to.

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