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Hi everyone I need some details abou Capgemini leave policy. I'm joining Capgemini on 5th July and after three months I'll be getting married.
How much leave I might get? Should I inform before joining about my marriage plan?
Pls help!! How's leave policy in Capgemini? I've planned to join here for couple of years so i did not do much research about work life balance or leave plans etc. Pls provide your inputs.
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Assume there aren't any and stay where you are if you like it and your team values you.
This is a very important thing to note. You are required to do so much free work for the firm if you are “the only” or “one of the only.”
This is not only bad for the culture in the firm, but the firms long-term sustainability and financial health. Many clients - especially blue chip ones- are demanding diversity and inclusion on their external legal counsel teams. Check out Coca-Cola’s statement this year. Additionally, if your firm is not diverse, something is broken in the hiring and retention process and it means you don’t have a top notch team. A top notch team is, by definition, not homogeneous. Unless you want to say that there is something inherently superior about white males, which we all know is not true. So if you are looking around and everyone looks alike, there is some sort of bias that is going unaddressed. This all rings of very poor management. To find firms that are a better fit, start with the rankings but you have to scratch below the surface. There are some firms that show up as having top rankings with only one or fewer Black partners. Or, some rankings don’t poll culture (vaults associate survey does). So, take a look at the lawyers by office, what the executive team looks like, survey methodology and consult a few surveys. I lateraled as a senior associate to join a more diverse firm because I looked “up” and saw that no one in my entire practice area looked like me. I joined a firm that is actually *lower* in the diversity rankings compared to my old firm, but it is larger with a strong group of minority partners with high-level positions (including a WOC as managing partner). I am much happier now.
Mentor
I should have led with this in my last comment: I’m sorry. I’m sorry I got defensive and gave you and C1 yet another thing to deal with and be exhausted by. I hope it’s clear from my post that I’m trying to increase my awareness, and I think part of that is apologizing when I get defensive about my own identity instead of taking in the larger point.
Subject Expert
Honestly, there aren’t any. But some are definitely better than others.
If you’re in a niche area already, there’s a probably a limited set of peer firms it makes sense for you to lateral to. I would look carefully at those firms and see what the attorneys look like. I’d focus on partners in your practice group, but also folks like firm CEO etc. Is there a dedicated diversity and inclusion officer, are they a full time role or a partner who does it on the side? What does their job entail? Maybe you can ask to interview with them too. Worth looking at associates/counsel too, but who knows if they’ll stick around and/or get promoted. Do not be shy about asking every person you interview about the firm’s diversity efforts. They’re going to feed you some firm lip service but their attitude in answering the questions will tell you a lot.
I’m at a firm that I’d say makes an effort but at the end of the day it’s mostly lip service. However, the partner I mainly work for is POC (and an all around wonderful person and excellent attorney) and it has made a huge difference in my personal experience as a POC/woman, although still disheartening how there is no one above who looks like me (mentor and I are different background of POC).
Good on you for thinking about it now. You have peak leverage and marketability as a midlevel and are still junior enough to build relationships again to make partner at a new firm, so now’s absolutely the time to think about it. If you’re POC as well, that will make you more marketable at the places that actually care. Don’t underestimate how valuable you are to firms, especially if your field is hot right now.
As counsel1 above mentioned, more and more clients are saying they care about this stuff so firms that don’t change their ways are going to get left behind.
Thanks for this. I’m not POC but I care about diversity and I’m sick of seeing management made up of all white males. I need to add there are only 2 POC associates at my firm, and only one partner. The % are really bad. Maybe it was “normal” 30 yrs ago; it cannot still be the case now. While I’d love to see truly diverse management I recognize that might not be the reality at any firm now, but it would at least be good to have people who are committed to diversity. Diversity committees, issuing statements condemning shootings, etc. are not enough but it’s still better what what my firm has (none of this).