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Requiring diversity objectives be tied to partner compensation for one. Stop watering down diversity and inclusion efforts so that firm continue to whiten, lighten and straighten. Too many groups are included in diversity numbers.
When associates who are minorities and women bring evidence of bias by partners and other attorneys to the attention of the firm, the firm actually do something about it, rather than sweep it under the rug. Easier said than done because of the power dynamics of law firms.
Agree with Associate 1. Until partners engaging in biased behavior are actually called on it and forced to reckon with consequences of some kind, what incentive do they have to change? But don’t see how that’s ever going to happen.
Exactly. Case in point: I complained about a partner who made biased comments in the workplace about working mothers who work from home. HR set up a meeting with me and asked me what I’d like them to do about it. I suggested that the partner attend unconscious bias training. HR then refused to take any action. And I work at a firm that is known for its labor and employment practice and claims to be “family friendly.” As a woman who wants to start a family one day, this was so unacceptable.
I think firms need to do, at a minimum, three things: 1. Real consequences to actions of all sizes. I’m talking about consequences for passing comments and for something a lot more serious. The firm needs to be militial about enforcing this.
2. People need to be given trainings, a lot of them. They need to range from bias etc. to cultural differences and simple, this is considered offensive for you to do trainings. And every single person needs to get them. Every one of them - assistants, paralegals, HR themselves, associates, partners everyone. I have seen that even in very diverse areas, white people are typically unaware of any culture other than their own. Awareness training is important.
3. In celebrating holidays at the office, they need to be fully inclusive. It’s not going to take much to include a Hanukkah greeting along with a Christmas one. If you’re going to celebrate Easter at the office, you need to make the effort to celebrate Diwali as well. That is literally being inclusive.
Clients being serious about wanting to see diversity
Yea this is really important. I know some clients who will dole out work based on a formula that takes into account a firms woman partnership % and other factors. More of this
Not an option for a lot of us. #immigrantsleaveforareason
The partner track must include mentorship training and diversity training. Requiring 5 hrs of each before a person may become a partner. The firm needs to hire a diversity officer that conducts the training, not some half assed cle where ppl just do it on line while doing other work. This will fix a slew of problems
Hire diverse people