A recent article on Chambers Diversity, an organization that recognizes and promotes diversity in the legal profession, highlights the struggles that Black American lawyers continue to face. The main issue that exists is finding a “sponsor” or mentor in the minority to support those practicing or aspiring to be lawyers. After all, networking is key, but how can the profession advance if there is a lack of “sponsors” or mentors due to unconscious cultural biases?
“The way you learn how to lawyer, how to give advice and work with executives and stakeholders, is really through other lawyers,” said Damien Atkins, General Counsel, Panasonic, North America in the article. “I’ve been practicing for almost 30 years and I’ve seen significant changes in that time, both in terms of the absolute number of Black lawyers in the US, as well as the number of Black lawyers who have reached high ranks in the profession.”
For Jeanine Conley, Partner, BakerHostetler LLP, and Laura Wilkinson, Partner, Weil, Gotshal & Manges LLP, the issue of gender diversity also comes into play. “The specific challenge is that we are both female and Black,” said Wilkinson. “Each of those demographics faces challenges in the profession, because it is historically white, male dominated in the US.”
The notion of cultural biases, however, does affect lawyers who are hired and promoted. Companies should consider raising awareness and focusing on this topic in order to drive change in the legal profession. “Everyone has unconscious biases and they can interplay on the side of the minority person and on the side of majority person, although in the legal profession more hiring and promotion decisions are influenced by the unconscious biases of the organisation’s leaders who, disproportionately, are not diverse,” added Wilkinson. “Put some intention in the training, consciously address unconscious bias, show sensitivity and focus and it will show results over time.”
Read the full article on Chambers Diversity here.
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