Women In The Law: Who Is My Sister's Keeper?
Written by Sam Abeysekera on Sept. 2nd 2020
In 2020, I celebrate my twentieth year as a lawyer in the U.S. and U.K., but according to reports from the American Bar Association, Left Out and Left Behind (2020), there is disproportionate attrition of mid-to-senior women.
The highest attrition rate from law firms is with women of color.
The Intersection Of Gender and Race
The report states that women of color (i.e., Asian, African American, Latinx, Hispanic and Bi-Racial women):
- Represent 2% of all equity partners at large law firms - for the past twenty years
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Achieve twenty years of practice as rarely as being an equity partner
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Contemplate exits regularly, particularly in law firms, as they feel invisible and unsupported - across fourteen years of prior reporting
Since women comprise every social demographic, shouldn’t gender progress lift all women, including women of color? The answer is no.
The Woman is not a monolith, and the absence of focus on the parts weakens the entire tower.
The report shows how race compounds gender bias.
In another ABA report, Profile of the Legal Profession 2020, the ABA states three reasons why experienced female lawyers leave their law firms — which women of color amplify:
- #1 Care-taking (58%). For women of color, single or not, extended family responsibilities are even more likely (practically and financially), and domestic help is employed less than white women.
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#2 Stress (54%). Gender bias is compounded for women of color through higher standards from race bias and stereotyping, known as the “black tax.”
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#3 Building a book of business (51%), which is harder for women of color who are left out of relationship-building or the firm’s inner workings, or have the least access to influential colleagues and mentors than white women and men.
The Call To Action For Employers - Confront Custom And Prejudice
For employers, I believe the call to action starts with:
- Relentless focus - Change one big thing towards intersectional inclusion, move on to the next big thing, and keep going. Culture is man-made. But, it can be re-made to be a deep well of creativity where everyone drinks from its waters. Then, it is not threatening to anyone.
- Radical transparency with oneself - deeply assess how we see the Other. Whatever face repels (race, gender, sexual orientation, disability, age, or class), let intellect illuminate better choices. Without it, only limited change will come.
Call To Action For Women And Diverse Attorneys - Light The Entrepreneurial Spirit From Within
When a woman places her ingenuity in business, she inaugurates her freedom and security. She can build a practice and ensure it thrives.
Most lawyers never receive training in running a business or sales. But, if you cannot convert leads to clients, no amount of marketing can help!
This deserves your attention:
Develop proven systems that perform like master keys for service delivery, prospect attraction, client conversion, managing mindset, focus, health, and scale.
When you learn to sell AND execute your law services, your practice can stand out, and you can create your space in the law.
Accelerate Your Growth
Without a doubt, the biggest accelerator of success is having great people around you. Good people in your corner can help you grow and reach your goals faster than alone.
Try to develop a network of women who know exactly how it is, and who will support you. Women's circles are as old as time, for a reason. Find your people and once you have them behind you, lift other sisters as you rise.
Let's get to work!
Sam Abeysekera
Sam is dedicated to empowering female partners and founders in the legal industry to break through barriers and redefine success. As the lawyer's advocate, she equips her clients with strategies to become seasoned rainmakers and thrive within the dynamics of law firm culture, all while maintaining balance and authenticity.
