Another recent Bar Report shows Women, People of Color, LGBT+, Veterans, and People with disabilities are underrepresented and underpaid.
So now what?
Given my work with female attorneys and lawyers, I mapped their 2020 national gender and seniority data, and the image you see above is the result.
It clearly shows extreme divergence - starting from senior associates to equity partners.
Why is this an issue?
Well, it isn't just about diverse access to senior positions. Although that's important.
It's also about ensuring we solve the problems of the future by equipping the lawyers who can best solve them.
Many think that sharing these reports will prompt change. But, the American Bar Association and many other bar associations have tracked these issues for decades.
We know there’s more to it. Specifically, if you're a senior associate or partner at your firm, it would be best if you took action into your own hands.
Step #1 -- Learn how to build your own list of clients. It’s the one thing you can control, so no matter what, you’re more insulated from the icy winds of gender bias and politics.
Step #2 -- Learn how to build systems that: fill the gaps in your market, attract clients quickly, convert clients with predictability, and deliver services with ease. Our legal education doesn’t cover any of this, but it’s just as important as learning the law.
Step #3 -- Learn about gender bias. Many women don’t think it’s there until it bites. Learn the markers ahead of time so you can handle them with panache.
Step #4 -- Protect your peace of mind. If a person or culture is grinding you down, seek help. Avoid mental exhaustion, so when the best opportunities come knocking, you’re ready!
Step #5 -- Find mentors who can show you the ‘hacks’ to succeed at the game of law. They can be at your own firm, outside, or in other industries.
Conclusion:
We all know that these reports are essential to track diversity issues. But after waiting decades for solutions, what you do with this data is more critical.
Create your own story!
