Today we will provide information and reviews about To advance diversity in law firms, stop whining and start owning
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Earlier this month, the ABA’s Commission on Racial and Ethnic Diversity in the Profession released the ABA’s first report on diversity and inclusion in the legal profession. After probably thousands of dollars and hours, the report came to the shocking and stark conclusion that… the big law affects white men and women. Imagine that! Yes, well known to all but the clueless ABA, white lawyers report 84-93% of equity and non-equity partners, attrition rates for racial minority groups are two to three times higher than for white lawyers. And a little more for white lawyers. This is more women than men, even though most law firms report having a policy on diversity, equality and inclusion.
What is downright funny about the ABA report, including its restatement of the axioms, is that, as it turns out, the ABA lacks the moral authority to comment on diversity in the profession. Just last week, the Biden administration announced it would not restore the ABA’s role in vetting judicial nominees because of its subjective criteria and past practice of disproportionately distinguishing women and minority nominees.
Diversity may not exist in biglaw. But this does not mean that it is lacking in other areas of the legal profession. Last September, my colleague Jane Belil and I hosted the first Lawyer + Mom + Owner Summit, where a diverse group of women law firm owners gave inspiring keynote after keynote about how they built their companies. Solo attorneys just starting out to female attorneys leading seven-figure law firms ranging in size from 12 to 50 attorneys and team members. Companies like this have the potential to outpace biglaw entirely.
Reports like the latest ABA project are about window dressing, nothing more. We all know there is a problem and the reports only delay any action to bring about change. In fact, many times, reports act as a substitute for change. Convincing that something is being done about the problem when it isn’t. Instead of complaining about the monopoly of white male dominated law firms, let’s encourage women and lawyers of color to own firms instead. The ABA could put its money where its mouth is on diversity and support a growth center to support women and minorities looking to start law firms, especially law firms that compete with bigwigs. . The ABA could encourage or require in-house counsel to send work to women and minority-owned firms and bypass big law altogether. And most importantly, the ABA can publicly recognize the status of women and minority attorneys as partners and owners of their firms on the same level as partners in biglaw—rather than looking at us and treating us as invisible women. .
And now, in the words of our first woman of color and deputy attorney, let’s get down to business!
