May 6, 2019
Keeping the Pipeline Flowing: Minority Attorneys Advancing Personal Success and Positively Impacting the Practice of Law, and Improving the Administration of Justice
BY: Chris Fortier
Coverage of the 2018 Forum on Diversity and Inclusion in the Legal Profession
How
do you deal with today’s climate, especially if your goal is to retain
new attorneys for the long term? Mentorship can guide a young attorney
through the challenges, but these mentorships have to be thought out.
The most successful mentoring programs match mentors and mentees based
on personality and ambition, with the aim to create an engaging
connection. A long term mentor-mentee relationship impacts the younger
person’s growth in the profession or the organization. The challenge is
to inspire people to do more and join us in our work.
The
third panel at the forum focused on personal success with careers in
the law. Numerous topics were discussed, such as how to include
diversity and inclusion in your everyday actions in the firm. The
moderator was Alex Levay, Esq., and panelists included Debra Powers,
Esq., Michael HuYoung, Esq., Judge Rondelle Herman, and Professor Doron
Samuel-Siegel.
Professor
Samuel-Siegel urged redoubling focus and intent on causes such as equal
justice and anti-racism. Diversity is not only good because of the
varying perspectives at the table — but is just due to our
history of injustice that needs to be reconciled. Ms. Powers noted that
some metrics conclude that the legal industry will see gender parity in
2081. “The difference has to come from us as we have to do whatever we
can to get there.”
Judge
Herman reminded the attendees that judges have to keep professional and
personal sides separate. “You have to be mindful of who you are and
what you are doing.” Attorneys miss cultural nuances (such as best
friends not knowing their legal names, as nicknames are primarily used
in some cultures). She studies current fashion, music, and lingo to help
her relate with the people in her courtroom.
There
is power in diversity and inclusion. Ms. Powers urged attendees to
think about their involvement in major decisions in their firms. They
should ask, “What about diversity? Are we including different types of
people, especially when electing organization leaders.” Ms. Powers
recommended attendees look at practice areas and socioeconomic issues to
find different types of diversity. Ask questions such as 1) how do
young lawyers fit into your networking event and 2) what do they need to
show their best in front of a hiring partner?
Professor
Samuel-Siegel noted that with recruitment of faculty or students,
schools and programs must think in terms of getting youth in the process
at younger ages. Attorneys can design programs to prepare students for
law school. “We can go to the K-12 level to spark the flame for law.”
For example, Rule of Law Day (a Diversity Conference co-sponsored
project) reaches to Richmond-area middle school and high school youth.
Mr. HuYoung has kept in touch with program alumni, many of whom are in
law school. He urged attendees to show someone else the way and share
their wisdom.
Ms.
Powers emphasized that mentorships matter but there are costs to attend
meetings and be part of bars. Firms pay fewer bar membership dues, and
young attorneys have to balance priorities. For example, “Do you work
(and eat) or attend the meeting (and not make money)?” She noted that,
“you have to see and be seen in order to get noticed. Small gestures
matter. Introduce yourself to the lone person in the room, talk to them,
and invite them back. That may be the difference. You have to tell
others someone is great in order for others to notice them.” Professor
Samuel-Siegel observed that those from disadvantaged backgrounds in the
law get approached to serve on committees or to mentor but such work can
be tiring. Welcoming gestures make the first years of practice easier
for new attorneys.