visible invisibility women of color in law firms

Visible InvisibilityVisible Invisibility

Women of Color in Law FirmsWomen of Color in Law Firms

ABA Commission on WomenWomen of Color Research Initiative Project

www.abanet.org/women

SurveySurvey 72% overall response rate (920 72% overall response rate (920

respondents)respondents)

74% women of color (632 respondents)74% women of color (632 respondents) 60% men of color (132 respondents)60% men of color (132 respondents) 79% white women (194 respondents)79% white women (194 respondents) 64% white men (157 respondents)64% white men (157 respondents)



Women of Color Focus GroupsWomen of Color Focus Groups

ChicagoChicago New York CityNew York City Los AngelesLos Angeles AtlantaAtlanta Washington, DCWashington, DC



Experience DifferentialExperience Differential



Demeaning Comments or Demeaning Comments or HarassmentHarassment

49% of women of color reported 49% of women of color reported having experienced demeaning having experienced demeaning comments or harassment a law firmcomments or harassment a law firm

3% of white men reported 3% of white men reported demeaning comments or harassmentdemeaning comments or harassment



Lack of NetworkingLack of Networking

Approximately 63% of women of Approximately 63% of women of color reported that they were color reported that they were excluded from formal and informal excluded from formal and informal networking opportunities networking opportunities

4% of white men reported that they 4% of white men reported that they were excludedwere excluded



Denial of AssignmentsDenial of Assignments

44 % of women of color reported that 44 % of women of color reported that they were denied desirable they were denied desirable assignmentsassignments

2% of white men reported being 2% of white men reported being denied desirable assignmentsdenied desirable assignments



Lack of Access to Billable HoursLack of Access to Billable Hours

46% of women of color reported 46% of women of color reported meeting billable hour requirements meeting billable hour requirements

58% of white men reported meeting 58% of white men reported meeting billable hour requirementsbillable hour requirements



Challenges to Client Development Challenges to Client Development OpportunitiesOpportunities

43% women of color reported having 43% women of color reported having limited client development limited client development opportunities opportunities

3% of white men reported having 3% of white men reported having limited client development limited client development opportunitiesopportunities

women of color “met with clients when it women of color “met with clients when it was advantageous to the firm”was advantageous to the firm”



Unfair Performance EvaluationsUnfair Performance Evaluations

33% of women of color reported they had 33% of women of color reported they had received unfair performance evaluations received unfair performance evaluations

1% of white men reported receiving unfair 1% of white men reported receiving unfair performance evaluationsperformance evaluations

““soft evaluations” denied women of color soft evaluations” denied women of color the opportunity to improve…and gain the opportunity to improve…and gain experiences that lead to promotions and experiences that lead to promotions and partnershippartnership



Salary DifferentialSalary Differential

Overall, lawyers of color were Overall, lawyers of color were compensated less than their white compensated less than their white counterpartscounterparts



Salary ImpactSalary Impact

men of color earned approximately men of color earned approximately 1/3 more than women of color 1/3 more than women of color

white women earned approximately white women earned approximately 2/3 more than women of color 2/3 more than women of color

white men earned nearly double the white men earned nearly double the salary of women of color salary of women of color



MotivationMotivation

77% of women of color are the sole 77% of women of color are the sole or primary income provider or primary income provider

81% of white men are also the sole 81% of white men are also the sole or primary income provideror primary income provider



AttritionAttrition

53% of women of color remained 53% of women of color remained employed at firmsemployed at firms

72% of white men remained 72% of white men remained employed at law firmsemployed at law firms

women of color left to pursue employment in women of color left to pursue employment in corporations and other environments that they corporations and other environments that they perceived to value them and offer more perceived to value them and offer more opportunities opportunities



RecommendationsRecommendations

At a minimum, stay compliant with anti-At a minimum, stay compliant with anti-discrimination and anti-harassment policies and discrimination and anti-harassment policies and hold people accountable for non-compliance. hold people accountable for non-compliance.

Integrate women of color into existing measurement Integrate women of color into existing measurement efforts, your firm’s professional fabric, social fabric.efforts, your firm’s professional fabric, social fabric.

Support women of color’s efforts to build internal Support women of color’s efforts to build internal and external support systems.and external support systems.

visible invisibility women of color in law firms

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