Profiles in Diversity Journal Second Quarter 2022

Page 24

2022

Partner

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LEADERS Worth Watching

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We Need More Diverse attorneys in Leadership

Education: JD cum laude, American University, Washington College of Law; BA cum laude, Washington University in St. Louis Company Name: Akin Gump Strauss Hauer & Feld LLP Industry: Law Company CEO: Kim Koopersmith (Chairperson) Company Headquarters Location: N/A Number of Employees: 1700+ Your Location (if different from above): Los Angeles, California Words you live by: Dream (the verb)–I think it’s always important to keep dreaming; Change–I think it’s always important to keep evolving (It also helps to live by this word when you are in a tough moment in time; recognizing the moment is temporary helps shift the energy.) Who is your personal hero? Maya Angelou What book are you reading? The Alchemist by Paulo Coelho What was your first job: Working in an independent, small bookstore in the suburbs of Chicago, the Book Bin. Walking into a small independent bookstore feels like walking into home. Favorite charity: Mercy Corp Interests: Running, yoga, Pilates, hiking, picnics at the beach in Malibu, reading, interior decorating, and gardening Family: I have an 11-year-old daughter, Farrah Mila, and a 5-year-old son, Rion Alfie; my husband, Dale Smith, keeps me centered and grounded.

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2022 Second Quarter

As part of human nature, people are hard-wired to gravitate toward people who have had the same experiences and share the same backgrounds as themselves. As part of our subconscious biases, people typically have more compassion and empathy toward people who share their cultural background and upbringing. Subconscious bias is real—it is inadvertent, it is dangerous, and it is pervasive. The fact is that people in positions of power typically have had very different experiences and opportunities than a first-generation immigrant or a person whose parents did not go to college or receive a graduate degree. Success begets success. Connections beget connections. As a younger attorney at a prior firm, I remember sitting at an airport café in Montreal with my mentor, after finishing a long day with the client, eating a very bad (yet very tasty) chicken parmesan pasta dish. I said to my mentor, “I don’t know why I have this feeling, but it seems that I need to be twice as good as the other associates to receive the same treatment.” My mentor turned to me and said, “It’s true. But you have nothing to worry about, because you are twice as good.” I will always remember the feeling I had when I digested his response— it felt like a hard blow. While my mentor was trying to give me a compliment, I felt sick to my stomach. I was hoping what I felt was not real. I was hoping he would affirm that I was viewed just the same as my colleagues, that I was judged by the same standards, that I had nothing to worry about, and that my feeling was a paranoid thought not rooted in reality. In the legal profession, a younger attorney’s success depends largely on the training the attorney receives. Does the younger attorney have a strong mentor who is willing to devote the time and energy to pass on the tricks-of-the trade? Is that mentor willing to allow room for mistakes and improvement? Is that mentor committed to bringing the attorney into key relationships? As a younger attorney, I was lucky to have two very strong mentors. Without their guidance and support throughout my career, I would not be where I am today. I believe that as more diverse attorneys step into leadership roles, they will play a critical role in mentoring and ensuring the success of the next generation. As more diverse attorneys step into leadership roles, I am hopeful that subconscious biases will continue to be diluted and, in a perfect world, be eliminated. And that people will be judged solely by their performance and skill, and not by the color of their skin or their ethnic or cultural background.

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AWARD

Shiva Aminian