COMMITTEE FOR DIVERSITY, EQUITY & INCLUSION DIVERSIFYING LAW FIRM PARTNERSHIPS AND LEADERSHIP POSITIONS BY NEUBIA L. HARRIS | THE LAW OFFICE OF NEUBIA L. HARRIS PLLC
IN JULY 2020, the American Bar Association reported that women of color only held a handful of leadership roles in law firms across the United States, and that the attrition rate was high. Specifically, the ABA’s report found that 14% of associates are women of color, but women of color only account for 5% of non-equity partners, and just 3 percent of equity partners. This means that only 21% of women of color who start on the law firm path make it to the level of equity partner. White women, at 54%, make it to equity partner at more than double the rate of women of color. Perhaps the most troubling realization of the ABA’s statistics is that, notwithstanding race, the prevalence of women narrows as leadership within law firms rises. Why are women of color passed over for partnership within law firms? According to the participants included in the ABA’s report, both gender and racial challenges come into play. Women of color point to “a lack of mentor ship, being talked over in meetings, not getting credit for their ideas, the scarcity of inclusion in business opportunities, and the absence of a support system to help them navigate rough patches, as well as deep-rooted stereotypes about women and life balance.” When faced with the heaviness of these challenges, women of color must decide whether to stay at the law firm or move on to law firms, organizations or other entities that respect their work and appreciate their voice. In some cases, women of color were acutely aware of these challenges before stepping foot in a law firm. As Rhonda Young, the founding attorney of Young Law Office, PLLC in Raleigh, explains, “Seeing minimal opportunities for the advancement of minority women within law firms, I elected to start my own firm immediately upon graduation from law school. I wanted to and still do provide opportunities for minorities within the legal profession.” Many law firms indicate that they are committed to diversity. In my faith, there is a scripture that states “faith without works is dead.” In other words, it is insufficient to announce a commitment to diversity and not take any action to make it happen. In that vein, I implore Wake County law firms, both big and small, to actively seek out and recruit persons of color, women, LGBTQIA+ and other minority groups not only to work at the firm, but to be considered for partnership and leadership positions. Some steps may include, without limitation: •
Recruiting at minority job fairs like The Southern Regional Black Law Students Association Conference and Career Fair, The Hispanic National Bar Association Career Fair, and The Lavender Law Conference and Career Fair;
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Partnering with diverse associations like The Capital City Lawyers Association, Wake Women Attorneys, and the National Asian Pacific Bar Association, to advertise position openings;
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Creating and maintaining affinity groups for people of color, women, those with different abilities and other minority groups with a focus on mentoring and networking opportunities; and
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Offering flexible and/or nontraditional work schedules, which may include remote working. WBF
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