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Visible Invisibility

Visible Invisibility. Women of Color in Law Firms. Survey. 72% overall response rate (920 respondents) 74% women of color (632 respondents) 60% men of color (132 respondents) 79% white women (194 respondents) 64% white men (157 respondents). Women of Color Focus Groups. Chicago

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Visible Invisibility

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  1. Visible Invisibility Women of Color in Law Firms

  2. Survey • 72% overall response rate (920 respondents) • 74% women of color (632 respondents) • 60% men of color (132 respondents) • 79% white women (194 respondents) • 64% white men (157 respondents) ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  3. Women of Color Focus Groups • Chicago • New York City • Los Angeles • Atlanta • Washington, DC ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  4. Experience Differential ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  5. Demeaning Comments or Harassment • 49% of women of color reported having experienced demeaning comments or harassment a law firm • 3% of white men reported demeaning comments or harassment ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  6. Lack of Networking • Approximately 63% of women of color reported that they were excluded from formal and informal networking opportunities • 4% of white men reported that they were excluded ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  7. Denial of Assignments • 44 % of women of color reported that they were denied desirable assignments • 2% of white men reported being denied desirable assignments ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  8. Lack of Access to Billable Hours • 46% of women of color reported meeting billable hour requirements • 58% of white men reported meeting billable hour requirements ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  9. Challenges to Client Development Opportunities • 43% women of color reported having limited client development opportunities • 3% of white men reported having limited client development opportunities women of color “met with clients when it was advantageous to the firm” ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  10. Unfair Performance Evaluations • 33% of women of color reported they had received unfair performance evaluations • 1% of white men reported receiving unfair performance evaluations “soft evaluations” denied women of color the opportunity to improve…and gain experiences that lead to promotions and partnership ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  11. Salary Differential Overall, lawyers of color were compensated less than their white counterparts ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  12. Salary Impact • men of color earned approximately 1/3 more than women of color • white women earned approximately 2/3 more than women of color • white men earned nearly double the salary of women of color ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  13. Motivation • 77% of women of color are the sole or primary income provider • 81% of white men are also the sole or primary income provider ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  14. Attrition • 53% of women of color remained employed at firms • 72% of white men remained employed at law firms women of color left to pursue employment in corporations and other environments that they perceived to value them and offer more opportunities ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

  15. Recommendations • At a minimum, stay compliant with anti-discrimination and anti-harassment policies and hold people accountable for non-compliance. • Integrate women of color into existing measurement efforts, your firm’s professional fabric, social fabric. • Support women of color’s efforts to build internal and external support systems. ABA Commission on Women Women of Color Research Initiative Project www.abanet.org/women

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