From Invisibility to Visibility- Female Entrepreneurship ...
Visible Invisibility
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Transcript of Visible Invisibility
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)
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
Women of Color Focus GroupsWomen of Color Focus Groups
ChicagoChicago New York CityNew York City Los AngelesLos Angeles AtlantaAtlanta Washington, DCWashington, DC
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
Experience DifferentialExperience Differential
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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”
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
Salary DifferentialSalary Differential
Overall, lawyers of color were Overall, lawyers of color were compensated less than their white compensated less than their white counterpartscounterparts
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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
ABA Commission on WomenWomen of Color Research Initiative Project
www.abanet.org/women
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.