Career Strategy

Diversity

Diversifying the Profession One Hire at a Time: Quick Tips for Diverse Job Seekers

As the U.S. population and economy grows increasingly global and diverse, the legal profession must keep pace to deliver effective legal services. The ability to communicate cross-culturally, to value the differences of diverse clients, juries, shareholders, judges, regulators, and colleagues are now business imperatives for legal practitioners.

Women lawyers and lawyers of diverse racial and ethnic backgrounds, physical capabilities, and sexual orientations have made tremendous strides in the legal profession. However, the profession still does not reflect the considerable diversity of the general U.S. population. We believe that diversification of the profession occurs one hire at a time, one job seeker at a time. While essential job search principles are universal for all candidates, candidates who value diversity may have additional concerns that merit discussion. Here are a few "quick tips."

Quick Tips for Diverse Job Candidates

• Be the best lawyer you can be - but don't let unrealistic expectations of constant perfection paralyze you.

The surest way to career success is to be an excellent lawyer. Do not, however, succumb to feeling that "success" equals "perfection at all times." The pressure to be perfect (especially for underrepresented groups) sometimes prevents us from taking smart risks. Excellence and leadership sometimes mandates stepping out of our comfort zones and risking imperfection for greater achievements. Try to achieve a healthy balance in this area.

• Find an employment environment where colleagues want you to succeed.

Sometimes this attribute correlates with an employer's explicit statements about diversity, novel hiring programs, progressive benefit policies, and/or numbers of diverse attorneys. Other times, policies, statements, numbers, or programs do not tell the whole story. The key is determining if there are people in the organization who sincerely desire success for junior people in general--and you in particular. An experienced attorney's ability and desire to mentor and promote a diverse junior protégé does not necessarily hinge on whether that attorney shares the same racial or ethnic background, gender, sexual orientation, or physical ability, or whether there are lots of programs and policies in place. Learn how to find great environments by doing your research and talking to lawyers and other advisors.

• Develop a network of mentors.

Career success does not hinge solely on technical legal skills and the ability to crank out good and timely work product. Success also depends on having the support and guidance of mentors. We recommend multiple mentors because mentors fulfill multiple needs and come from different places inside or outside your workplace. Indeed, relying on one mentor may overwhelm the mentor and limit the breadth of experience you could gain from having several close advisors. Finally, don't limit yourself solely to mentors who share your background. It is a common mistake to assume that attorneys from other backgrounds cannot be committed, effective mentors.

• Be proud of your diversity, but convey your strengths in terms of professional abilities and the organization's mission.

Any life experience may contribute to our professional abilities to communicate with others, anticipate and solve problems, appreciate details, and work hard to achieve in the face of adversity. Many employers highly value diversity, so consider making your diversity apparent by joining relevant law school groups (like BLSA, APALSA, etc.). In addition, be prepared to show how your background has enhanced your core legal abilities: analytical skills, work ethic, effective communication, attention to details, and desire to achieve.

• If what makes you unique isn't immediately apparent, consider the disclosure timing and method that best serves your chief objective - to secure an offer.

1. Sexual Orientation - A growing number of attorneys in the U.S. are identifying themselves as gay, lesbian, or bisexual and finding acceptance in their workplace. Nevertheless, deciding whether and when to come out to a prospective (or current) legal employer is a very personal decision that depends on many factors, such as:

• How important is your sexual orientation to you and how closely is it connected to your professional goals?
   
• Do you have support from family, friends, partner, or community?
   
• What type of law do you want to practice and for what population(s) or industries?
   
• Where do you want to practice?
   
• What type of work setting or general environment are you looking for?

There are no right or wrong answers to these questions. Some decide that their sexual orientation is not relevant to their job search. Others determine that sexual orientation is inextricably intertwined with their professional goals and satisfaction. Most are somewhere in between.

Some things to consider in your job search:

• Know your audience. What is the culture of the employer or the region with respect to diversity in general, sexual orientation issues in particular?
   
• Familiarize yourself with local employment laws, particularly those concerning sexual orientation. While there currently there are no federal laws preventing discrimination based on sexual orientation, 9 states and more than 100 municipalities have adopted such anti-discrimination legislation.
   
• If you wish to disclose your orientation early, remember that disclosure can occur at the end of the process, once an offer has been extended.
   
• If you choose not to disclose your orientation, you may (and should) still discuss leadership, service, or academic experiences related to LGBT issues by describing these experiences into universal and transferable terms that enhance your overall capabilities as a future attorney.

2. Disabilities - The main goal when deciding whether and when to disclose should be to solidify a trusting and open relationship with your employer, while fulfilling your objective to secure the job offer.

• Any Visible Disability

Most experts advise that candidates courteously disclose directly to the interviewer or decision-maker (not a "gatekeeper" or third-party who must relay your words) just prior to an already scheduled interview. Choosing not to disclose a visible disability at the appropriate time may cause surprise or awkwardness that could derail an otherwise positive prospect.

• Affects Job-Related Function

Under federal law, qualified employees of certain categories of employers are entitled to reasonable accommodations to fulfill job-related functions. Therefore, determine whether you will need such accommodations and when you should disclose your needs. Experts may differ on when accommodation disclosure should be made, so consult advisors or resources you trust.

• Not Visible & Does Not Affect Job-Related Function

Opinions differ on whether and when to disclose such conditions to employers. For example, a candidate with epilepsy that is controlled with medication may not require any accommodation of any kind, but may want the employer to know. Some experts recommend disclosure after an offer is extended, but before it is accepted. "Thank you for this offer, I'm very enthusiastic about it. But before I consider it, I'd like to talk with you briefly about a medical condition that won't affect my work, but that I feel you should be aware of." Describe the condition very briefly; explain that it has no bearing on your ability to be an excellent employee, but that as a courtesy you wanted to let the employer know. Reaffirm how your abilities will contribute to the employer's mission. Some experts recommend earlier disclosure and caution that some employers may resent not being told sooner. Opinions differ, so consult advisors and resources you trust.

• Join Networks of Lawyers (or Students)

Who Share Your Background. Fellowship with lawyers or law students with similar life experiences and professional challenges can be tremendously rewarding. Celebrating the achievements of similarly-situated lawyers can provide inspiration and support. Consult local and national bar associations for appropriate groups.

• Check Out Career Programs

"Minority Career Concerns: Being You and Being A Lawyer" each Spring.

• Consult with a Career Strategy Office Advisor!

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