Call Number: Gallagher Law Library Classified Stacks: KF299.M56 D58 2003
Publication Date: 2003
"The purpose of this report is to examine the employment status of women and minorities at law firms required to file EEO-1 reports. An employer is required to file an EEO-1 report if it employs 100 or more employees. Therefore, this study covers law firms which would be characterized as medium to large. Specifically, it examines employment status in a general sense to display the changes in the employment of minorities and women as attorneys since 1975. It also looks at the organizational characteristics of firms to explore the variations in the current employment of minorities and women. Finally, a major issue in law firms, the prospect of becoming a partner, is examined empirically to determine the relative likelihood of women and minorities being partners."
Call Number: Gallagher Law Library Classified Stacks K120 .D58 2016
Publication Date: 2016
Expressions of support for diversity are nearly ubiquitous among contemporary law firms and corporations. Organizations back these rhetorical commitments with dedicated diversity staff and various diversity and inclusion initiatives. Yet, the goal of proportionate representation for people of color and women remains unrealized. Members of historically underrepresented groups remain seriously disadvantaged in professional training and work environments that white, upper-class men continue to dominate. While many professional labor markets manifest patterns of demographic inequality, these patterns are particularly pronounced in the law and elite segments of many professions. Diversity in Practice analyzes the disconnect between expressed commitments to diversity and practical achievements, revealing the often obscure systemic causes that drive persistent professional inequalities. These original contributions build on existing literature and forge new paths in explaining enduring patterns of stratification in professional careers. These more realistic assessments provide opportunities to move beyond mere rhetoric to something approaching diversity in practice.
Until President Jimmy Carter launched an effort to diversify the lower federal courts, the U.S. courts of appeals had been composed almost entirely of white males. But by 2008, over a quarter of sitting judges were women and 15 percent were African American or Hispanic. Underlying the argument made by administration officials for a diverse federal judiciary has been the expectation that the presence of women and minorities will ensure that the policy of the courts will reflect the experiences of a diverse population. Yet until now, scholarly studies have offered only limited support for the expectation that judges' race, ethnicity, or gender impacts their decision making on the bench. In Diversity Matters, Susan B. Haire and Laura P. Moyer employ innovative new methods of analysis to offer a fresh examination of the effects of diversity on the many facets of decision making in the federal appellate courts. Drawing on oral histories and data on appellate decisions through 2008, the authors' analyses demonstrate that diversity on the bench affects not only individual judges' choices but also the overall character and quality of judicial deliberation and decisions. Looking forward, the authors anticipate the ways in which these process effects will become more pronounced as a result of the highly diverse Obama appointment cohort.
Call Number: Gallagher Law Library Classified Stacks: KF299.A35 E94 2012
Publication Date: 2011
This book had its beginnings in a simple question: How have some African-American attorneys, recently admitted to the bar, successfully navigated what research suggests is a very precarious pipeline to the legal profession? The response to this question entailed a journey that spanned some three years, over fifty informants, and a dozen or so researchers and scholars who study the intersections of education, race, and efforts to achieve social equity. The resulting work generalizes from the stories collected and constructs a substantive theory of success built around a phenomenon called "working recognition." This concept describes both the recognition experienced in various forms by our study's participants and the recognition they transformed into strategic activities aimed at overcoming academic, economic, and social obstacles encountered in their personal pipelines. We found that it was through such activity that they ultimately attained recognition as lawyers and entered the profession of law. As a way of situating the study within scholarship in higher and legal education, the book further presents essays from noted scholars who respond to the study's thematic findings comparing and contrasting them to related research and practices. Finally, we consider the policy implications that derive from our extant project, particularly policies that relate to future pipeline interventions.
Call Number: allagher Law Library Classified Stacks: HD8081.H7 C43 2011
Publication Date: 2011
As members of the fastest-growing demographic group in America, Latinos are increasingly represented in the professional class, but they continue to face significant racism. Introduces readers to the challenges facing Latino professionals today. Examining the experiences of many of the most privileged members of the largest racial and ethnic community in the United States, the author provides important insights into the challenges facing racialized groups, particularly Latinos, in the United States. Her study looks at Latino lawyers in depth, weaving powerful personal stories and interview excerpts with a broader analysis of survey research and focus groups. The book examines racial framing in America, the role of language and culture among Latino professionals, the role of Latinos in the workplace, their level of civic participation, and the important role that education plays in improving their experiences. One chapter discusses the unique challenges that Latinas face in the workplace as both women and people of color. The findings outlined in Everyday Injustice suggest that despite considerable success in overcoming educational, economic, and class barriers, Latino professionals still experience marginalization. A powerful illustration of racism and inequality in America.
A "research report on the participation of women lawyers as lead counsel and trial counsel in litigation," by American Bar Foundation and American Bar Association Commission on Women in the Profession (2015). 30 pp.
Call Number: Gallagher Law Library Classified Stacks: K2146 .G46 2013
Publication Date: 2013
Does gender make a difference to the way the judiciary works and should work? Or is gender-blindness a built-in prerequisite of judicial objectivity? If gender does make a difference, how might this be defined? These are the key questions posed in this collection of essays, by some 30 authors from the following countries; Argentina, Cambodia, Canada, England, France, Germany, India, Israel, Italy, Ivory Coast, Japan, Kenya, the Netherlands, the Philippines, South Africa, Switzerland, Syria and the United States. The contributions draw on various theoretical approaches, including gender, feminist and sociological theories.The book's pressing topicality is underlined by the fact that well into the modern era male opposition to women's admission to, and progress within, the judicial profession has been largely based on the argument that their very gender programmes women to show empathy, partiality and gendered prejudice - in short essential qualities running directly counter to the need for judicial objectivity. It took until the last century for women to begin to break down such seemingly insurmountable barriers. And even now, there are a number of countries where even this first step is still waiting to happen. In all of them, there remains a more or less pronounced glass ceiling to women's judicial careers.
Call Number: Gallagher Law Library Classified Stacks: KF8775 .K46 2013
Publication Date: 2012
Intended for use in courses on law and society, as well as courses in women's and gender studies, women and politics, and women and the law, this book explores different questions in different North American and European geographical jurisdictions and courts, demonstrating the value of a gender analysis of courts, judges, law, institutions, organizations, and, ultimately, politics. argues empirically for both more women and more feminists on the bench, while demonstrating that achieving these two aims are independent projects.
Call Number: Gallagher Law Library - Classified Stacks: KF285 .L398
Publication Date: 2003
To explore possible sources of the underrepresentation of minority groups in law school, this paper brings together existing data that describe the participation of members of different racial/ethnic groups, especially African Americans and Hispanics, at successive points along the way to employment in the law. It focuses on the process by which prospective lawyers are educated through the steps that lead to a career in the law, comparing the experiences of minorities with those of their nonminority cohorts. The objective is to identify places along the path to the legal profession at which minority members are most likely to fall by the wayside. Data suggest that African Americans are completing high school later than Whites, but Hispanics are completing high school at lower rates. College enrollment rates have been increasing steadily among high school graduates from all racial/ethnic groups, but only about 16% of African Americans and 10% of Hispanics held baccalaureate degrees. Among the first professional degrees recorded by the National Center for Education Statistics, a law degree appears to be a popular choice for members of minority groups. College graduates who are members of minority groups are proportionately more likely than their white counterparts to consider attending law school. There is no disproportionate loss of any single group at the stage of application to law school. At the level of admission, the racial-ethnic profile of the group of applicants admitted to law school is different than that of the applicant pool. The overall rates of admission of minority groups are generally lower than those of white applicants. These differences may be attributed, at least in part, to the majority-minority gap in Law School Admission Test and undergraduate grade point average measures. Minorities enter legal education at rates that are lower than those of their white counterparts, and law school persistence and completion are lower for Black, Hispanic, and Native American students. The article concludes by identifying possible targets for action to increase minority representation in legal education and the professions.
Call Number: Gallagher Law Library Classified Stacks: KF299.M56 A47 2013
Publication Date: 2012
Focuses on the experiences of women attorneys, particularly women of color, in Fortune 500 corporate legal departments as they go through the four major aspects of an attorney's career: recruitment, hiring, retention, and advancement. The extensive statistical data and anecdotal information obtained from more than 1,000 survey respondents, who included men and women of all races, show that, just as was the case with law firms, women attorneys of color in corporate law departments are not faring nearly as well as their white male and female and black male counterparts.
Sets forth concrete and specific recommendations and strategies that should be implemented in order to ensure that women attorneys of color are provided greater opportunities to succeed.
Call Number: Gallagher Law Library Classified Stacks: KF299.A35 A44 2006
Publication Date: 2007
To fully examine advancement and retention issues among women attorneys of color, the ABA Commission on Women in the Profession embarked upon a groundbreaking research initiative to answer these questions: Do the work experiences of women of color in law firms surpass or fall short of expectations? How do legal employers hinder or increase job satisfaction? Why do women attorneys of color change practice areas and organizations--or leave the profession at an alarming rate? This book presents the findings of the survey and focus group research and concludes with specific recommendations for law firms interested in retaining women of color.
The Reflective Democracy Campaign in 2015 released data about demographics of elected prosecutors (overwhelmingly white men). Site features animations and infographics. Dataset can be downloaded. Links to news coverage.
"The Preliminary Report presents the results of the Harvard Law School Career Study (HLSCS), conducted by the school’s Center on the Legal Profession (CLP). Begun with a generous grant from a visionary group of women alumnae in connection with the 55th celebration of the graduation of the school’s first female students in 1953, the study seeks to deepen the understanding of the career choices made by HLS graduates by providing for the first time systematic empirical information about the careers trajectories of graduates from different points in the school’s history. In this Preliminary Report, we offer a first look at the Study’s findings about the salient similarities and differences between the careers of the school’s female and male graduates."