1. Women of Color Research - Strategies & Toolkit From Visible Invisibility to Visibly Successful ambar.org/WomenofColor

2. Today’s Presenters Research Overview and Moderator: Insert Name Here Insert Name HerePanelists: Insert Names Here Insert Names Here

3. Race/Ethnicity 72% overall response rate to survey Survey Participants: 632 Women of color 132 Men of color 194 White women 157 White men Women of Color Focus Groups Chicago New York Los Angeles Atlanta Washington, DC Visible Invisibility: Women of Color in Law Firms Published 2006 Profile of Respondents

4. Major Research Findings Women of ColorWhite Men Reported experiences involving demeaning comments or harassment 43%2% Reported exclusion from formal and informal networking opportunities 62%4% Reported denial of desirable assignments44%2% Reported having limited client development opportunities 43%3% Reported receiving unfair performance evaluations 31%Less than 1% Reported meeting billable hour requirements 46%58% Reported being the sole income provider71%81%

5. Major Research Findings Salary Men of color earned approximately 1/3 more than women of color Men of color earned approximately 1/3 more than women of color White women earned approximately 2/3 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 White men earned nearly double the salary of women of color

6. Attrition 81% of minority female associates leave law firms within 5 years of being hired. NALP Foundation for Law Career Research and Education, 2005. Toward Effective Management of Associate Mobility. Washington, D.C., National Association for Law Placement.

7. Among employers listed in the 2013- 2014 NALP Directory of Legal Employers, just 7.10% were minorities and 2.26% of partners were minority women. Some firms report no minority women partners. NALP Foundation for Law Career Research and Education, 2014. Women and Minorities at Law Firms by Race and Ethnicity – An Update. Washington, D.C., National Association for Law Placement.

8. Attrition 31% of women of color left law firms to go to corporate legal departments. 31% of women of color left law firms to go to corporate legal departments. 23% of women of color left for government positions or a judicial clerkship 23% of women of color left for government positions or a judicial clerkship 15% of women of color left for a job outside the legal profession. 15% of women of color left for a job outside the legal profession. Major Research Findings

9. Visible Invisibility: Women of Color in Fortune 500 Legal Departments Published 2012 Race/Ethnicity 777 responded to this question 24% (186) Women of color 6% (50) Men of color 50% (386) White women 20% (155) White men Employment Status 818 respondents to this question 76.5% (626) Employed at Fortune 500 corporation 23.5% (192) Not Currently Employed at Fortune 500 Corporation Profile of Respondents

10. Career Aspects and Compensation Compensation Recruitment HiringRetentionAdvancement

11. Hiring & Recruitment Most women of color reported no bias in hiring and recruitment. Most women of color reported no bias in hiring and recruitment. However, women of color believed they are the least likely of the groups surveyed to be hired at senior or executive levels, and most likely to be hired at junior levels. However, women of color believed they are the least likely of the groups surveyed to be hired at senior or executive levels, and most likely to be hired at junior levels.

12. Retention Men and women attorneys of color were less likely to have a mentor who is white and at a senior or executive level than other groups. Women of color most likely to report demeaning or harassing comments. Women of color most likely to report missing out on desirable assignments. Women of color reported combined effect of gender, race, and ethnicity limited access to important networks.

13. Advancement Women of color more than other groups reported concerns that the path to advancement is not transparent. Women of color more than other groups reported concerns that the path to advancement is not transparent. Survey responses indicated that stereotypes and double-standards followed women of color, especially as they achieve positions of authority. Survey responses indicated that stereotypes and double-standards followed women of color, especially as they achieve positions of authority. Succession planning more often than not left to chance. Succession planning more often than not left to chance.

14. Compensation Women of color expressed concern that they earn less from Day One than other groups. Women of color expressed concern that they earn less from Day One than other groups. Women of color also reported their concern that the average amount a women of color earns diminishes as the size and salary range of a corporate law department increases. Women of color also reported their concern that the average amount a women of color earns diminishes as the size and salary range of a corporate law department increases.

15. Corporate Law Departments Compared To Law Firms Similar ObstaclesGreater Overall Satisfaction at Corporate Law Departments Inability to tap into important professional networks Difficulty developing quality mentor/protégé relationships and attracting well-connected sponsors Challenges in navigating the evaluation and promotion process Improved quality of life Opportunity to expand their expertise and career options beyond law into business arena Ability to develop strong relationships with clients.

16. MCCA’s 14 th Annual Woman General Counsel Survey Fortune 500 Companies 105 Women General Counsels 19 Women of Color GCs, a total less than 4% of all Fortune 500 GCs Fortune 1000 Companies 84 Women GCs 7 Women of Color GCs Diversity & The Bar, Sept/Oct 2013

17. Women of Color Research Initiative Program Toolkit Program Agenda Program Agenda PowerPoint Slides PowerPoint Slides Core Reading & Handouts Core Reading & Handouts Library of Scenarios & Discussion Guide Library of Scenarios & Discussion Guide Speakers Bureau Speakers Bureau Bibliography Bibliography Toolkit available at no cost at ambar.org/WomenofColor

18. Women of Color Research Initiative Program Toolkit Discussion Scenarios ambar.org/WomenOfColor

19. 1. 1. What can Kim do about Michael’s perception that she is not a team player and not management material? 2. 2. Should Kim communicate her concerns to the HR department? Why or why not? 3. 3. What advice do you have for Kim about how to harmonize her cultural values with her perception of behaviors needed to succeed? Request for Promotion – Kim

20. Salary Disparity & Billable Hours - Lakisha 1. 1. What additional information would you find useful in this scenario and why? 2. 2. What, if anything, should Lakisha do about the salary disparity? 3. 3. What should Lakisha do to secure additional work assignments? 4. 4. What should Lakisha do about the performance evaluation process and the lack of feedback?

21. Institutional Changes Within Law Firms Empowerment of Individual Women of Color From Visible Invisibility to Visibly Successful: Success Strategies for Law Firms and Women of Color in Law Firms Published 2008

22. Institutional Changes Within Law Firms 1. Grow and sustain active outreach to women of color. 2. Develop concrete measurement tools to measure progress. 3. Develop multiple channels for networking and to foster dialogue.

23. Institutional Changes Within Law Firms 4. Develop quantitative measures for tracking and analyzing the flow of work. 5. Create general categories of skills and knowledge for self-monitoring. 6. Build evaluation process that includes self-advocacy and training in evaluating other attorneys.

24. Institutional Changes Within Law Firms 7. Integrate business development skills-building. 8. Develop a succession-planning strategy. 9. Create an effective Diversity Committee or similar leadership structure.

25. Empowerment of Individual Women of Color 1. Believe in yourself, and do not let anyone shake your belief in yourself. 2. Give excellence. Get success. 3. If you can’t find mentors, you have to make mentors. 4. It takes a village to raise a lawyer.

26. Empowerment of Individual Women of Color 5. Network, network, network. 6. It’s all about that book [of business]. 7. Take care of yourself. 8. Show up. Speak up.

27. Women of Color Research Initiative Program Toolkit The Program Toolkit is available at no cost at www.ambar.org/WomenofColor. www.ambar.org/WomenofColor Replicate a program like this at your local bar association or place of employment. Replicate a program like this at your local bar association or place of employment. Read the full research reports. Read the full research reports. Additional resources will continue to be added. Additional resources will continue to be added.

28. For More Information Women of Color Research Initiative www.ambar.org/WomenofColor www.ambar.org/WomenofColor ABA Commission on Women Follow us on Facebook and Twitter @ABAWomen @ABAWomen