It’s no secret that June is LGBTQ+ Pride Month. Pride celebrations are occurring every weekend across the United States, and the world. Here in Omaha, 32 of the 34 American flags that line the ConAgra campus downtown have
The question for many law students today is what you can do to protect yourself when you realize you’re in a real-life situation stemming from bias?
As bar leaders, lawyers can successfully integrate diversity into your bar, into your leadership, and into your future plans for your organization. Today, I’m happy to talk about how you as bar leaders can successfully integrate diversity into your bar, into your leadership, and into
Law schools have traditionally focused on teaching law students about the theory and doctrine of the law. However, with the higher demands and expectations of new associates, it is imperative to learn skills not traditionally taught in law school. Anyone performing an online search will find numerous articles
How does one tell if a firm is truly committed to diversity and inclusion? While many firms tout their commitment to service, diversity and inclusion, and professional development of its junior attorneys, law students should consider the following tips when evaluating a firm’s culture to determine if it is the right fit.
Let me tell you a story about implicit bias. In 2009, I married a man I met the first day of law school. He is white. I am black. In 2010, we moved to Chicago. By various measures, Chicago is the most segregated city in the United States. Specifically, for
Implicit bias is pervasive. It is a consequence of our brains’ quest for efficiency. Instead of laboring over every decision we need to make each day, our brains take shortcuts when making routine decisions. For example, each time you stop at a red light you don’t contemplate what that means
Black History Month, to me as an African-American, is a time for reflection on and celebration of past accomplishments (and planning for future achievements) of our community. I have heard more than one person comment that February 2018 was “the blackest Black History Month ever” thanks in significant part to the
Yesterday, Google terminated a Googler who wrote a “manifesto” against “Google’s Ideological Echo Chamber.” This is not surprising. That said, the belief that Google only did so because of its “politically correct monoculture” either fails to see the significant problems in the memo or intentionally glosses over them
Make eye contact. Speak up. Stand up straight. Gesture only to make a point. Oral advocates and students of oral advocacy regularly get advice about the nonverbal aspects of their presentations. But what is an advocate or a student to do if the advice perpetuates harmful stereotypes? This was the topic
Linda Chanow is executive director of The University of Texas School of Law's Center for Women in Law. She is a liaison to the ABA Commission on Women in the Profession. She also co-chaired the ABA's Toolkit for Gender Equity in Partner Compensation, an initiative of the ABA
Here is a sobering statistic: Almost 80 percent of 92 major US firms with a chief governing committee had two or fewer women on that committee, according to a 2012 survey by The American Lawyer. Forty-two percent said their committee had only one woman. Eight firms had nary a woman
By Ed Finkel. Stanford University Law School has handled third-year student Elizabeth Kolbe’s physical disability virtually without a hitch, but Kolbe is well aware she’s lucky in that regard. Through her role as president of the National Association of Law Students with Disabilities (NALSWD), Kolbe has gotten a broader sense of