National Jurist - November 2007 - (Page 45)

CAREERHOTLINE Diversity benefits for all Q: I hear a lot about diversity at law firms—why should I care about this issue? A: Over the years, diversity at law firms has become a key component of law firm management, says Jack Yeh, partner in the litigation department at Manatt Phelps & Phillips, LLP and co-chair of the firm’s diversity program. Diversity doesn’t just mean adequate representation of ethnicities: It is an all-encompassing cultural issue that includes gender, sexual orientation, socio-economic status and life experiences in general. Everyone should be concerned with diversity efforts, says Yeh, as a diverse work environment also means a vibrant and challenging workplace. Diversity brings more opportunities to learn from each other, more opportunities to explore other viewpoints, philosophies and ways of thinking. That’s a big part of what makes college and law school fun, Yeh says, and it’s no different in the workplace. There’s also a business case for diversity, Yeh says: A firm’s best resource is its people, and clients – particularly businesses – increasingly expect firms to include attorneys with diverse backgrounds. Besides, a firm’s commitment to diversity or lack thereof is a great indicator of its commitment to its associates in general, from providing an inclusive workplace that’s conducive to growth and professional development to offering work-life balance, says Elaine Arabatzis, diversity/pro bono counsel at Dickstein Shapiro, LLC. In fact, Arabatzis says many “majority” applicants that she interviews ask about the firm’s commitment to diversity because they recognize that diversity means an environment in which they can grow and evolve professionally. Q: What should I look for in the diversity efforts of the law firms where I interview? A: Go beyond the brochures, says Yeh. Simply stating that the firm is an “equal opportunity employer” no longer cuts it. You should be looking for firms that are inclusive and proudly sport an interesting array of associates and partners. Don’t just look at the number of minorities or women employed by the firm. Look November 2007 By Ursula Furi-Perry, J.D. ADVICE at indicators of their inclusion and success, such as the length of time people have been at the firm and their enthusiasm for the job they do, Yeh says. Pay attention behind the scenes, Arabatzis says. When you’re being led to and from your interview, for instance, pay attention to how people at the firm interact with each other. Is there a teamoriented, collegial atmosphere that includes every employee, from partners to associates to legal staff? Don’t be afraid to ask direct questions, even if they are difficult ones, says Arabatzis. Doing so will paint you as a candidate who’s not afraid to look beyond the surface and advocate on his or her behalf, which is the kind of lawyer-like behavior interviewers look for. Research the firm’s general reputation for diversity and work-life balance as well. Associate satisfaction surveys are particularly good indicators of the real deal behind a firm’s diversity efforts, Arabatzis says, as they are usually anonymous and depict the opinions of associates who were in your shoes just a couple of years ago. Blogs can be another great source for insider info. You should also look for mentoring opportunities and other programs to assist new associates— both general programs and those specifically geared towards minorities, women and other groups, Yeh says. If the firm has successful mentors and role models from all walks of life, it’s an indication of opportunities for success all around. Q: What does cultural sensitivity mean and how can I make sure I exhibit it in the workplace? A: Cultural sensitivity means viewing co-workers as individuals and recognizing that every one of them brings unique value to the workplace, Arabatzis says. It’s about accepting that people have different perceptions and all kinds of conscious and unconscious biases, Yeh says, and it’s about realizing your own presumptions and assumptions as well as the way others perceive you. Got a career question? Submit to Ursula at furiperry@verizon.net THE NATIONAL JURIST 45

Table of Contents Feed for the Digital Edition of National Jurist - November 2007

National Jurist - November 2007 Contents Disturbing the Peace For the Record Blogs: The Death-knell for Law Reviews? Chemerinsky Heads UC-Irvine Ave Maria Dispute Raises ABA Inquiry John Marshall Establishes Veterans Clinic The Firm Report The Paper Chase Chronicles Law School Rankings at Math's Mercy Academic Freedom Called into Question St. Thomas Students Choose ‘Quality of Life’ Experience The Hidden Debt Crisis The Global Frontier International Education has to be a Part of Any Legal Education Employment Defender Career Hotline Off the Bench

National Jurist - November 2007

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