I thought bringing more women into the firm would be more helpful in changing the culture than it has been. Women are still not making the same salaries as men. We’re not given the same consideration for career opportunities or are often put in competition with each other. There seems to be a sentiment that ‘we need a woman of color on this team’ and if there’s one, there’s no need for another. 

Like many women, I’ve experienced maternal bias. I’ve been bypassed for assignments that call for travel or litigation support because assumptions about my availability are made. When I had my first child as I was finishing law school, people even questioned if I should be taking the bar.  

When I did travel, I’d often run up against racial and cultural stereotypes. When this happened overseas, I could understand some of the curiosity and inappropriate questions that were asked. I didn’t feel offended. I was learning about a new culture too. But when colleagues in your office in the U.S. perpetuate stereotypes, they know better. 

I feel in general women, and especially women of color, are tested more often and held to a higher standard. Early in my career, a white male partner retired and I was given the opportunity to manage a portion of an existing client’s work. Another white male with seniority wanted the business. Previously, the managing committee would not get involved in these types of business decisions, but I was told to talk to him and try to negotiate a resolution. Initially, I agreed to share the work with him. But when I realized the cases entailed very few hours, which I could handle, I told him I’d share future cases as the hours picked up. He went to the committee to challenge this. I was told they wouldn’t tell me what to do, but if I didn’t give him cases, I ‘wouldn’t be happy with the outcome.’ My stance put me on the chopping block and when there were layoffs not too long after this, I was let go.  

In another instance, later in my career, an outside counsel, who was a woman, came to me with new business in my technology practice area. A male attorney came to me and said he should get credit for the business, because he had exchanged emails with the woman in the past. When I stood my ground about who should be given credit for this incoming business, he accused me of being a bully. I felt there was unconscious bias and racial stereotypes at play and as a woman of color I was expected to acquiesce. Sometimes, bias feels deliberate.”