Strategies for Empowering Black Women in Law

By Fatudimu Oluwaseun Raphael.

Reading time: five minutes

Introduction

For Black History Month 2024, Fatudimu Oluwaseun Raphael has fleshed out an article about strategies for empowering Black women in law.

Black women find it difficult to break into the legal profession and rise to leadership positions therein, because of various cultural and socio-economic factors. In 2023, Forbes reported that only 2.38% of all lawyers in U.S firms are Black women, revealing their small percentage within the profession. Even in the UK, although 53% of lawyers are women, only 3% of them are Black. This small number has been attributed to discrimination (racial prejudice and sexism), lack of support for career advancement and work-life balance issues, showing that key players within the legal profession need to scale their game in attracting and retaining Black women lawyers.

However, notwithstanding these challenges, notable Black women are rising up to task daily, breaking the ceiling, and challenging the status quo. They have made names for themselves on the international stage and are forging new paths for others to follow. Against this background, this article spotlights some of these women, examines the challenges facing Black women within the profession, and recommends potential strategies for supporting and promoting Black women in law.

Read this article which highlights on eight African-American legal trailblazers: https://thestudentlawyer.com/2024/03/06/celebrating-black-history-month-2024/

Breaking the Trail: Black Women Shaping the Future of Law

• I. Stephanie Boyce

I. Stephanie Boyce is a renowned legal professional who has made significant strides in promoting diversity and inclusion (D&I) within the legal profession. Born in Aylesbury, Buckinghamshire, and raised in a single-parent working-class household, Boyce’s journey to becoming a successful lawyer is an inspiration in itself.

Boyce’s career highlights include:

• Becoming the first Black President of the Law Society of England and Wales in March 2021, leading the Law Society through challenging times, including the tail end of Brexit and the COVID-19 pandemic.

• Former chair of the Law Society Council, former Council member of the Law Society of England and Wales representing the Women Lawyers Division.

• Serving as an Honorary Professor of Law at King’s College London.

• Receiving numerous awards and recognitions for her contributions to the legal field, including a Lifetime Achievement Award from Women & Diversity in Law andthe High Sheriff of Buckinghamshire award.

She has been a vocal advocate for increasing diversity within the legal field, recognising the importance of representation and inclusivity. Her efforts have paved the way for future generations of Black women lawyers, inspiring them to pursue their dreams and break down barriers. Her legacy serves as an inspiration to all, reminding us that diversity enriches our communities and strengthens our institutions.

• Jennifer Chimanga

Jennifer Chimanga is a partner, co-head of the Africa Group and Global Technology, Media and Telecommunications (TMT) sector Lead at global law firm, Clifford Chance. She has been ranked by major international legal directories, including Chambers and Partners, Legal 500, amongst others. Recently, she emerged winner of “Technology Lawyer of the Year” organised by Women in Business Law Awards EMEA, signifying the global impact of her capabilities.

Born and educated in Kenya, Jennifer’s story is a testament to the great accomplishments Black women can attain if given the opportunity. Her career serves as an inspiration to aspiring female lawyers across Africa, demonstrating that with dedication and hard work, women can achieve leadership positions in traditionally male-dominated fields.

• Ketanji Brown Jackson

Ketanji Brown Jackson took the USA judiciary by a storm when she became the first Black woman to serve on the Supreme Court in 2022. Her rise to the pinnacle of the legal profession hints at the eye-watery accomplishments black women can cling if equitable conditions are met in the society.

As if foreshadowing her present victory, Brown demonstrated her leadership and oratory skills as class president and in speech and debate competitions while at Miami Palmetto Senior High School. In 1988, she enrolled at Harvard University and graduated in 1992 with a degree in Government. It was until 1996 that she entered Harvard Law School graduating with a juris doctor (J.D.) degree.

Prior to her appointment as Associate Justice of the Supreme Court, Brown served several judicial roles. Years after Harvard, Browns journey began from securing three prestigious federal clerkships, to serving in the United States Serving Commission where she made notable reforms. Her judgeships began following a nomination by Obama to the federal district court of Washington, D.C. Her zeal and accomplishments wade her through the rigor of the profession, finally attaining the highly-coveted position of Justice of the Supreme Court in 2022.

Brown’s story serves as a lesson to female lawyers across the globe, that with hard work and excellence, women can rewrite the narrative and overcome the existing barriers to career advancement in the legal profession.

Read this article on how weaponised incompetence harms Black women in the workplace: https://thestudentlawyer.com/2024/08/28/how-weaponised-incompetence-harms-black-women-in-the-workplace/

Challenges Black Women Face in Law

Several factors contribute to the low participation of Black women in law. These challenges need to be identified and addressed for society to progress. Here are some of the challenges.

• Subpar sense of belonging: Apparently, both implicit and explicit biases chip at the confidence of black female attorneys. They are subjected to discrimination in many ways, for instance, some receive criticisms for being assertive, leaving them caught between being perceived as too passive or too aggressive. Also, some firms fail to create a healthy work-life balance regime that assures opportunities for promotions and career advancements during pregnancy and parental leaves. Experiences like these discourage female attorneys and causes high attrition rates.

• Another challenge faced by black women is compensation inequality. According to a 2018 American Bar Association (ABA) study, 70% of black women complain of being underpaid compared to male colleagues, despite being equally experienced. Gender pay gap has been a recurring issue for decades yet it remains unaddressed, highlighting the discriminatory nature of compensation metrics in modern society.

• Reinforcement of gender stereotypes: The misconception that the legal profession is more fitting for men than women still persists. The presence of fewer female attorneys and more female support staff reinforces the misconception that men are more fit to practice law than women. To elucidiate this disparity, in 2021, the United States Bureau of Labour Statistics reported that 34% of lawyers are women and 64% are men, while 87.7% of legal assistants and paralegals are women.

• Lack of leadership opportunities: Women within the legal profession face a lack of leadership opportunities. Women are generally less likely to be selected for promotions than their male colleagues. For instance, only 25% of equity partners in law firms are women. This lack of leadership opportunities prevents women from advancing in the legal profession.

• Lastly, sexual harassment is another challenge women face in the legal field. In many law firms, men exhibit sexist behavior towards women, such as catcalling or other forms of sexual harassment. Sometimes, attention is given to their dressing over their work product. Also, sexist comments and jokes are commonplace, negatively impacting the work-life of women.

Strategies for Supporting and Promoting Black Women in Law

• Role modelling: This is a general approach that involves spotlighting exemplary personalities who have risen against all odds. Through this, female law enthusiasts and professionals can draw inspiration from their story and furnish the courage to rise above the glass veil.

• Launching a Black women’s leadership network is a great strategy to coordinate efforts toward challenging the status quo.

• Embracing D&I among law firms: Treating diversity and inclusion as one of the tenets of development would contribute to creating an equitable environment for black women to thrive.

• Implementing channels for reporting gender-based violence and sexual harassment: Many firms do not have a policy for reporting sexual harassment. As a result, many cases of sexual harassment go unreported. To address this issue, law firms should adopt policies for reporting cases of sexual harassment, and enhance awareness regarding these policies.

Read this article to find out about the the politics of Black women’s hair in the workplace: https://thestudentlawyer.com/2024/06/12/the-politics-of-womens-hair-in-the-workplace/

Summary

In conclusion, while Black women face significant challenges in the legal profession, their contributions are invaluable. To ensure their continued success and growth, the legal field must actively promote diversity, equity, and support systems. By addressing these issues, we can create a more inclusive and representative profession for future generations.