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View Diary: Discussing White Privilege with High School Students is Apparently "Indoctrination" and "Anti-White" (61 comments)

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  •  It depends (2+ / 0-)
    Recommended by:
    johnny wurster, misslegalbeagle

    Many bigger lawfirms, for example, have diversity committees specifically designed to help recruit and maintain minority attorneys.  It may be the proverbial drop in the bucket but there are concerted efforts to level the playing field.

    •  absolutely. things change slowly, sometimes (0+ / 0-)

      small steps forward, others backward.

      there is a great book called Some of My Best Friends are Black by Tanner Colby which has a great section on efforts to integrate ad firms in NYC during the 1970s. you would find it interesting.

    •  Hah! See, no white privilege, black privilege only (0+ / 0-)

      Yes, these exist. Problem is, to the woman in the diarist's story and the guys in my story, this is evidence of reverse discrimination and how a less qualified African-American got the job, even if that's not true.

      Also, yes, the diversity committee exists, okay. But I think my point remains valid - with a certain number of white partners who deny white privilege and think this way, when do we ever get to the point that the diversity committee isn't needed?

      Not that we'll ever end racism entirely, but when will it be the norm to recognize versus deny white privilege and act in a more inclusive manner to begin with? To make sure you cast the net wide, have diverse contacts in Linked-In or friends in your professional Facebook pages? To accept that people with a different skin color, different backgrounds and different speech patterns can still "fit in", and can be "team players" even if their uniform isn't white?

      Liberalism is trust of the people tempered by prudence. Conservatism is distrust of the people tempered by fear. ~William E. Gladstone, 1866

      by absdoggy on Thu Jan 17, 2013 at 01:45:10 PM PST

      [ Parent ]

      •  Maybe we're talking past each other (1+ / 0-)
        Recommended by:
        misslegalbeagle

        Diversity committees aren't reverse racism because no quotas are made and preferential points aren't awarded.  They are simply designed to make sure that minority - and women and LGBT applicants - are included in the mix.  And, once they get to the firm, there is a institutional system designed to provide support and a feedback channel to make sure that those lawyers are given the same means to a successful career.  And, this applies interfirm as well as intrafirm.  Ultimately, familiarity breeds acceptance that skin color or sex or whatever doesn't determine what makes a good lawyer, or a good project manager, etc.

        Obviously, it would be great if diversity committees weren't required but we're probably still decades away because the real issue is securing that kind of support starting in elementary school.

        •  diversity committees even when assembled with (1+ / 0-)
          Recommended by:
          luckydog

          the best of intent still encounter tons of resistance when they bring in great candidates. ironically, broadening the pool of talent is in the interest of the companies involved, but the rank and file, and some in mid mgmnt don't seem to get that fact.

          •  "Tons of resistance"? (1+ / 0-)
            Recommended by:
            misslegalbeagle

            Where are you getting that?  Again, I'm talking about law firms - I can't speak for other businesses.  There are firms that aren't making any effort at diversity, but at those who do, I've never heard of tons of resistance or widespread resistance and I've been doing this for 20+ years.  And I've seen the evolution from no recognition of a problem to hiring a minority is enough to we need to enough to keep people we've hired.

            It's one small success story and maybe it won't transfer to other types of businesses but success tends to lead to imitation.

            •  i also know lawyers who have shared stories (0+ / 0-)

              of resistance to hiring people of color and the significant challenges said folks (and women face) in the profession, especially when it comes to making partner or senior associate.

              there is quite a bit of data on job discrimination in hiring and promotion in the legal and financial sectors. those great candidates are often held to a far higher standard than their white counterparts.

              •  Historically, that is accurate (1+ / 0-)
                Recommended by:
                misslegalbeagle

                All I'm saying is that there is a concerted effort today (and in the last 10 years) to reverse that trend, and you see it in the number of minority and women partners in bigger firms these days.

                Again, when I started, a black judge would have been the sole African American at his or her law school; same with women.  Women were not hired to do litigation work, etc.  Heck, when I was interviewing, I was told to my face, "we don't hire [out] gay or lesbian lawyers."  So, I've personally witnessed the change.

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