Planning for Success: The Importance of Leadership Training and Professional Development for Women Attorneys of Color

A few years ago, Corporate Counsel Women of Color (CCWC) released a study, “The Perspectives of Women of Color Attorneys in Corporate Legal Departments”, which revealed important data about the work experiences of female attorneys . This study measured 14 components including perceptions about organizational climate for diversity and inclusion, promotional opportunities, as well as future career aspirations.

When asked about their future career plans, the majority of respondents set high goals for themselves. They aimed to become division general counsel or chief legal officers. One‐third of respondents said they aspire to head a business unit.

The career aspirations of these diverse and talented attorneys in corporations confront an unfortunate reality. There are only a small number of women of color who serve as chief legal officers of Fortune 500 companies. The roles that many of these women attorneys of color are seeking may not be available.?

The Key to Preparing Attorneys of Color for Executive Roles

Multiple studies by Catalyst, the American Bar Association and other organizations have shown that there are several contributing factors to the disproportionate leadership numbers. These include biases, diminished training/developmental opportunities and the lack of mentor relationships and access to senior managers.?

If women and diverse lawyers are not provided with equal access and opportunities to develop the critical knowledge and skills necessary to move into management positions, the numbers will remain as they are: low and dismal.

Nonetheless, I remain optimistic that corporations can get diverse attorneys into the pipeline of managerial and executive roles. But it will require focus, succession planning, attention and concerted effort from all parties involved.

How Legal Departments Can Provide Equal Access to Training Opportunities

Here’s what legal departments can do to give all lawyers equal opportunity for training, development, mentorship and access to senior management.?

• Offer a one-year rotational assignment program which provides attorneys the opportunity to work in and gain knowledge in a new area of expertise.
• Encourage cross-section lunches wherein different practice groups have lunch together.
• Implement leadership development programs that target diverse groups including women attorneys of color.

As the U.S. population continues to change and become more diverse, corporations should start today to develop the diverse talent within their ranks. Assignments in new practice areas can help to develop new skills. Moreover, rotational assignments in the corporation’s various business units can increase business acumen.

Leadership knows no boundaries and does not operate in one dimension. The true beneficiary of this type of development can only be the legal departments that step out and fully develop their employees.

At Corporate Counsel Women of Color , our mission is to help women of color thrive in the legal profession. Join our network of over 5,000 women attorneys to build professional relationships and get access to career growth strategies.

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