Professional Development: How to Be An Ally In the Legal Profession

Last year law firms sent out announcements about their commitment to Diversity, Equity, and Inclusion (DEI) efforts in response to racial tensions. Approximately 50% of respondents in a recent survey conducted by Legal Talent Advisors, LLC reported their firms' commitment to DEI stayed the same, while 42.5% reported more effort was made in 2020. One of the initiatives firms stated they implemented is a formal allyship program. However, allyship in not a program or a mindset. It is a verb.

What Is Allyship

Allyship is when a person takes concrete steps that positively impact underrepresented individuals; racially and ethnically diverse, differently abled, women and LGBTQ+ attorneys in the work environment. "Just as start-up companies need capital to build and grow, underrepresented groups need access to political capital to effect real change in an organization," explains Joy Heath Rush, CEO, ILTA (International Legal Technology Association). Like in business, allyship should be used in a strategic fashion to achieve improvements in firm policies and practices — the written ones and the unwritten ones. All firm leaders should be allies, as well as anyone in a firm who can use their influence to initiate change.

Why It Is Important

The legal field is one of the hardest professions to be in, not just for the lawyers, but for the professionals on the business side. Lisa Linsky, McDermott, Will & Emery's first Partner-in-Charge of Firm-wide Diversity & Inclusion notes: "Having allies in the workplace means there are people who believe in you, support your professional growth, and take a stand for inclusion." Allies actively support the efforts of underrepresented/marginalized groups to affect change in their firms. Linsky says the key is active support, not those who go along with supporting diverse attorneys.