“Power concedes nothing without a demand.”
– Frederick Douglass
Washington & Lee has displayed Confederate flags in the chapel dedicated to Robert E. Lee since the 1930s… and now they won’t. All because 14 black Washington & Lee law students demanded that the university stop. Those students risked the consequence of potential employers who could and probably still will label them as agitators. They risked disapprobation from those in the dominant culture who still expect black people to “just get over” slavery, racial oppression, and continued racism. They risked time, energy, and stress that could have been devoted to finals or networking or just finding a good microbrew.
When you think about it, naming the band "Massa-Bossmans" would have been more ambiguous.
On Friday we wrote about the settlement agreed to by Cure Lounge, a club in Boston that was accused of discriminating against African-American patrons. In the comments, it seemed like some of our Southern readers where all too happy to point out that this example of racist behavior took place in the North.
Lord knows I’ve never said that racism is an exclusively Southern phenomenon. But I’ve met enough Southerners to know that they sometimes feel unfairly maligned just because of their Confederate past. Sure, I could argue that only Southerners would come up with the name like “Lady Antebellum” for a band — and only Southerners would defend that name as “merely” referring to a time before the Civil War, as if I’m supposed to be the idiot who forgets what was happening in the South before the Civil War. But whatever, the point is taken, modern racism exists North and South, East and West, probably in relatively equal “amounts,” if such a thing could be quantified.
But still, you have to give the South credit. When they go for it, they always seems to have more flair. They have a — what’s the word? — one might say “cavalier” way, at least at UVA Law, of going about racial intolerance.
It would be charming, if it wasn’t so damn disgusting…
Despite the unseasonably warm temperatures we’ll be seeing here in D.C. later this week, summer is over. But that doesn’t mean our inbox is closed to stories of summer associate scandal.
Check out this great pair of controversies, from the summer program of Washington powerhouse Patton Boggs:
There have been rumors flying around Patton Boggs about major drama in this year’s summer associate class that I thought I’d pass along. Some of the summers got upset because:
(1) At the summer associate golf outing, one of the associates wore a Confederate flag hat while playing 18 holes with the summers. The hat apparently went unnoticed by everyone except the summer associates, who (rightfully) felt uncomfortable telling a lawyer at the firm that his hat may be in poor taste. Best part: apparently he shared a golf cart with one of the black summers!
(2) Apparently a very high-level partner at Patton Boggs was disappointed to learn that a beauty queen winner/current law student was not offered a position as a summer associate. When he learned that the firm had instead hired a (gasp!) gay summer associate, he allegedly said, in front of others at the firm, “You know the recruiting department is screwed up when they’re rejecting beauty queens but hiring homosexuals.”
We contacted Patton Boggs for comment. A firm spokesperson provided this statement:
“The firm takes these types of matters seriously. When we hear of things of this nature, we investigate and take appropriate action as necessary.”
If you’re at Patton Boggs and can enlighten us further about these events — or if you’re at another firm, and have summer associate stories you’re now at liberty to share with us, given the passage of time — please email us. Thanks.
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past seven years. You can reach them by email: firstname.lastname@example.org.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!
The legal industry is being disrupted at every level by technological advances. While legal tech entrepreneurs and innovators are racing to create a more efficient and productive future, there is widespread indifference on the part of attorneys toward these emerging technologies.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.