The Higher Education Act of 1965 defines an “HBCU” as “any historically black college or university that was established prior to 1964, whose principal mission was, and is, the education of black Americans.” Out of 105 current HBCUs, five of them operate law schools: Howard University, Texas Southern University, Southern University, Florida A&M University, and North Carolina Central University. The University of the District of Columbia also enrolls a predominantly black student body, and is home to a law school, but it is not considered an official HBCU by the Higher Education Act of 1965 because it was formed after 1964.
These schools purport to fulfill a noble mission: opening the doors to the legal profession once shut by generations of racial oppression. They offer not only a distinctive purpose in admissions but also a distinctive experience for their students and faculty. Providing access to legal education to historically — and often contemporarily — disenfranchised black men and women is a laudable goal.
Do you know what else is a laudable goal? Getting those same men and women to pass the bar exam so that they can actually practice law. And there’s the rub….
Here at Above the Law, we try to pay attention to every sector of legal employment. We often find ourselves skewed rather heavily toward Biglaw, but as we all know, not everyone wants to work in Biglaw — including some of the people who are ensconced in high-paying Biglaw jobs themselves.
Imagine a place where you won’t be shackled to the billable hour. Imagine a place where you’ll get all government holidays off without having to worry about showing up just for the sake of appearances. Imagine a place where your clients are people, not corporate entities. If that seems nice to you, it’s because it is.
Today, we’re going to open the floodgates for the members of our audience, prospective law students in particular, who aspire to some day work in government and public interest jobs. Which law schools should you be considering if you’d like to have the best odds of reaching your goal?
Harriet Tubman brought people out of bondage so they could live the dream of freedom. Rosa Parks staged an orchestrated protest against the civil rights abuses of the Jim Crow south. And now, Laurin Compton and Lauren Cofield are continuing the fight for basic human rights by suing Alpha Kappa Alpha for hazing them with taunts like “weak bitches.”
Wait… that doesn’t sound right. Am I reading this right? Am I really looking at a lawsuit where two girls are suing a sorority and Howard University for a D.C. Human Rights violation because they didn’t get into a sorority?
Christ being rolled in Tiananmen Square, after the hazing and ostracism, the two girls ran home and told their mothers about it. And now the mothers are also plaintiffs against AKA and Howard with the standing of “Don’t you say anything bad about my baby” or something….
When you talk to a prospective lateral about your firm during their first meeting, the conversation can go deep, sideways, and in circles. There is so much to share and discuss. What path of a dialogue can you follow to get better odds of a favorable conclusion?
Consider this template as a model you can use to discuss your firm’s opportunity. This simplifies the conversation and gives you a mental framework so the discussion is meaningful, relevant and moves things forward.
The Four P’s
In my transition from retained corporate executive search to legal search, I saw that there were many levels of complexity in the move of a partner transitioning from firm A to firm B. In placing an executive in a corporation, it was simple because of the linear nature of relationships in corporations. In a law firm, because of the multi-layered aspect of the interdependent relationships that each partner must manage with others, the dialogue is much more involved.
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 six years. You can reach them by email: firstname.lastname@example.org.
We currently have a very exciting and rare type of in-house opening in China at one of the world’s leading internet and social media companies. Our client is looking for an IP Transactional / TMT / Licensing attorney with 2 to 6 years experience. The new hire will be based in Shenzhen or Shanghai. Mandarin is not required (deal documentation will be in English) but is preferred. A solid reason to be in China and a commitment to that market is required of course. This new hire will likely be US qualified (but could also be qualified in UK or other jurisdictions) and with experience and training at a top law firm’s IP transactional / TMT practice and could be currently at a law firm or in-house. Qualified candidates currently Asia based, Europe based or US based will be considered. The new hire’s supervisors in this technology transactions in-house team are very well regarded US trained IP transactional lawyers, with substantial experience at Silicon Valley firms. The culture and atmosphere in this in-house group and the company in general is entrepreneurial, team oriented, and the work is cutting edge, even for a cutting edge industry. The upside of being in an important strategic in-house position in this fast growing and world leading internet company is of the “sky is the limit” variety. Its a very exciting place to be in China for a rising IP transactional lawyer in our opinion, for many reasons beyond the basic info we can share here in this ad / post. This is a special A+ opportunity.
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