A few days ago, Elie Mystal wrote about recent allegations of racist student conduct at the UCLA School of Law. I invite readers unfamiliar with the background to catch up by reading Elie’s post and, if you’ve the stomach for it, some of the many comments on his post. (It’s okay. I’ll wait.)
UCLA Dean Rachel Moran called for a police investigation. She alerted the student body. She agreed to meet with student leaders. From all I can see, the law school administration has so far handled the events appropriately. The official response balances the risk of dismissing the allegations or their importance with the risk of over-reacting and potentially polarizing the campus further.
I disagree with much of Elie’s criticism of the law school as a whole, as I disagreed with him about the Team Sanders situation at UCLA last fall.
Still, I didn’t originally want to write about UCLA this week. I drafted a post on another topic, in fact. But something about the UCLA situation, Elie’s post, and, perhaps most of all, the responses from many readers gnawed away at me. It hurt my heart. And when the desiccated husk that passes for my world-weary heart hurts, there’s usually something to it . . . .
It started with “Team Sander.” In November, we told you that some students at UCLA Law School started wearing T-shirts in support of UCLA law professor Richard Sander, whose scholarship is racially divisive. Some people argued that the shirts were not racially motivated, and even some of my colleagues argued that they needed to “know more” about the intentions behind the shirts before they started calling people racist.
Well… now we know more, and “racist” seems like the only appropriate way to describe at least some students at UCLA Law. Now the question becomes: does the law school administration give a crap?
Los Angeles is home to many celebrities — and we’re not just talking about Hollywood stars. The superb faculty of UCLA School of Law boasts several prominent pundits and public intellectuals.
How much do star bloggers like Eugene Volokh and Stephen Bainbridge earn from their day jobs? What about such academic adversaries as Kimberlé Crenshaw, the critical-race queen, and Richard Sander, a leading opponent of affirmative action?
Let’s start with the bad news. The bad news is that the Regents, who run the show for the University of California (UC) system, approved an increase in system-wide student fees for the coming year. It’s for a shade over $1,000 — $1,068, to be precise.
The good news: Berkeley Law, at the behest of Dean Christopher Edley Jr., is effectively reversing the fee hike for its students. Boalt Hall is issuing an immediate “scholarship” to each student, in the exact amount of the fee increase.
Let’s take a look at Dean Edley’s email — which explains the situation, and has a cute and clever closing — and explore what might be motivating the administration….
Ervin Burell was a man who know how to 'juke the stats.'
All right folks, graduation is upon us. If you are a 3L who did not secure a post-graduate legal job, I’m sorry. Your life isn’t over, but law school didn’t work out as well for you as you might have hoped. At least not yet.
Not that your law schools want anybody to know that. No, according to your law school, you, unemployed 3L, are an embarrassment. They wish you would just go away. They don’t want to be reminded that you exist. Why? Because your unemployment could hurt your law school’s U.S. News ranking.
Unfortunately for some schools, U.S. News is actually paying more attention these days to schools that simply ignore their unemployed 3Ls for purposes of reporting their employed-upon-graduation statistics. Maybe U.S. News can’t force schools to report only those students employed in legitimate legal jobs, but they can punish schools that refuse to report on all of their recent graduates.
You know what that means: bring on your fake job programs, designed largely for rankings-enhancement purposes.
Let’s try to collect all of the schools that are enacting ridiculous “employment” programs that seem designed primarily to enhance their U.S. News rank. We’ll get you started with a fun one….
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: [email protected].
Since late last year, things have been booming in Hong Kong / China in cap markets, especially Hong Kong IPOs. M&A deal flow has recently been getting a bit stronger as well. Although one can’t predict such things with any certainty, all signs are pointing to a banner entire 2014 for the top end US corporate and cap markets practices in Hong Kong / China. This is not really new news, as its been the feeling most in the market have had for a few months now and things continue to look good.
The head of our Asia practice, Evan Jowers, has been in Hong Kong for about 10 days a month (with trips every other month to both Shanghai and Bejing) for the past 7 months, and spending most of his time there meeting with senior US hiring partners at just about all the major US and UK firms there, as well as prospective candidates at all associate levels and partner levels, and when in the US, Evan works Asia hours and is regularly on the phone with such persons, as our the other members of our Asia team. Our Yuliya Vinokurova is in Hong Kong every other month and Robert is there about 5 times a year as well. While we have a solid Asia team of recruiters, Evan Jowers will spend at least some time with all of our candidates for Asia position. We have had long standing relationships, and good friendships in some cases, with hiring partners and other senior US partners in Asia for 8 years now.
The evolution of relationships between the genders continues. Currently, in law firms, there is an interesting conundrum; balancing the desire for a gender-blind workplace where “the best lawyer gets the work and advances” and the reality of navigating the complicated maze created by the fact that, in general, men and women do possess differences in their work styles. These variations impact who they work with, how they work, how they build professional connections and how organizations ultimately leverage, reward and recognize the talents of all.
Henry Ford sat on his workbench and sighed. A year earlier, he had personally built 13,000 Model Ts with his own hands. Fashioning lugnuts and tie rods by hand, Ford was loath to ask for help. Sure, there were things about the car that he didn’t quite understand. This explains the lack of reliable navigation systems in the Model T. But Ford persevered because he knew that unless he did everything, he could not reliably call these cars his own.
“Unless my own personal toil is responsible for it, it may as well be called a Hyundai,” Ford remarked at the time.
The preceding may sound unfamiliar because it is categorically untrue. And also monumentally stupid. Henry Ford didn’t build all those cars by hand. He had help and plenty of it. Almost exactly one hundred years ago, Henry Ford opened up the most technologically advanced assembly line the world had ever seen. Built on the premise that work can be chopped up into digestible pieces and completed by many men better than one, the line ushered in an age of unparalleled productivity.
Today, an attorney refers business because he can’t do everything the client asks of him.
There are three reasons why this is way dumber than a made-up Henry Ford story…