The only thing more obsolete than this building is what is inside it.
Some students at the University of Chicago Law School are up in arms because the school’s law review rejected a diversity proposal recommended by the school’s faculty. This rejection leaves Chicago’s law review as the only one at a top law school without any diversity component for choosing student staffers.
UPDATE (8:00 p.m.): A Chicago tipster clarifies: “While the faculty supported the Chicago Law Review diversity proposal, it was written and proposed by law review leadership,” which advocated for it strongly.
This is the point in the post where everybody, including my colleagues, expects me to scream RACEISM™ and jump up and down on the generally right-leaning law school. But honestly, I just don’t care. I just don’t give a damn if a law school is choosing spots on its law review fairly, unfairly, with racial animus, or based on cup size. NOBODY READS THEM. More people will read this post about the Chicago Law Review than will actually read the law review.
And really, if we’re going to pretend that getting on to law review is some important measure of student success or achievement, then maybe Chicago Law needs to do a better job of educating minority and female students at the school so that they might achieve at the same level of success as the white males who “win” this generally irrelevant prize….
* Interesting historical perspective from Professor Dave Hoffman on the current debate over legal education. One critic wrote that “there are too many lawyers in this country,” “many of them are not busy,” and “many of them are on the margin of starvation” — back in 1932. [Concurring Opinions]
Earlier this month, roughly around the time that newly minted law review editors were hearing the good news, we raised the issue of how many minorities and women are being selected for law review.
It’s not a new debate; whether underrepresented minorities (URMs) and women are adequately represented on the nation’s leading law journals has long been a subject of controversy. But in light of the tough legal job market, in which credentials like law review membership are more valuable than ever, it’s certainly a subject worth revisiting.
We kicked off the discussion with this tip:
You may want to investigate proportions of URMs [underrepresented minorities] and women at some top 5 law reviews. I hear that [one school] took 29 1Ls, but only 7 women and no African-Americans. [Another school] took 45 first-year editors, about even male/female, but only 2 URMs in the bunch.
Which law journals are being referred to here? And how are URMs and women doing at other law reviews — perhaps yours is mentioned — around the country?
UPDATE: Please note that a few updates and corrections have been added since this post was originally published. Check them out after the jump.
Jiminy jillickers! ATL editors are going all over the place over the next month or so. Or at least all over the Eastern Seaboard. If we aren’t heading to your neck of the woods on these trips, never fear, we may hit you up on the next time around. We’ve already hit up Houston, Chicago, Seattle, San Francisco, and Los Angeles in the past year.
Kinney Recruiting’sEvan Jowers is currently in Hong Kong for client meetings and still has a few slots available through October 22. Evan will also be in Hong Kong November 14 to December 15. Further, Robert Kinney has been in Frankfurt and Munich this week and is available for meetings with our Germany based readers.
One of our key law firm clients has referred us to one of their important clients in the US, Europe and China – a leading global technology supplier for the auto industry – in order to handle their search for a new Asia General Counsel and Asia Chief Compliance Officer.
Kinney is exclusively handling this in-house search.
This position will have a lot of responsibility and include supervision of eight attorneys underneath them in the Asia in-house team. The new hire will report directly to the global general counsel and global chief compliance officer, who is based in the US. The new hire’s ability to make judgement calls is going to be as important as their technical skill set background.
The position is based in Shanghai and will deal with the company’s operations all over Asia and also in India, including frequent acquisitions in the region.
It is expected that the new hire will come from a top US firm’s Shanghai, Beijing or Hong Kong offices, currently in a top flight corporate practice at the senior associate, counsel or partner level. Of course, the candidate can be currently in a relevant in-house role.
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