Each year, Stanford Law School hosts an event called CodeX FutureLaw Conference. According to their website, the purpose for the event is to “spend a day with the community that is shaping the future of law.”
If we buy into CodeX’s vision of the future of law, it promises to be very white and very male.
When I attended the event last year, I noticed the overwhelming lack of diversity in terms of the people planning the event and the lack of diversity of speakers.
I was displeased when I saw a panel last year for a “future mock trial” for a hypothetical legaltech issue where everyone — both the judges and the counsel for the companies — were all white men.
I reached out to the organizers who did find a female speaker for the panel, but the issue of diversity still exists.
Let me be clear, I believe in the core mission of CodeX. We absolutely need to be intentional about fostering meaningful dialogue on the rapidly changing landscape of our industry.
However, I find it incredibly disturbing that these conversations are continuing to be so siloed.
Here’s the data concerning the people behind CodeX:
Directors: 2 Male / 0 Female
Affiliated Faculty: 8 Male / 1 Female
Fellows: 24 Male / 4 Female
[Source link]
The speakers this year:
20 Male / 11 Female
[Source link]
Overall, women make up only 35% of the speakers and there’s one panel with six people, ALL men! Will the faculty of those responsible for shaping our future only consist of 13% women?
Is this truly the “future” of our profession?
Each time I see a panel of speakers consisting of all men or a majority of men, it’s a reminder that we have a long way to go before we can achieve meaningful diversity and inclusion.
To be sure, law isn’t the only field suffering from the all white male panel. There’s even a Tumblr page called, “Congrats, you have an all male panel!“
I am not an expert on diversity. What I have is the lived experience of being an Asian female lawyer, of having attended too many conferences where I am both a racial and gendered minority.
Whenever I see yet another all white male panel, or all white Board of Directors, I do what I must — point it out.
While I will often see women talking about the lack of gender diversity, or people of color talking about lack of racial diversity, what I don’t see a lot of is a productive conversation about ways of increasing diversity that is not about checking the boxes. In fact, there’s something very unsavory about being invited to an event simply because “we’re trying to bump up the number of women attendees.” This goes counter to why diversity matters. It’s about recognizing that diversity means bringing a set of life experiences, which will mean you have a different way of looking at a problem.
I recently saw the following on August, a consulting firm’s website:
We Do Not Speak At Any Conference Or On Any Panel That Does Not Include Women.
If you are looking for women to speak at your conference or to join your panel, we’ve created a fantastic (and constantly growing) list of over 60 amazing and brilliant female leaders and speakers for you to invite.
Here’s the thing: Diversity and inclusion issues will necessarily need to include those segments of the population that are often unseen and unheard. However, this cannot be an effort only designated to women and POC.
Imagine if every cisgender white male committed to stop speaking on all white panels or serving on all white boards. How long do you suppose all white panels would last?
I found the statement to be both radical and refreshing. It’s a way to show that you’re not just saying you care about diversity because it’s good PR. To turn down events, to say “no” to all male panels, is practicing what it means to be a good ally.
It’s a tangible action. Here’s another suggestion: When registering for a legal conference, pay attention to the speakers. Contact the organizers and point out the lack of diversity.
Let’s hope that the future of law isn’t made up of a majority of white men. Maybe we’ll all just be replaced by AI anyway.
What are your thoughts on ways to increase diversity and inclusion at legal conferences? Drop me an email at [email protected] or over on Twitter.
Jeena Cho is the author of The Anxious Lawyer: An 8-Week Guide to a Joyful and Satisfying Law Practice Through Mindfulness and Meditation (affiliate link). She regularly speaks and offers training on mindfulness and meditation. You can reach her at [email protected] or @jeena_cho on Twitter.
