Why Diversity in the professional ranks is so powerful
Several years ago, I had the opportunity to walk into a room where I was meeting a new client. Nothing spectacular. My client was a 59 year African American woman who was applying for Disability benefits. Now, you are probably wondering why I emphasized the fact that she was African American. Well, when I came in the room and sat down, the first thing she said to me was “Are YOU going to be my attorney??”. I responded with a soft yet slightly perplexed “Yes”. After I sat down, she looked at me and she just smiled. A big grin that extended from ear to ear. Her smile wasn’t because she KNEW she was going to win (And she did win, thank YOU very much. lol). Her smile was a casual acknowledgment to how powerful the times have changed. She had an African American Attorney and that fact alone was a SIGNIFICANT experience.
It’s interesting to note that in almost any culture, community, or society, there will almost always be a MAJORITY and a MINORITY. In the US, this dichotomy is emphasized through race and ethnic groups. Because these distinctions have been a mainstay in the fabric of our socioeconomic and political culture for so long, people some time fail to remember or even acknowledge that Minorities historically did not have the same opportunities as the Majorities. In addition, the ‘mythical yet truthful’ FIRST tend to be and continue to be a staple in Minority cultures. These FIRSTS may be the FIRST Doctor, the FIRST lawyers, the FIRST college graduates, and so on. Now, there are those in the Majority who have FIRST of their own but history has been kinder to that population in terms of opportunities.
These numbers are greatly magnified in the legal ranks:
Minority representation in the legal profession is significantly lower than in most professions. The total minority representation among lawyers is about 9.7 percent, according to the 2000 U.S. Census, compared to 20.8 percent among accountants and auditors, 24.6 percent among physicians and surgeons, and 18.2 percent among college and university teachers (Miles to Go: Progress of Minorities in the Legal Profession, 2005).
The overall student population for Florida law schools during the 2004-05 school year was 6,605. Of that number, approximately 66.3 percent were white, 8.75 percent were black/ African American, 13.5 percent were Hispanic, 3.39 percent were Asian/Pacific Islander, .61 percent were American Indian and 7.45 percent were of other races and nationalities.
Because Minorities are still experiencing various FIRSTs to this day, Minorities have a tendency to reach out and embrace those persons who they have typically not had access in the past. While this may seem weird to some, you have to look at certain things in their context. In many minority communities, historically individuals didn’t have access to accountants, doctors, lawyers, or other professionals who were minorities. No one is indicating that those who are the majority are unable or unwilling to service the majority population. What is being said that the minority population have not had the ability (in the past) to have access to those professionals who may have particular understanding of their unique cultural demographics.
In addition, access to Minority Professionals creates opportunities for educational excellence as well. When people have the opportunity to see minorities excelling in a variety of professional endeavors, these professionals open the door to the minds of others who may have viewed the opportunity to pursue such professional routes as being impossible to attain. Also, many minority populations are INSULAR in their communities. As a result, these communities would have a desire to receive services and interact exclusively with those are from their communities.
In the end, Diversity is more than just putting color to a concept. In the end, Diversity is recognizing and appreciating the unique cultural differences that various demographics present and encouraging bringing in those who can provide you with a direct connection to those cultures. It’s not about a quota. It’s about recognizing that minorities have a distinct quantitative and qualitative uniqueness. And it is this UNIQUENESS that can not only broaden the scope of any environment but also provide insight into a world that has typically been underappreciated.
