Print Page   |   Sign In   |   Register
Lawyers Club Blog
Blog Home All Blogs
Lawyers Club of San Diego is a specialty bar association committed to advancing the status of women in the law and society. We use this space to share articles written about Lawyers Club events and programs and items of interest to our members which are relevant to our mission. The opinions outlined in content published on the Lawyers Club of San Diego blog are those of the authors and not of Lawyers Club. All members are encouraged to participate respectfully in discussions regarding the topics posted on the blog. Guest writers are welcome. Guidelines for writers may be found on the Leadership Resources page.

 

Search all posts for:   

 

Top tags: LCB  legal profession  equality  feminist  feminism  guest blogger  gender  reproductive justice  women  Chasing the Last Wave  stories to solutions  discrimination  LGBTQ  sexual harassment  career  Off the Beaten Partner Track  Balance  diversity  MeToo  My So-Called First-World Problems  reproductive justice committee  reproductive rights  working mom  networking  perfection in the imperfection  Supreme Court  activism  advocacy  Art  awareness 

Chasing the Last Wave: "Now More Than Ever"

Posted By Molly T. Tami , Monday, January 30, 2017

Now More Than Ever

 

Shortly after last year’s presidential election, The American Lawyer featured an article in which well-known lawyer David Boies reflected on the election results. He offered many interesting observations, but one stood out for me and continues to give me pause. As “bad news,” he noted the fact that women are not as invested in their own progress as other groups that have suffered discrimination. Because women are in the majority, he thinks they may have a sense of complacency and remain subject to environmental influences like tradition, marriage, and the views of their husbands. I don’t find his complacency observation accurate with respect to women lawyers I know, particularly those in Lawyers Club! But, does his observation ring true for women as a whole in this country? I’m not sure.

 

What I am sure about, is that environmental influences, social norms, and structural barriers prevent women, (lawyers and others), from achieving gender equality in our society. This notion was underscored at the recent Lawyers Club luncheon where the results of the Annual Equality Survey were released and discussed. While there was some good news in the survey, the data confirmed the bad news we already knew: women are not being treated equally in the legal community. The panel discussion at the luncheon addressed a number of strategies and solutions devised by law firms and public sector agencies to address gender inequality in San Diego’s legal community.

 

The strategy that got the biggest applause was an employer-paid nanny for two women associates at a small law firm. While I also applaud this employer’s effort, it reminded me that childcare policies in this country, (or the lack thereof), create a huge structural barrier that exacerbates gender discrimination in the workplace. Unlike in many western-European countries, childcare in the U.S. is a purely private concern to be addressed by parents, and most often by mothers. Making childcare a collective responsibility should be a crucial initiative in the quest for gender equality.  Ensuring that day care is available to families (of all incomes) will ensure that women can equally participate in the workplace and advance to their full potential. Asking women to compensate for the biases of tradition or social norms should no longer be acceptable.  

 

Although the current political winds may not be with us on these issues, we must nevertheless commit ourselves to increasing awareness of these barriers and continuing the dialogue for eventual solutions. Now, more than ever, we need to chase the last wave of feminism.         

    

Molly Tami, who serves as the Assistant Dean for Career & Professional Development at USD School of Law, is passionate about advancing women in the legal profession.             

Tags:  Chasing the Last Wave  childcare  discrimination  equality  feminism  feminist  gender  LCB  legal profession  now more than ever  structural barriers  women 

Share |
PermalinkComments (0)
 

Chasing the Last Wave: "Notorious RBG to the Rescue!"

Posted By Molly T. Tami , Tuesday, December 13, 2016

Notorious RBG to the Rescue!

 

Like many of you, I’m feeling disheartened these days by all the negative news and nasty rhetoric out there, particularly as it relates to women and our place in society. The founding mothers of feminism must surely be rolling in their graves just as we modern day feminists are shocked by what we are witnessing in the presidential election campaign. Need I say more? And at work, my inbox fills with article after article about gender disparity in pay at law firms, women’s underrepresentation in the legal ranks, sexual harassment claims in the legal academy, and so forth. No wonder many women feel discouraged these days, even women in the legal profession who arguably yield great influence and power over their own circumstances and fate.   

 

In the midst of all this bad news and gloom, Justice Ruth Bader Ginsburg (Notorious RBG!) came to my rescue. I’ve watched several recent interviews with Justice Ginsburg as she promotes her new book, My Own Words, and I just read her recent New York Times essay entitled Ruth Bader Ginsburg’s Advice for Living, adapted from that book. Justice Ginsburg’s personal story inspires me and demonstrates the great progress women have made in the legal profession. But what she shared in the interviews and in the essay about her “supersmart, exuberant, ever-loving spouse,” Marty Ginsburg, struck me the most. “And I betray no secret in reporting that, without him, I would not have gained a seat on the Supreme Court,” she writes. Marty Ginsburg secured the support of her home state senator and members of the legal academy and practicing bar to make her nomination happen. It’s apparent that marrying Marty was one of the best decisions of Justice Ginsburg’s personal and professional life.

 

We’ve all heard it said that behind every successful man is a great woman. In the old days, that was generally true. While I don’t subscribe to the notion that every successful professional woman needs a man (or partner) behind her, I firmly believe that for women who decide to marry, choosing the “right” partner is the most critical decision for both personal and career success. I hope many women reading this have chosen well or will heed this advice when contemplating marriage/partnership in the future. And to the many supportive male members of the Lawyers Club, I thank you for being our allies, advocates and in many cases, that “right” partner. 

 

I leave you with the closing paragraph of Justice Ginsburg’s essay, and I thank her for rescuing me and inspiring us all to continue chasing the last wave. 

 

Earlier, I spoke of great changes I have seen in women’s occupations. Yet one must acknowledge the still bleak part of the picture. Most people in poverty in the United States and the world over are women and children, women’s earnings here and abroad trail the earnings of men with comparable education and experience, our workplaces do not adequately accommodate the demands of childbearing and child rearing, and we have yet to devise effective ways to ward off sexual harassment at work and domestic violence in our homes. I am optimistic, however, that movement toward enlistment of the talent of all who compose “We, the people,” will continue.

 

Molly Tami serves as the Assistant Dean for Career & Professional Development at USD School of Law. She previously designed and taught a course on Law, Gender and the Work/Family Conflict and is passionate about advancing women in the legal profession.               

Tags:  Chasing the Last Wave  election  feminism  feminist  gender  Justice Ginsburg  LCB  legal profession  marriage  partner  sexual harassment  spouse  Supreme Court  women 

Share |
PermalinkComments (2)
 

Chasing the Last Wave: "Finding Hope in a Tee Shirt...And in the Next Generation"

Posted By Molly T. Tami , Tuesday, October 18, 2016
"Finding Hope in a Tee Shirt...And in the Next Generation" 


Over a decade ago, I gave a presentation on the topic of “Women in the Law: How Gender Shapes the Experience” to the women’s network group of a large Midwest law firm. The audience included women of various ages, from the first woman partner in the firm (who boasted of how she played the men’s game), to mid-level women attorneys who had negotiated their own creative work arrangements with the firm, to the young women associates who expected the firm to address and meet their needs for flexible work arrangements and family-friendly policies. During the “sticky” discussions that followed my presentation, I was reminded that the language of feminism is not embraced by many women, and I experienced firsthand how the perspectives and expectations of women lawyers of different generations are not necessarily aligned and may at times be at odds.

Many of us have benefited from the enormous gains of the feminist movement while recognizing that gender barriers still exist for women in our profession, and for women generally. Given that perspective, we naturally get discouraged at times when we perceive that some women (lawyers and others) do not see the need to embrace the feminist cause and continue the movement to ensure equal opportunity and advancement for women. We may even find ourselves losing hope for future generations of women.

Nowadays, we often hear young women eschew the importance of feminism and decline to identify as a “feminist.” They say they don’t see the need for the movement or the relevance of the label. Although I don’t have poll results to prove it, I suspect that many women law students today do not see their gender as a potential obstacle to their advancement in our profession, nor do they see an urgent need to continue the fight for gender equality. Notable exceptions include members (male and female) of women law student organizations across the country. The USD Women’s Law Caucus student organization at USD Law is a perfect example.

The USD Women’s Law Caucus recently tabled at our law student organization fair and sold tee shirts to support their events and activities. I excitedly purchased one for myself!  The front side is branded with the group’s logo while the back has the following in bold lettering:

Feminist:/Fem-en-ist/: A person who believes in the social, political, and economic equality of the sexes.

Simple but powerful language. I hope to see many USD Law students sporting this shirt and spreading the message. 


Given the recent climate on gender issues and the sexist rhetoric we've heard during the current presidential campaign, my fervent hope is that many young women and men will realize that we are clearly “not there yet.” We have a long way to go and we must fully commit ourselves to chasing the last wave of feminism.  I have hope that all generations will join the chase, and now I have the tee shirt to prove it.   

This blog was authored by Molly Tami. 
Molly Tami serves as the Assistant Dean for Career & Professional Development at USD School of Law.  She previously designed and taught a course on Law, Gender and the Work/Family Conflict and is passionate about advancing women in the legal profession

Tags:  Chasing the Last Wave  equality  feminism  feminist  gender  generation  hope  law student  LCB  legal profession  movement  organization  women  women’s law caucus 

Share |
PermalinkComments (3)
 

Chasing the Last Wave: "What's Diversity Got to Do With It?"

Posted By Molly Tami, Tuesday, September 27, 2016

What’s Diversity Got to Do With It? 

  

      Throughout the history of feminism, women as a group have been the “other” gender fighting for equal rights and equal opportunities. While women make up almost half of total law school graduates, the data confirms that women are not equally represented in law firm partnership, in corporate counsel offices, on the bench or in other leadership positions in our profession. We are all familiar with the explanations and reasons given for this, and we continue to struggle to change this reality.

 

     Our hope for change is fueled in part by the notion that legal employers want to boast of a “diverse” workforce to attract diverse candidates as well as to meet their clients’ expectations and demands for a diverse group of people to work on their legal matters. The arguments for diversity are indeed compelling. But isn’t it perplexing that women, particularly those with family responsibilities, feel at times that they have to stake their claim to executive positions or positions of leadership in the name of diversity rather than equality?

 

     I’ve been thinking about that question since spending a weekend with five corporate lawyers, all working in the auto finance field in the mid-west (a male dominated arena). These women are all very accomplished and successful. One of the women in her mid-forties was struggling with a decision about whether to pursue an even bigger job at her company. In reality, she felt that she was already doing most of the duties of the elevated position but not getting the recognition or pay for it. At the same time, she values her current work arrangement which allows her to leave in the afternoons to pick up her child at school, and then return to work either at the office or at home. And on Fridays, she works remotely from home. She wanted to pursue the new position, but did not want to lose this flexibility and ability to manage and enjoy both her work and family life.

 

    She was discussing with our group how she might approach her boss about taking the new position/title while keeping her current work arrangement. Her proposed argument to the boss went like this: the company wants and values “diversity” in executive roles and as a working mother she provides that diversity. My immediate reaction to that argument was this: why do women who have both proven their worth in the workplace and value their family role have to pitch their worthiness for a promotion in the name of diversity? What’s diversity got to do with it? Women are at least half the population in this country, and according to the U.S. Department of Labor, 70% of women with children under 18 participate in the labor force. So why do we still view the ideal worker norm as an individual (male or female) whose work life exists in a vacuum void of consideration of family responsibilities?  

 

    This is a difficult issue that I will attempt to explore in subsequent posts. For now I raise it to bring awareness to it as a major obstacle that we must address. When it comes to women being equally represented in leadership positions within the legal profession, we are definitely still “chasing the last wave.”

 

This blog post was authored by Molly Tami. Molly Tami serves as the Assistant Dean for Career & Professional Development at USD School of Law.  She previously designed and taught a course on Law, Gender and the Work/Family Conflict and is passionate about advancing women in the legal profession.              

Tags:  bias  Chasing the Last Wave  diversity  family responsibilities  feminism  feminist  gender  LCB  leadership  legal profession 

Share |
PermalinkComments (0)
 

Chasing the Last Wave: "Find Our Voices"

Posted By Molly Tami, Wednesday, August 17, 2016

Finding Our Voices

  

Women’s struggle to find their “voice” pervades the three waves of feminism. During the first wave, women fought just to have their voices heard at all in political and social spheres. Second wave feminism found women advocating for their rights and voicing their ambitions to engage in market work, not just family work. In this current wave, women strive, with mixed results, to be the voices of leadership in our professions and workplaces. When it comes to women’s voices being equally heard in the legal profession, I think most would agree that we are not there yet. So why is that and what can we do to change it?   

 

I bet we’ve all listened to women apologize for something they said or did, whether they really meant it or not or whether the situation really warranted an apology. (I know I’ve been guilty of doing that.) In a New York Times opinion piece entitled Why Women Apologize and Should Stop, the author discusses the theories on our “sorrys,” and suggests that women often apologize for things that are clearly not our fault as a prompt for the person who actually should be apologizing. She contends that women give “assertive apologies” that are too indirect and come off as a passive- aggressive. She urges us to stop. 

 

In a Huffington Post blog, Women’s Voices: Are They Fully Heard?, the author suggests four challenges that keep women’s voices from being fully heard in the U.S. corporate world: women’s style of speech sounds less confident; women don’t assert themselves until they feel they really know what they are speaking about; women get “talked over;” and women who speak up are penalized. The author’s goal is to create awareness of these so-called “challenges” (which smack of gender bias) so that women’s voice can be heard loud and clear.

 

And why do successful and ambitious women sometimes fail to assert themselves in high-level meetings? The authors of a Harvard Business Review article entitled Women, Find Your Voice addressed that question in a research study involving 1,100 female executives at or above the vice president level. Their article discusses their findings and provides advice on what women can do to become more effective and more comfortable in meetings such as mastering the “pre-meeting,” preparing to speak spontaneously, maintaining an even keel, and moving past confrontation without taking it personally. 

 

Women lawyers all want their voices to be heard. So here are four practical steps towards that end that I challenge us all to try over the next 21 days (the time it takes to create a new habit): 1) stop apologizing; 2) don’t allow others to interrupt you- keep talking; 3) prepare to speak at meetings and then speak confidently; and 4) don’t become defensive or uncomfortable when others disagree with you. Despite how far we have come, when it comes to women having their voices equally valued in our profession, we are definitely still “chasing the last wave.” Let’s resolve to raise our voices above the waves until we are at last fully heard.     

This blog post was authored by Molly Tami. 
Molly Tami serves as the Assistant Dean for Career & Professional Development at USD School of Law. She previously designed and taught a course on Law, Gender and the Work/Family Conflict and is passionate about advancing women in the legal profession.

Tags:  apologize  bias  career  Chasing the Last Wave  feminism  feminist  gender  legal profession  voice 

Share |
PermalinkComments (1)
 

Chasing the Last Wave: "Rising Above the Gap"

Posted By Molly Tami, Monday, August 8, 2016
Rising Above the Gap

Much has been written about the “confidence gap” for women. Many commentators have noted that men often overvalue their strengths while women too frequently undervalue theirs. (Gender stereotyping, of course, which nevertheless seems true.) Lately I’ve been thinking a lot about why women lawyers (and women in general) lack the confidence of their male counterparts. It’s not that difficult to understand how we got here. 

 

Historically, women were made to feel “lesser” or unworthy. When my 92 year-old mother graduated as valedictorian of her high school class, she was told that she achieved that status because the boys “did not apply themselves.” (Sadly, she did not go on to college and realize her dream of becoming a nurse.) When I graduated from the same high school more than 30 years later, the tradition was to include the top five students as speakers in the graduation ceremony. That year the top five graduates were all girls. While I was invited to speak, numbers four and five in the class were replaced with boys lower in class rank. None of us thought to question that at the time. While women have overcome many such barriers throughout the three waves of feminism, we still struggle to confidently aspire to top leadership positions.  

 

A New York Times piece entitled Overcoming the Confidence Gap for Women cited a study on women’s attitudes toward leadership which found that nearly two-thirds of the 3,000 professional and college age women surveyed expressed a desire to become senior leaders. But only 40% were able to envision themselves as leaders. Eighty-six percent of the women surveyed had been taught to be “nice to others” growing up and to do well in school, but less than 50% received leadership lessons. Interestingly, receiving praise from mentors and leaders was the single biggest factor influencing women’s perceptions of themselves in the study, more so than receiving raises or promotions. 

 

I was reminded of this “gap” when I attended a recent event honoring a colleague for her outstanding leadership. She received much praise and adulation at the event. When I emailed her to again congratulate her on this recognition, she replied thanking me but wrote that she “really didn’t deserve it.” But of course she did! And I told her so the next time I saw her. I would like to think that I personally do not suffer from this “confidence gap” but in truth, I probably do. While I strive constantly to be an unapologetically self-assured female role model for my daughter and our students, I occasionally find myself downplaying my own achievements and abilities.   

 

So how do we combat the confidence gap for women in our profession? I urge us all to sing our own praises and those of our women colleagues, gently correct women friends who minimize their achievements, stop apologizing when we disagree or express our opinions, and do whatever else we can to validate women’s successes. When it comes to overcoming women’s confidence gap in the legal profession, we are definitely still “chasing the last wave.” Let’s resolve to rise above the gap and hold our heads high!     

 

This blog was authored by Molly Tami
Molly Tami serves as the Assistant Dean for Career & Professional Development at USD School of Law. She previously designed and taught a course on Law, Gender and the Work/Family Conflict and is passionate about advancing women in the legal profession.              



Tags:  career  Chasing the Last Wave  confidence gap  feminism  feminist  gender  last wave  legal profession 

Share |
PermalinkComments (0)
 

Chasing the Last Wave

Posted By Molly Tami, Wednesday, July 27, 2016

The concept of “choice” runs deep throughout the three waves of feminism. During the first wave (late 19th to early 20th centuries), women fought for the legal right to make social, political and economic choices that critically affected their lives. Hard to believe that women in this country could not even vote until 1920!   Second wave feminism (1960’s continuing in the 1990’s) saw women exercising choice to work outside the home and in fields traditionally the province of men. The fight for a woman’s “right to choose” and control her reproductive rights and health also dominated during the second wave. (Women continue to battle today to preserve those hard-earned choices.)     

 

During the period of third wave feminism, (early 90’s to present), the rhetoric of “choice” arose in another context as women (predominantly professional women) struggled to deal with the “work/family conflict.” Women discovered it was not easy to have it all. The resulting “mommy wars” pitted women against each other, as conflict arose between women who chose to be homemakers versus those who chose to pursue careers. You may remember the controversy around Hillary’s statement that “I suppose I could have stayed home, baked cookies and had teas, but what I decided was to fulfill my profession.” This conflict continues to threaten feminist coalitions. (And it glosses over the fact that most women, because of financial realities, lack the choice between working and staying home to raise a family--a larger topic for another day.)        

 

Many have tried to unpack the notion of “choice” when it comes to women making decisions that affect their advancement in the legal profession.  We’ve all heard stories about women “choosing” to leave their firm or stepping off the fast track because of the pull of home/kids or because they feel too stressed out to do it all.   Professor Joan Williams and her colleagues at the Center for WorkLife Law at UC Hastings recently published an extensive report entitled ’Opt Out’ or Pushed Out? How the Press Covers Work/Family Conflict.”  In that report, the authors analyze the “opt out” story and tell “the untold story of why women leave the workforce.” While the stories in the press pinpoint the pull of family life as the main reason women choose to quit or opt-out, Williams cites a recent study showing that 86% of women cite workplace “pushes” such as inflexible jobs. The report’s overriding conclusion?  Women quit because they encounter “maternal wall bias”- gender bias triggered by motherhood.  Such women are not freely opting out- they are being pushed out by family responsibilities discrimination.

 

Williams’ report highlights that the press invariably focuses on women after they leave the workforce and before they are divorced (in a country with a 50% divorce rate). I recently talked with a lawyer facing divorce after decades of marriage to a successful high-earning professional. She had always remained involved in her profession, but had foregone major career opportunities to support her husband in his career and serve as the primary caregiver for their children. Although she had a job at the time of the divorce proceedings, she asked for partial income equalization (i.e., spousal support) to retain her financial security. Her husband conceded that she supported him in his career and cared for their kids, but he claimed that she made the “choice” not to pursue more lucrative opportunities during their marriage. So in other words, it’s her own fault that she will be less financially secure than he after the divorce because of her “choices.”  I shared in her outrage at that assertion.     

 

So what’s the takeaway here? I say we quit talking about women making the “choice” to get off track or opt-out completely. We need to reject using the “choice” rhetoric to explain or validate (to ourselves and others) the hard decisions we make for the benefit of our families but to the detriment of our careers and economic security. When it comes to having “free choice” around career advancement, we are definitely still “chasing the last wave.” Let’s resolve to catch it rather than drown in it.      

This blog post was authored by Molly Tami



Tags:  career  choice  discrimination  feminism  feminist  gender  last wave  LCB  legal profession  opt-out 

Share |
PermalinkComments (0)
 

Chasing the Last Wave

Posted By Molly Tami, Wednesday, July 6, 2016
Updated: Wednesday, July 6, 2016
Gloria Steinem contends that gender is probably the most restricting force in American life. Many believe that it is certainly the most restricting force in the legal profession. To be sure, we’ve come a long way since former Supreme Court Justice Sandra Day O’Connor graduated third in her class at Stanford in 1953, but the only job she was offered was legal secretary.  And since Justice Ruth Bader Ginsburg (Notorious RBG!) received not one offer from a law firm despite tying for first in her graduating class from Columbia Law in 1959. (She instead accepted a clerkship with a federal judge.) Those were definitely not the good old days for women in the law. As a result of the feminist movement, we’ve come a long way, but we all agree that we are not there yet. We need the “last wave” of feminism to get us there. 

 

A very short history lesson on the feminist movement in the U.S. sets the stage. Feminism, in its different waves, arose to achieve political, social, and economic equality for women.  First wave feminism, in the late 19th to early 20th centuries, focused on suffrage and other legal rights. Second wave feminism, which began in the 1960’s and continued in the 1990’s, was a reaction against the renewed imposition of domesticity on women after WWII, and focused on women in the workplace (as well as sexuality, family and reproductive rights). Third wave feminism, dating from the early 90’s to the present, found a more diverse group of women with a diverse set of identities challenging gender stereotypes and continuing to fight for many of the causes of the second-wavers. Some feminist scholars are now envisioning a fourth wave to reframe the movement.

 

A pivotal moment on the road to gender equality occurred in 1972 with the passage of Title IX.  As the result of that groundbreaking law, the doors to law schools and the legal profession were flung wide open. Benefiting from that development and riding the second wave, I graduated from Berkeley Law in 1983. I never imagined at that time that gender would shape my experience in the profession. While by many measures I have enjoyed a successful legal career, I have no doubt that gendered work arrangements and gender roles restricted my potential just as they continue to restrict the potential of many women lawyers today.   

 

In my current role, I advise both men and women law students about their careers and professional development.They graduate from law school on generally equal footing. But when I consider the various statistics on the current status of women in the profession, I worry that their paths will diverge. So I plan to explore in this blog various aspects of the state of women in the profession along with the challenges that prevent women from being equal participants in all sectors of our profession. I’ll tackle issues like wage disparity, lack of women’s retention and advancement in law firms, the work/family conflict and the like. I won’t be presenting anything novel nor will I necessarily have solutions. But we must keep talking about these issues if we are to ever solve them.  


When it comes to gender equality in the legal profession, we are definitely still “chasing the last wave.” Let’s chase it together.  

This blog post was authored by Molly Tami

Tags:  advancement  career  challenges  Chasing the Last Wave  equality  feminism  feminist  gender  last wave  LCB  legal profession  Title IX 

Share |
PermalinkComments (0)
 
Page 2 of 2
1  |  2
more LC Blog
more Calendar

12/11/2019
Fund For Justice Luncheon

3/5/2020
2020 Red, White & Brew

Lawyers Club of San Diego

402 West Broadway, Suite 1260
San Diego CA 92101
619-595-0650

Association Management Software Powered by YourMembership  ::  Legal