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off er was rescinded due to economy” to “high student loans” as the focus on the economy stayed consistent across genders and ethnicities. “I looked for the group of people
that had the highest concentration of infl uencers who would be directly invested in my career trajectory and in my life in general,” says 30-year-old Chequan Lewis, a fi rst-year associate in the Dallas offi ce of Baker Botts. He noted that fi rm lawyers may spend more time with colleagues than with family and friends, so it is important to him to work with people he liked. Several minority respondents
said that although having a diverse workforce was not that important to them, having an inclusive workplace was. T ey placed greater value on the practices of inclusion than on simply having diverse co-workers. Minority respondents were less likely to feel the opportunity to advance into senior leadership roles was important.
MCCA.COM
AN IMPULSIVE GENERATION T e overwhelming majority of respondents are not planning to stay at their employers for more than fi ve years (57 percent), and higher percentages of minorities and women were planning to stay less than fi ve years. Approximately 18 percent of women and 20 percent of minori- ties were planning to stay in their workplaces more than fi ve years. “People are trying to buckle down, pay off [law school] debt, and then go into something they are more pas- sionate about. You never know what new, exciting thing is going to come in the next few years,” says 27-year- old Shivani Ballesteros, an in-house lawyer for San Diego Gas & Electric.
SAY IT TO MY FACE Many respondents expressed frustra- tion with their leadership’s overall ability to modernize their workplace
48%
of all respondents felt that their workplaces did not utilize technology effi ciently as a training and development tool.
JANUARY/FEBRUARY 2014 DIVERSITY & THE BAR®
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