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LABOR & EMPLOYMENT LAW


FROM A DIFFERENT ANGLE


“ The assumption was that the most important components of job satisfaction were money and fl ex time. But being val- ued was picked over compen- sation.” — LAURIE ROBINSON


retain women of color attorneys, develop their talents and skills, and foster success.


Several Surprises When Robinson fi rst embarked on the research, she antici- pated diff erent results. “I thought women of color were going to spend a lot of time talking about their race and gender and that those two things would be focused upon as barriers,” she says. “But they [were treated like] a foot- note. T e women spent more time focusing on overcoming the barriers than the barriers themselves.” Also surprising were factors of job satisfaction. “T e assumption was that the most important components of


job satisfaction were money and fl ex time. But being valued was picked over compensation,” Robinson says. “Having a seat at the table was more important to many of them. I was shocked that work-life balance didn’t come out on top. It shows that these people want to work hard. T ey left because they wanted to be valued. T ey didn’t want to be second-guessed.”


Several key fi ndings of the research include: • A majority left the law fi rm setting because of perceived barriers, including not feeling valued, not feeling sup- ported, a lack of mentorship, dissatisfaction with the quality of work assignments, a lack of promotional oppor- tunities, a lack of training and development opportunities, and diffi culty meeting billable hours.


• T e experience of working in a corporate legal depart- ment was rated better than working at a law fi rm, based on interfacing with senior management, working with clients, quality of work assignments, an atmosphere of inclusion, upward mobility, and training and development opportunities.


• “Being valued” was the number one element in job satisfaction.


• Respondents reported feeling supported by their supervisors.


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