The Art of Mentorship

person growing after being wateredAttorneys often speak of mentorship as an essential building block to a career in the legal profession.

Indeed, one of the first pieces of advice bestowed upon young attorneys is to find a mentor, cultivate that relationship, and soak up all advice like a sponge. Mentorship roundtables, “speed networking” events, and student-attorney mixers are stylish events celebrating these connections, encouraging both sides to learn, grow, and expand one’s worldview. And yes, mentorship should be important to legal practitioners across the board, from students fresh from their first briefs to attorneys with long, successful, and active careers.

But why does one need a mentor or a mentee and how does one find a perfect match? Do I click my heels together three times, whisper “Please help me,” and one will magically appear like a fairy lawmother? What if my mentor or mentee doesn’t suit me or even like me? Let’s discuss.

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MULS Legal Education: Following Footsteps and Forging Your Own Path

Sensenbrenner Hall

zilber forum
From Sensenbrenner Hall (left) to the Zilber Forum at Eckstein Hall.

When I was asked if I would—together with my daughter Micaela—write a blog for the Marquette University Law School Faculty Blog, I wanted to make sure it was known I haven’t practiced law full-time in fifteen years.  So, fair warning, this is not going to be a technical legal discussion.

Let’s start with a short background: I graduated from MULS in 1989.  In fact, I just celebrated my thirty-year reunion (quick shout out to my classmates:  You guys rock!  We had the highest turnout of any reunion class!).  It was wonderful catching up with old friends, some I have kept in touch with; regrettably, some I have not.

As I stood in the Zilber Forum (as I have done several times previously, more on that later), I reflected on my law school experience at Sensenbrenner Hall, and, despite feeling envious of the students who are privileged to study law in such a marvelous facility, was transported in back thirty years to the year I graduated from MULS.  I remember the hope, the promise, coupled with the uncertainty and anxiety I was feeling at the time. Not to mention the excitement of my impending marriage one month later to my beautiful wife of thirty years, Ellen, whom I met while we were both studying at Marquette (she was earning her Masters in Analytical Chemistry at the time).

Flash forward thirty years and imagine my pride when Micaela announced to us that she would be attending MULS. In fact, Micaela is officially a 3L and is on track to graduate in May 2020. While it may not be shocking for a child to follow in a parent’s footsteps, it didn’t look like that would be happening with Micaela.

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Implicit Bias and the Gender Leadership Gap

A woman carrying buckets looks up at a ladder leading to the sky; the ladders' rungs are labeled with the various opportunities that have been historically available to women, beginning with "Slavery" at the bottom and "Presidency" at the top.
E.A. Bushnell cartoon from the New York Times, October 1920

On April 29, 2019, I moderated a panel discussion for the State Bar of Wisconsin’s Diversity Counsel Program titled “Closing the Gender Leadership Gap.”  The following statistics were shared at the program.  According to a study by the American Bar Association, “A Current Glance at Women in the Law,” half of the students graduating from law school with a J.D. are women.  Yet, only 22.7% of law firm partners are women, 22% of state court judges are women, and 26.4% of Fortune 500 general counsel positions are held by women.  A significant barrier for women in the workplace is implicit bias.  After serving on this panel, I was curious to explore how the concept of implicit bias might contribute to the gender leadership gap in the legal profession.

Implicit bias is the term that describes how the subconscious mind categorizes people.  The concept was first developed by psychologists Mahzarin Banaji and Anthony Greenwald in the 1990s.  Through the use of implicit association tests (“IAT”) Banaji and Greenwald evaluated the time it took for a participant to categorize concepts such as family or career with gender.  The quicker the applicant could categorize concepts, the stronger the implicit association.  The most frightening aspect of implicit bias is that a person may be consciously opposed to gender discrimination but may unknowingly discriminate against women due to an implicit bias that exists only in the subconscious mind.

Studies suggest that implicit bias may play a role in explaining why men are systematically preferred for positions over women.  For example, a Yale study demonstrated a statistically significant preference for men in the field of science.  The study involved sending a fictional resume to 100 faculty members at top universities.  The only difference was that 50 fictional students were named John, while the other 50 fictional students were named Jennifer.  Even though the candidates had identical experience and qualifications, faculty members were more likely to find John competent and were more likely view him as a suitable candidate for lab positions.

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