“First Generation Lawyer”: The Next Diversity Frontier
Category: On Demand
Member Price: $184
Non-Member Price: $230
Areas of Law: Labor & Employment
|NJ CLE:||NJ CLE information: This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 3 hours of total CLE credit, including 3.0 in Diversity (Full Credits Available: NJ Beginner Diversity : 3.0).|
|NY CLE (t&nt):||NY Diversity Non-Transitional: 3.0|
|PA CLE:||PA Ethics Credit: 2.5
$12.00 fee – separate check payable to NJICLE must be submitted at the end of the program
For many lawyers and legal professionals, “first generation” is a term not many know the exact definition of. However, once they understand what it is, many identify with it and are very keen on sharing their personal experiences. First generation lawyers are a growing force in our legal communities. How do we define them? What can employers do to identify them, support them, and ensure they achieve every level of success?
Who are first generation lawyers?
A “first generation lawyer” is the first person in their family to be a lawyer in the United States. First generation lawyers are generally first-generation professionals as well. In other words, their parents did not have a professional job.
Why the sudden awareness around it now?
As the legal industry continues to focus more on issues of diversity, inclusion, and equality, it has become apparent that first generation lawyers have common issues regardless of social identity. The recognition of these commonalities has created this distinct diversity category.
There is awareness of the lack of self-confidence or sense of belonging, and therefore, a higher incidence of imposter syndrome among young first-generation lawyers. There are financial burdens that constrain first generation lawyers’ career choices, along with the experience of feeling isolated at work and not understood in your family.What can employers do to support first generation lawyers?
Employers should offer support and sponsorship of first-generation initiatives. Employers might also add first generation as a category for scholarships. Employers could create and support first generation employee resource groups so that employees can share their experiences with others fostering a sense of community.