If you live anywhere on the East Coast, you know that the weather is just darned hot these days. I had a lunch meeting today and nearly collapsed of heat stroke walking between the parking lot and the restaurant. It got me thinking about all of you and the challenge to dressing professionally for young women lawyers—especially in this hot, steamy weather.
If you read my book, Best Friends at the Bar: What Women Need to Know about a Career in the Law, you know that this is a serious subject. Too many young women professionals are compromising their dress to their desires for comfort or their desires to play up the “sexy” side. There is a difference between feminine and sexy, and I am quite sure that you know where that line gets drawn. If you passed Federal Income Tax and Secured Transactions, this should not be too difficult to figure out. In case it is not obvious, take advice from the Seventh Circuit judges at a judicial conference in 2009 where they “groused” on the inappropriateness of thigh length skirts and plunging necklines in the courtroom.
This type of dress is not appropriate in the office and sends the wrong signals. You want your colleagues and your clients to treat you like a professional, and you must dress like one and act like one. Off-color jokes are not appropriate in the office, so why would clothing that is reminiscent of nightclub attire?
The Seventh Circuit judges also commented about attire that is too casual for the courtroom. Should anyone have to be told that sweatsuits are not on the appropriate list???? Apparently so. Flipflops also are not on the list, but we still hear of summer associates showing up at Big Law in shorts and flipflops on casual Friday. Casual does not mean beach attire, and it is a really good idea to check the rule book for what casual means in your firm before experimenting. It could be a real career changer to get called to a client meeting at the last minute without backup appropriate attire. And, who wants to carry a suitcase to the office with various clothing choices to cover all odds? Not worth it. Just dress appropriately from the get-go, and you will have no problems. To paraphrase the judges of the Seventh Circuit, dress as a serious person who takes her profession seriously.
Back to the weather and its influence on your clothing choices. Yes, it may be 95% outside, but no, you are not expected to wear stockings—aka panty hose. Even First Lady Michelle Obama knows that you can be taken very seriously as a woman professional without donning pantyhose. (Here’s her confession on The View before a nationwide television audience.) And about those signals you are sending….the signal may be that you are “hot” from the high temperatures, but make sure that the signal is not that you are “hot” sexually. It might be fun, but it is highly inappropriate and you will regret it.
However, when the mercury climbs, it is a tad more complicated than that because the weather outside may be 20 degrees hotter than the inside office temperature. Layer, layer, layer is the key. The jacket or little cardigan can be ditched in the miserable subway and on the walk over sizzling concrete to the office, but it will come in handy for the supercharged AC that most law firms demand—even though cost-cutting should be on their minds these days.
Today is Memorial Day, and I hope that you all will take a moment to thank someone who served or is serving in our Armed Forces. I don’t really have to go far out of my way to do that. My husband served during the Vietnam Conflict, and my father served during WWII. This was honorable service, but there is a great deal of sacrifice that comes with this honor, and we all need to acknowledge it. For my father, an Army officer who served in England and Western Europe for almost three years, it was not seeing his firstborn child until that little boy was more than two years old. For my husband, a marine aviator for who served for more than six years, it was being part of an unpopular war and falling far behind his peers in civilian life. Every veteran has a story very similar to these.
They do their jobs, now let’s do ours by honoring them and thanking them for what they do to protect us and our freedom.
I promised you more on Sherly Sandberg, and here it is. I might have mentioned that I admire this woman a lot, and here is more to make you understand why.
Recently, Ms. Sandberg, former COO of Google and current COO of Facebook, delivered the commencement address at Barnard College, the esteemed women’s college at Columbia University. Her theme was that today’s young women need to close the ambition gap before they can close the achievement gap. She contends that her generation (and mine, for that matter) has blown it.
She reminded the graduates that they are all privileged on a day when they graduate from college—privileged because the future is full of boundless opportunities. She asked the graduates to contemplate what in the world needs changing and how they were going to change it. She also reminded them how lucky they are to be equals with men under the law and then added the sobering fact that the promise of equality is not equality. The truth is that men still run the world, and she quoted these facts to support her assertion: Of 190 heads of state, nine are women; Of all the parliaments around the world, 13% of the seats or parliament are held by women; Of corporate America’s top jobs, 15% are held by women; And of full professors around the United States, only 24% are women. Even more sobering, these numbers have not changed in nine years.
Sandberg is saddened by the lost opportunities for her generation of women, many who were raised by women who told them they could be anything they wanted to be. However, thirty years later, women do not have an equal voice about the decisions that affect all of their lives. So, the only thing that she can do is place her hope in the next generation of women—YOUR generation–to do better—-to change the dynamic, to reshape the conversation and to make sure that women’s voices are” heard and heeded, not overlooked and ignored”. To do this, Sandberg says that you will have to “lean way into your careers.” Find something that you love doing and do it “with gusto”. If all young women start to “lean in”, we can close the ambition gap here and now, according to Sandberg.
Sandberg emphasizes the importance of believing in yourself. She sites studies which show that, when compared to men, women underestimate their performance. Here it is worth quoting directly.
“If you ask men and women questions about completely objective criteria such as GPA’s or sales goals, men get it wrong
slightly high; women get it wrong slightly low. More importantly, if you ask men why they succeeded, men attribute that
success to themselves; and women, they attribute it to other facts like working harder, help from others. Ask a woman why
she did well on something, and she’ll say, “I got lucky. All of these great people helped me. I worked really hard.” Ask
a man and he’ll say or think, “What a dumb question. I’m awesome.” So women need to take a page from men and own
Sandberg acknowledges her own failures on these issues along the way. We all have them. The important thing is that we recognize this and do something about it so that we are not held back by our own bad habits. According to Sandberg, you must believe in yourself and start acting like you, too, are awesome. Raise your hand when you have an opinion. Your opinion is just as important as the guy sitting next to you in your class in law school or at the meeting at the law firm. Sandberg also acknowledges the external forces that work against women, things like a positive correlation between power and success and likeability for men as compared to a negative correlation for women. You all know that old saw. However, Sandberg says the way through that is to put your head down and just keep on working.
She wants you to think big and to own your successes. She understands the work-life struggle and the compromises that you will have to make. She gets very practical in suggesting, as I do in my book, that who you choose as your life partner makes a real difference. If you choose the person who supports your career and the burdens and successes of your personal life, you will have a greater opportunity to go further and change the world into what we need it to be. She also recognizes that jumping into the work force and rising to the top is not the only way to make a difference. However, she also believes that, if you pick the right job—a job that is compelling– you are going to be far less inclined to walk away from it. Something that stirs your passion may be worth the rat race. She states, “If you want to make a difference, you better think big and dream big, right from day one.”
This is all great food for thought, and I discuss these same concepts, as they specifically relate to women lawyers, in Best Friends at the Bar: What Women Need to Know about a Career in the Law.
Sandberg closes by encouraging the new Barnard graduates to “aim high”—something that you know I want for all of you. She reminds them that the world needs them in positions of leadership—-women throughout the world need them in positions of leadership. She asks them to ask themselves the question, “What would I do if I weren’t afraid?”
I hope that you all are familiar with Sheryl Sandberg, former COO of Google and the current COO of Facebook. She also is the mother of two preschoolers, and she has identified an interesting concept that I include in my speeches to young women lawyers. Although Ms. Sandberg is not a lawyer, the concepts that she discusses with young women in business are equally as pertinent to all young women in the law, especially those who are involved in the work-life struggle.
Her concept of “Leaving Before You Leave” is discussed in this video, http://thecareerist.typepad.com/thecareerist/2011/01/facebook-coo.html, where Ms. Sandberg speaks to a group of women about advancing in business. It is one of the most valuable resources that I can recommend to you. Check it out!
As you will see and hear from the video, Ms. Sandberg is very concerned about the future of young women in business. She sees fewer women than she would like on the path to the corner office, and she provides good, sound advice to increase those numbers. In that respect, she and I are very much on the same page in encouraging all of you to have a plan that works for you and keeps you in the game, in one way or another. That will result in more women in positions of power and decision making on policy issues that are so important to the future of women in business and law. That result depends on YOU YOUNG WOMEN AS THE KEY TO SOLVING THE PROBLEM. You can control the outcome and do not have to leave decisions about your professional futures to others with separate agendas. Women have the ability, through careful planning and good personal and professional choices, to have satisfying and successful careers.
Here is my personal take on the subject of “Leaving Before You Leave” as it relates to all of you.
I welcome public speaking opportunities to discuss key issues addressed in my Best Friends at the Bar books for women lawyers and What Millennial Lawyers Want: A Bridge from the Past to the Future of Law Practice for ALL young lawyers. My programs are consistently approved for CLE credits. If you would like to arrange a speaking engagement, please contact me at [email protected].
The presentations for women lawyers address the low retention rates for women lawyers due to lack of systemic support for the issues of work-life balance and gender parity that affect so many women lawyers. My research and conclusions detail the benefits of change for lawyers and law firms and the approach that young women lawyers take to their careers.
I speak on a wide range of subjects related to women lawyers. Here are some representative speech topics:
*The Low Retention Rates for Women Lawyers and What We Can Do About it;
*Effective Leadership for Women Lawyers;
*Effective Negotiations For Women Lawyers — For Clients and For Yourself
*Why Women Lawyers Leave;
*Why Law Firms Should Care about Retention and Advancement of Women Lawyers;
*What to Look for in a Law Firm and How to Succeed;
*The Role of Law Firm Leaders in the Success of Women Lawyers;
*Negative Leadership Behaviors and How They Impact Women Lawyers;
*How to Avoid the Pitfalls of a Male-Dominated Profession;
*Navigating the Gender Issues;
*How to Develop Personal Definitions of Success;
*The TO DO List for Success for Young Women Lawyers;
*The Art of Negotiations — for others and for yourself;
*The importance of Networking and Business Development;
*The Issues Surrounding Leaving the Profession and Re-entry;
*How to Create Balance Between Your Professional and Personal Lives;
*Myths Affecting Women Lawyers;
*How to Avoid the “Golden Handcuffs” of Private Law Practice and Keep Your Options Open;
*Pay Equity For Women Lawyers;
*Implicit Gender Bias and Its Relationship to Effective Leadership for Women Lawyers;
*How to Transition from One Practice Setting to Another.; and
*The Responsibility of Law Firm Leaders to “Lean In” on Retention Issues.
Here is what one audience member has to say:
The Women’s Bar Association of Maryland was honored to host Susan Blakely in September 2010 at the University of Baltimore School of Law to discuss her book. Susan is an interesting and personable woman who took the time to talk one on one with attendees before speaking. She truly is an inspiration to women lawyers – both brand new and seasoned alike – and has some amazing insight into surviving in the legal field. I only wish she had written her book before I went to law school! I would not only recommend it as a must read for any young woman contemplating a legal career, but as an attorney with 10 years of experience and a young family, it spoke to me as well.
President, Anne Arundel County Chapter of the Women’s Bar Association
The presentations for ALL young lawyers are non-gender specific and address what today’s young lawyers want, how young lawyers and law firms need to work together to meet the needs of today’s young lawyers and the Soft Skills young lawyers need to advance in their careers.
Future Speaking Engagements & Events
Remarks, Book Launch Event, Kirkland and Ellis, Chicago, February 2019
Speaker, Pro Bono Institute Conference, Washington DC, Spring 2019
Speaker, DC Women’s Bar Association, IP Group, Spring 2019
Speaker, DC Women’s Bar Association, Young Lawyers Group, Spring 2019
Past Speaking Engagements & Events
Speaker, Washington University School of Law, St. Louis, MO, October 2018
Speaker, Charlotte Women Lawyers, Charlotte, NC, February, 2018
Speaker, Gibson Dunn & Crutcher Law Firm, New York, NY, November 2017
Speaker, Oklahoma City Bar Association, Oklahoma City, OK, September 2017
Speaker, Womble Carlyle Law Firm, Washington, DC, April 2017
Keynote Speaker, Federal Bar Association Women Lawyers Conference, Tampa, FL, April 2017
Speaker, American Health Lawyers Association Conference, Baltimore, MD, March 2017
Speaker, Presidential Inaugural Scholarship Summit, Washington, DC, January 2017.
Speaker, Jackson Walker Law Firm, Dallas, TX, November 2016
Speaker, ACI Healthcare LawConference, Boston, MA, July 2016
Speaker, Simpson Thacher Law Firm, New York, NY, July 2016
Panelist, Federal Bar Association Women Lawyers Conference, New Orleans, LA, April 2016
Webinar Featured Speaker, Practising Law Institute (PLI) , March 30, 2016
Speaker, Catholic University Law, Washington, DC, March, 2016
Speaker, University of Baltimore School of Law, Baltimore, MD, March 2016
Guest, Your Working Life Podcast With Caroline Dowd-Higgins, February 2016
Speaker, University of Maryland School of Law, Baltimore, MD, February 32016
Discussion Leader, NewLAWu.s. Legal Market Roundtable, New York, NY, September 2015
Panel Moderator, Georgetown Law Women’s Forum, Washington, DC, February 2015
Speaker, Women’s Business Roundtable, McLean, VA, January 2015
Speaker, United States Department of Justice, Washington, DC, December 2014
Speaker, Georgetown University Alumni Career Services Webinar, November 2014
Speaker and Classroom Lecturer, Wake Forest University School of Law, Winston-Salem, NC, October 2014
Speaker, University of Washington School of Law, Seattle, WA, October 2014
Panelist, International Aviation Women’s Association (IAWA), Seattle, WA, October 2014
Speaker, South Carolina Women Lawyer’s Association, Charleston, SC, October 2014
Keynote Speaker, Erie County Bar Association, Erie County, PA, September 2014
Webinar Speaker, Women in Business Superseries (UK), August 2014
Webinar Speaker, Georgetown University Alumni Career Services, August 2014
Keynote Speaker, University of Baltimore Law Women’s Bar Association, Baltimore, MD, April 2014
Webinar Panelist, American Bar Association Copyright and Trademark Section, March 2014
Panelist, WAPLA Pre-Law Conference, Denver, CO, March 2014
Speaker, Polsinelli Law Firm, Chicago, IL, February 2014
Speaker, Baylor Law School, Waco, TX, February 2014
Speaker, William & Mary Law School, Williamsburg, VA, November 2013
Guest, Voice America Radio with Host Chris Efessiou, September 2013
Speaker,Washington Women’s Weekly, Washington, DC, June 2013
Speaker, National Conference of College Women Student Leaders (AAUW), University of Maryland, Baltimore, MD, May 2013
Speaker, Ladies DC, Washington, DC, May 2013
Speaker, Lerch Early & Brewer Law Firm, Bethesda, MD, May 2013
Guest, CBS Radio with Host Bonnie Marcus, April 2013
Panelist, George Washington University Women in Business Conference, Washington, DC, April 2013
Speaker, University of Maryland School of Law, Baltimore, MD, April 2013
Speaker, College of the Holy Cross Pre-Law Program, Worcester, MA, February 2013
Keynote Speaker, Association for Women Lawyers of Greater Kansas City, Kansas City, MO, October 2012.
Speaker, University of Detroit Mercy School of Law, Detroit, MI, October 2012.
Panelist, Ms. JD National Conference, Washington College of Law, American University, Washington, DC, October 2012.
Speaker, National Conference of Women’s Bar Associations Leadership Summit, Chicago, IL, August 2012.
Speaker, National Conference for College Women Student Leaders (AAUW), University of Maryland, Baltimore, MD, June 2012.
Speaker, Whiteford Taylor Preston Law Firm, Washington, DC, March 2012
Speaker, Washington and Lee University School of Law, Lexington, VA, November 2011
Panelist, American Bar Association Air & Space Law Conference, Washington, DC, October 2011
Speaker, University of Miami School of Law, Miami, FL, October 2011
Speaker, Holland & Knight Law Firm, Miami FL, October 2011
Speaker, Federal District Court for the Southern District of Florida, Miami, FL, October 2011
Speaker, St. Thomas University School of Law, Miami Gardens, FL, October 2011
Panelist, George Mason University Law School, Arlington, VA, September 19, 2011
Speaker, DLA Piper Law Firm, Washington, DC, July 2011
Panelist, Georgetown University, Washington, DC, April 2011
Speaker, Seton Hall University School of Law, Newark, NJ, April 2011
Speaker, Marquette University Law School, Milwaukee, WI, April 2011
Speaker, University of Wisconsin Law School, Madison, WI, April 2011
Speaker, Georgetown Law, Washington, DC, March 2011
Panelist,University of Maryland School of Law, Baltimore, MD, March 2011
Speaker, University of Virginia School of Law, Charlottesville, VA, February 2011
Speaker, Paul Hastings Law Firm, Chicago, IL, December 2010.
Speaker, Polsinelli Shughart Law Firm, Chicago, IL, December 2010
Speaker, George Washington University Law School/DC Women’s Bar Association Joint Program, George Washington University Law School, Washington, DC, November 2010
Speaker, National Association of Women Lawyers (NAWL) Teleconference, October 2010
Speaker, University of Detroit-Mercy School of Law, Detroit, MI, October 2010
Speaker, University of Baltimore Law School/Maryland Women’s Bar Association Joint Program, Baltimore, MD, September 2010
Speaker, Virginia Women Attorney’s Association, Alexandria, VA, June 2010
Speaker, Crowell & Moring Law Firm, Washington, DC, March 2010
Keynote Speaker, Roger Williams University School of Law, Bristol, RI, March 2010
Speaker, American University Washington School of Law, Washington, DC, February 2010
Speaker, DLA Piper Law Firm Book Reception, Washington, DC, December 2009
Panelist, American University Washington College of Law Lawyer Re-Entry Program, American University Washington College of Law, Washington, DC, November 2008
If you would like to arrange a speaking engagement, please contact Ms. Blakely at [email protected].
Lawyer Monthly Women In Law Award, 2016
Ms. JD Sharing Her Passion Award, March 2015
Books by Susan Smith Blakely
Best Friends at the Bar: What Women Need to Know about a Career in the Law(Wolters Kluwer Law & Business/Aspen Publishers, 2009)
Best Friends at the Bar: The New Balance for Today’s Woman Lawyer (Wolters Kluwer Law & Business/Aspen Publishers, 2012)
Best Friends at the Bar: Top-Down Leadership for Women Lawyers (Wolters Kluwer Law & Business/Aspen Publishers, 2015)
What Millennial Lawyers Want: A Bridge from the Past to the Future of Law Practice (Wolters Kluwer/Aspen Publishers, 2018)
All books are available for purchase on this web site and through Amazon Books.
Articles by Susan Smith Blakely
ABA Journal, “Women Lawyers Must Be Careful What They Wish For,” http://www.abajournal.com/voice/article/gaining_in_influence_women_lawyers_must_be_careful_what_they_wish_for, December 20, 2018
Corporate Counsel, ” What Millennial Lawyers Want,” https://www.law.com/corpcounsel/2018/10/25/what-millennial-lawyers-want-a-bridge-from-the-past-to-the-future-of-law-practice/?slreturn=20180926090755
Lawyer & Statesman, “Flexible Work Models Should Improve Law Firm Culture,” , National Jurist, March 21, 2017
DC Women’s Bar Association Raising the Bar, “Recent Developments on Gender Pay Equity,” Raising the Bar, December 2016, http://www.wbadc.org//Files/Newsletters/2016-2017/WBA_RTB_2016-2017_Issue4_NovDec.pdf
Corporate Counsel, “Is Work-Life Balance a Hopeless Goal in the Legal Profession?,” September 2016, and reprinted in DC Women’s Bar Association Raising the Bar, October 2016, http://www.corpcounsel.com/id=1202760663523/Is-WorkLife-Balance-a-Hopeless-Goal-in-the-Legal-Profession-?slreturn=20160810140531 (archived and only available through Nexis Lexis)
Corporate Counsel ,“What Millennial Lawyers Want,” October 2018, https://www.law.com/corpcounsel/2018/10/25/what-millennial-lawyers-want-a-bridge-from-the-past-to-the-future-of-law-practice/?slreturn=20180926090755
University of Michigan Website, “The Law School Decision,” https://careercenter.umich.edu/articles/popular/writing-better-bullet-points?…60…
Law 360, “Protecting Law Firm Talent at Both Ends”, October 2018, https://www.law360.com/articles/1094538/protecting-law-firm-talent-at-both-ends-
NALP Handbook for Pre-Law Advisors, “Special Challenges for Women Lawyers,” Book Chapter, , 2015
Noted and Quoted In:
Book Review: Above The Law: Review in Two Parts of “What Millennial Lawyers Want: A Bridge from the Past to the Future of Law Practice;” https://abovethelaw.com/2018/11/what-in-the-world-can-be-done-about-millennial-lawyers/, November 29, 2018 and https://abovethelaw.com/2018/12/millennial-lawyers-what-you-need-to-know-to-succeed/, December 13, 2018.
TimeSolv: Book Review: https://www.timesolv.com/traversing-the-legal-world-as-a-female-attorney
Women’s Law Journal(WLJ) published by NAWL: Book Review of “Best Friends at the Bar: What Women Need to Know about a Career in the Law” in Volume 95, No. 2 (2010)
The Best Friends at the Bar Newsletter is published by subscription only. To be added to the mailing list, please e-mail [email protected] or subscribe through the website. The newsletter updates readers on issues affecting lawyers and law firm leadership and includes articles from guest contributors.
There are more female managing partners and women at leadership levels in law firms today than ever before, and many of the young women lawyers climbing the ladder of success behind them show promise for leading law firms of the future. Although progress in the retention and advancement of women lawyers has been slower than expected and gender parity in the practice has not been achieved, there is a lot to applaud.
Women lawyers must keep a focus on what matters most for them and for their profession as they advance in their careers. Female lawyers need to be reminded that they will have the greatest positive impact if they:
• Use their skills to advance not only their own careers but also the careers of other women lawyers.
• Work to create an inclusive profession for all lawyers, both male and female.
This sounds fundamental, and it is. But, there is great room for improvement by women lawyers on both counts.
Support for women by women is critical to achieve positive outcomes in law firms today. Too many senior women lawyers do not take enough interest in young women colleagues because of old school attitudes about what it took in the day for women to succeed in law practice before the advent of paid maternity leave, schedule flexibility and telecommuting opportunities. These “queen bee” lawyers refuse to acknowledge the work-life challenges for women with families, and they have influenced a follow-up generation of women law leaders, too many of whom now model that same kind of withholding behavior.
As pointed out in a recent article by Vivia Chen in The American Lawyer, the positive message that women in a variety of industries (including law) “watch out for each other and push progressive agendas” and that they are “more sensitive, more honest and just all around better people” because of these altruistic attitudes, is not true of enough women today.
If we want our profession to survive and prosper, and we know that survival is dependent upon the more than 50 percent of law school graduates today who are women, female lawyers must embrace attitudes of women supporting women with enthusiasm, purpose and resolve.
Women lawyers need to be positively invested in the careers of other women lawyers, women lawyers need to become mentors to other women lawyers, and senior women lawyers need to be content that they have made it in the profession and move over to share the spotlight and opportunities with junior women.
The senior women need to remember the words of former U.S. Secretary of State Madeleine Albright when she said, “There is a special place reserved in hell for women who do not support other women.” Remember it and post it in their offices for constant reminder.
But that is not all. The attitudes of women lawyers toward male lawyers also need examining. They are equally as divisive and harmful to the profession.
When senior women lawyers become exclusive in their preferences to work with women over men, it is harmful to the profession. When departments full of women lawyers “freeze out” male practitioners in other ways because of built-up resentments, it is harmful to the profession.
And when that kind of “not-female” exclusion also is targeted to unsuspecting young male lawyers—who have had nothing to do with historical grievances—there is potential for even greater harm.
Most of the female lawyers exhibiting these behaviors are motivated by past gender inequalities. They are still smarting from old wrongs. In their negative and divisive actions toward male colleagues, they are failing to recognize that the excuse of “cluelessness” articulated by past generations of male lawyers to explain wrongful attitudes about gender inclusion is no defense for the exclusionary behaviors of women lawyers today.
Today’s powerful women lawyers are not clueless. They are not naive. They have borne witness to the sins of the past, and they know better than to repeat them.
They know exactly what they are doing to their male colleagues and how harmful grinding the ax of resentment can be. They understand that the oft-heard rallying cry, “We don’t need the men,” is short-sighted, imprudent and potentially harmful to our profession. But they don’t seem to be able to help themselves.
We women lawyers must be willing to examine ourselves and our motives. We must be willing to critique our attitudes and change our behaviors—for the good of all lawyers and the profession.
Recently when I was speaking at a conference of the Federal Bar Association, a senior woman judge told me, “The women lawyers are smart, capable, determined and hungry. They are gaining. Soon the men will decide not to compete and will leave firms for in-house positions or businesses or early retirement.”
She said this as if it would result in improvement for the profession. She stated it as a wise, aspirational goal. She said it in a way that made me believe she thought it was what I wanted to hear.
But it did not strike me that way. It struck me as very shallow and unfortunate. It struck me as a way of evening the score, and I could not help but wonder whether that is what we want.
Do we want a reorganization of the profession that will send us back to majority class rule and little in terms of empathy and respect for the other foundational values of our profession?
Do we want a reorganization of the profession based on divisive behaviors and unwillingness to pull together as women and men working toward mutual goals?
I don’t think so, but we need to be careful.
Our lack of professionalism and petty natures may be showing.