Dispelling myths during AAPI Heritage Month
Asian American and Pacific Islander (AAPI) Heritage Month is celebrated in May and recognises the contributions and influence of AAPI Americans to the history, culture, and achievements of the US.
My parents were first generation Chinese immigrants, and this month is a good time to take stock of how our community is faring in the legal industry and at large law firms such as the one I am a member of.
At Haynes and Boone, a firm of 600 lawyers, I have been privileged to receive opportunities that have helped me become a partner in the IP practice. I also serve as a member of the executive committee, on the board of directors, and as co-chair of the firm’s attorney diversity, equity and inclusion committee.
My sincere hope is that more of my AAPI colleagues are afforded similar opportunities.
I have seen our ranks swell at Haynes and Boone and other firms but, sadly, we are not making similar strides in partnerships, management roles, and client relationship roles. I want to share my impressions about why this may be the case and what law firms can do to address the problem.
First, the good news. Over the past three decades, Asian Americans have dramatically increased their presence within the legal profession. We also are relatively well-represented in the IP bar, fuelled by our success in attaining advanced scientific and technical degrees at top colleges and law schools around the world. AAPI law graduates have been able to “get in the door” at large law firms in greater numbers than some other races, such as African Americans.
A high rate of attrition
But here is where the story turns. A 2017 report, titled “A Portrait of Asian Americans in the Law” published by Yale Law School and the National Asian Pacific American Bar Association, offers some sobering data points:
