We're also dealing with the perception on the part of law students that the large firms are not places where they can thrive. Far fewer of them apply or accept 'flybacks' to interview. Many of Denver's largest firms only have one attorney of color and few women as partners. Susani said the problem of recruiting and retention often boils down to mentoring. First of all, young lawyers want to go where they'll be comfortable.
White lawyers are often hesitant to step out and mentor an attorney of color.
While they may have good intentions, they feel like they're walking on eggs and have to watch everything they say. They think constructive criticism will be seen as racism. It's a Catch 22. When attorneys of color are in leadership positions, some are so busy trying to survive and are fearful of billable hours dropping, that they aren't mentoring as much. If a young woman turns to a male, often he may shy away because of issues of sexual harassment.