At least six in ten South Asian partners have experienced microaggressions at work
A new report has revealed that a significant number of South Asian partners in the UK face microaggressions and racial slurs, highlighting persistent racial challenges in the legal profession.
The study, conducted by the strategic networking body Diverse Talent Networks and law firm Bryan Cave Leighton Paisner (BCLP), is based on a survey of 48 South Asian partners and senior in-house counsel. The survey found that at least six in ten South Asian partners have experienced microaggressions at work, three in ten have faced racial slurs, over a third believe their ethnicity has influenced work allocation decisions, and nearly half feel their ethnicity has slowed their promotion to partner.
Sunita Chawla, a BCLP partner and co-chair of the firm’s global inclusion and diversity action board, emphasized the importance of the report. "By collating data on South Asian partners, we can better understand career experiences and identify what practical measures the profession should take to be more inclusive and supportive of South Asian talent," Chawla said in a statement. She noted that the findings "provide a stark realization that exclusion and discrimination still exist in the profession and that positive change is both essential and necessary to ensure leadership at law firms reflects our diverse society."
The report includes troubling anecdotes from respondents. One partner recalled being "jokingly" labelled a terrorist or sleeper agent by colleagues. Another recounted, "When I joined, no one bothered to learn my name because it was difficult. No one bothered to apologize if they got my name wrong. I cut my name down to something that people would be able to pronounce so that I would fit in. Some people anglicized their name to make it easier."
The report offered several recommendations to address these issues. These included supporting junior and mid-level lawyers with an unbiased work allocation process and providing meaningful feedback on work product. The report also called for transparency in promotion criteria and encourages "purposeful" networking, mentoring, and sponsorship with senior figures. Additionally, it suggested that firms challenge alcohol-based networking and socializing, foster a "speak up" culture among junior employees, and introduce leadership training to build empathy on intersectionality, race, and class.
The report was released at the beginning of South Asian Heritage Month. Nick Emmerson, president of the Law Society, highlighted the significance of South Asian Heritage Month. "South Asian Heritage Month is important as it raises awareness of the richness of South Asia’s history and culture. It also recognizes the diverse experiences and valuable contributions of South Asian communities in this country," Emmerson said. He encouraged South Asian colleagues and their allies to connect and celebrate their unique perspectives during the month.
South Asian Heritage Month runs until August 17, providing an opportunity to reflect on and address the challenges faced by South Asian professionals in the legal field and beyond.
