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Does a lawyer’s social background matter?
Patti Kachidza reflects on her assumption that it didn’t – until it did. Here she discusses how her background beyond her academic excellence shaped how she was perceived and treated in a professional environment. She offers her reflections on how to handle this, so nothing derails your career.
The other day, I was looking at some of my old school photographs and realised how incredibly lucky I have been in my education towards being a lawyer. I was awarded an academic scholarship for my A levels and attended a high performing secondary school in Brisbane. At university, I earned another scholarship to study at the London School of Economics.
It was when I moved to London and joined an investment bank that I noticed how perceptions about background affected outcomes more than reality. There, I was either the first or the only black lawyer, a scenario which is not unusual- we are in Europe after all, and naturally, the majority of the population in the UK is white. Similarly, when I am travelling in Africa or the Caribbean, I am never the first or only one, but just one of the many black people.
Perhaps the experience of being part of the majority blinded me to how others, who were in the minority, were faring and what their experiences were. I realise that this is a phenomenon everywhere. Only those who are different, felt different. The majority would blithely ‘crack on’ with their daily lives, they would assume (as I did) that everyone had the same opportunities as them and would not notice that the top of organisations had no representation of any other ethnicity or diversity. It wasn’t until I embarked on my career journey in the city of London, that I realised the significance of my background. I assumed that qualifications, people skills and experience would take precedence. I thought that my string of A’s at GCSE and A levels and my respectable university passes would shield me from assumptions that I might not be good enough. The idea that anyone could ever imagine that I was an imposter who got the job as a ‘diversity hire’ never entered my mind.
However, as I navigated my early career, I quickly discovered that my background (in every sense of the word) shaped not only how I was perceived, but also how I was treated in various professional settings.
I am not ashamed of my background, but, like anyone else, there are limits to the information I am willing to share with strangers about my personal life. I was often surprised how frequently my background was brought into conversations – people could not ‘place’ me in a particular class or origin (perhaps so they could then work out how to treat me). At times, these inquiries stemmed from genuine curiosity. Other times, they revealed a deeper, more troubling narrative. I distinctly remember an incident where my team member blurted out: “I hate people like you telling me what to do.” This remark, laden with prejudice, was a stark reminder that my identity could evoke a range of reactions, some misguided and negative, but all of them seemed instinctive.
This experience taught me about self-awareness. Understanding that others may hold preconceived notions about you can be a double-edged sword. On one hand, it can motivate you to rise above stereotypes and assert your capabilities. On the other hand, it can be disheartening to realise that in the eyes of some, your background, gender or race might overshadow your qualifications and lead to you not getting a job or once there, not thriving or being promoted despite doing excellent work.
As you curate your career, it is vital to cultivate awareness—not just of your skills and ambitions, but of how your background may influence how you are rated and treated. These tips will help you to anticipate the curve balls and not let them derail your career:
- Embrace Your Identity: Your background is part of who you are. Embrace it, but do not make it the issue. People will rarely tell you their biases and motivations, anyway, so do not make it your first thought when you have those “What the heck was that?” moments .
- Build Resilience: Recognise that biases exist, but they do not define your worth. Ignore petty issues (or deal with them swiftly and constructively) so you can move past negativity and focus on doing your job well and with confidence.
- Foster Open Conversations: When appropriate, engage in discussions about diversity and background. Be careful, though. Some research suggests that some diversity training has caused unintended consequences. Some firms are now quietly scaling back their diversity and social mobility programmes because they think that enough has been said and done about diversity. This is disappointing because these conversations can challenge biases and misconceptions, and create an inclusive environment, both for you and for those around you.
- Look for Allies: There are many wonderful and balanced people who want to help build a workplace where everyone is appointed and promoted on merit. Look for these people and they can guide and help sense check how you interpret situations and how to react and plan.
Last word: be mindful that as you embark on your career path, your background will matter. It may shape opportunities and interactions in ways you do not initially expect. By being aware of these dynamics, you can build a career that both reflects your abilities and helps you to take your place in the ranks of good lawyers. And when you eventually become a leader, be sure to hire based on merit and challenge your assumptions about people who are different.
Patti Kachidza
Co-Chair, InterLaw Diversity Forum
https://www.linkedin.com/in/pattikachidza
November 2024