Old Law Firm Partners Can't Tell Ethnic Summers Apart

Numerous African-American, South Asian, East Asian, Hispanic and other minority summer associates from around the country have reported that, largely speaking, their summers have been rewarding and enjoyable. Many of their employers have stressed the importance of diversity and most firms had a special mentoring program for associates of color. However, a common complaint among the hundreds of people interviewed for this article was that partners, especially the eldest ones, couldn't seem to tell them apart from others with similarly dark skin.

"I understand that my summer class was large and that is wasn't easy for partners to learn all of our names," said Amir Patel, a 3L at the New York University School of Law. "However, by the 12th week of our program you'd think bankruptcy partner Sam Fitzgerald would stop calling me Raj, the name of the only other Indian guy in our class."

Minority summers also reported that younger associates often would have to correct partners when they confused ethnic summers in stories they told.

According to summer associate Joshua Patterson: "One time [Litigation Partner Bill] Weinstein was going on and on about how Tomica did great work for him. 'Tomica put together this great memo and Tomica performed impressive legal research,' he said. When a 3rd year litigation associate responded that Tomica has been in corporate the whole summer Bill replied 'Oh maybe it was Shauna then. Or Aisha. I can't remember.' I am not sure if his forgetfulness was due to senility, racism or a little bit of both."

Worse for summer associates of color was when partners would confuse them with people who weren't even members of their race or ethnicity.

"Really, do I even look like I'm my name is Jose," said Charles Chow, a Chinese-American law student at George Washington, referring to a partner's failure to properly recall his name. "I am Asian. How fucking simple is that?"

For some summers the failure of partners to differentiate them from other minority lawyers is not the most degrading thing that can happen. According to Columbia 3L Carlos Guitierrez, senior firm partners would sometimes confuse him with members of the cleaning staff.

"I remember it was at our firm's annual prom where we all were dressed in formal tuxedos," recalled a still clearly upset Guitierrez. "Since it was really hot I took off my jacket and walked outside to get some air. I ran into a corporate partner I'd met once or twice and introduced myself as Carlos. His response: 'Hi Carlos, would you mind refilling this scotch? Thanks amigo.' What a douche nozzle."

After receiving complaints, firms have responded with increased sensitivity training and diversity-themed events. However, many recruiting department staff and executive committee members have conceded that trying to change the behavior of old, intractable partners isn't easy.

"Try telling a partner who practiced law before the Civil Rights Act was passed that Chinese, Japanese and Korean are not 'all the same thing,'" remarked Donna Johnson, a diversity committee member at Paul Weiss. "It ain't easy."

This explanation hasn't seemed to placate at least some of the affronted minority summers.

"Maybe I should just go up to one of the wrinkled old partners and say hi Bill," retorted Native American law student Chetan Hightower. "When he responds that his name is actually Bob I can say 'Sorry all you old, racist assholes look the same to me.' Probably wouldn't help with my offer though."