Intersecting Disadvantages: Race, Gender, and Age Discrimination Among Attorneys
Objective. This article explores the impact of race, gender, age, and intersectionality on attorneys’ perceptions of unfair treatment by other lawyers and on satisfaction with their legal careers. Method. Using an original survey of over 2,000 attorneys, ordered logit is utilized to analyze attorney...
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| Veröffentlicht in: | Social science quarterly 2017-11, Vol.98 (5), p.1642-1658 |
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| container_end_page | 1658 |
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| container_title | Social science quarterly |
| container_volume | 98 |
| creator | Collins, Todd A. Dumas, Tao L. Moyer, Laura P. |
| description | Objective. This article explores the impact of race, gender, age, and intersectionality on attorneys’ perceptions of unfair treatment by other lawyers and on satisfaction with their legal careers. Method. Using an original survey of over 2,000 attorneys, ordered logit is utilized to analyze attorneys’ perceptions of disparate treatment based on race, gender, and age and to test whether minority female attorneys face unique barriers within their professional relationships. Results. We find that minority women are more likely than others to perceive unfair treatment based on race, gender, and age. This also contributes to lower career satisfaction for attorneys who are women of color than for other groups. Conclusion. The findings have important implications for understanding attorney relationships and potential barriers for minority groups within a profession’s culture. These obstacles not only impact attorneys, but could also influence attorney choice for citizens and the prospects for a representative judiciary. |
| doi_str_mv | 10.1111/ssqu.12376 |
| format | Article |
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This article explores the impact of race, gender, age, and intersectionality on attorneys’ perceptions of unfair treatment by other lawyers and on satisfaction with their legal careers. Method. Using an original survey of over 2,000 attorneys, ordered logit is utilized to analyze attorneys’ perceptions of disparate treatment based on race, gender, and age and to test whether minority female attorneys face unique barriers within their professional relationships. Results. We find that minority women are more likely than others to perceive unfair treatment based on race, gender, and age. This also contributes to lower career satisfaction for attorneys who are women of color than for other groups. Conclusion. The findings have important implications for understanding attorney relationships and potential barriers for minority groups within a profession’s culture. 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This article explores the impact of race, gender, age, and intersectionality on attorneys’ perceptions of unfair treatment by other lawyers and on satisfaction with their legal careers. Method. Using an original survey of over 2,000 attorneys, ordered logit is utilized to analyze attorneys’ perceptions of disparate treatment based on race, gender, and age and to test whether minority female attorneys face unique barriers within their professional relationships. Results. We find that minority women are more likely than others to perceive unfair treatment based on race, gender, and age. This also contributes to lower career satisfaction for attorneys who are women of color than for other groups. Conclusion. The findings have important implications for understanding attorney relationships and potential barriers for minority groups within a profession’s culture. 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This article explores the impact of race, gender, age, and intersectionality on attorneys’ perceptions of unfair treatment by other lawyers and on satisfaction with their legal careers. Method. Using an original survey of over 2,000 attorneys, ordered logit is utilized to analyze attorneys’ perceptions of disparate treatment based on race, gender, and age and to test whether minority female attorneys face unique barriers within their professional relationships. Results. We find that minority women are more likely than others to perceive unfair treatment based on race, gender, and age. This also contributes to lower career satisfaction for attorneys who are women of color than for other groups. Conclusion. The findings have important implications for understanding attorney relationships and potential barriers for minority groups within a profession’s culture. 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| ispartof | Social science quarterly, 2017-11, Vol.98 (5), p.1642-1658 |
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| source | Jstor Complete Legacy; Wiley Online Library Journals Frontfile Complete; Worldwide Political Science Abstracts; Business Source Complete; Sociological Abstracts |
| subjects | Age Age discrimination Attorneys Careers Citizens Client relationships Constraints Females Gender Intersectionality Job satisfaction Judiciary Minority groups Perceptions Professional relationships Prospects Race Racism Satisfaction Sex discrimination Sexism Social Research That Matters Women |
| title | Intersecting Disadvantages: Race, Gender, and Age Discrimination Among Attorneys |
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