The Link between Well-Being & Inclusion, 0620 COBJ, Vol. 49, No. 6 Pg. 19
| Author | BY PATTY POWELL |
| Position | Vol. 49, 6 [Page 19] |
WELLNESS
BY PATTY POWELL
Diversity and inclusion are vital aspects of well-being because each person contributes uniquely valuable strengths to their community that help everyone thrive together. Research shows that the inclusivity skills people gain from diverse relationships leads to greater well-being
—Whitney Hopler, communications director for George Mason University Center for the Advancement of Well-Being
Inclusivity is my well-being
—From poster created by staff at George Mason University
Compared to other professionals, lawyers experience higher rates of substance abuse and mental health distress. At the same time, the profession sits at the bottom of all major professions in terms of diversity and inclusion.1 A closer look at the data sounds the alarm bell regarding the extent to which we face challenges on both fronts.
In 2016, the ABA Commission on Lawyer Assistance Programs and the Hazelden Betty Ford Foundation released the "first national study on attorney substance abuse and mental health concerns."2 This study reported that 21% of attorneys are problem drinkers, 28% have some form of depression, and 19% exhibit signs of anxiety.[3] The study also reported that in the first 10 years of practice, younger attorneys demonstrate a higher incidence of problem drinking, depression, and anxiety than their older peers.[4] This finding is contrary to the former prevailing notion that only older, more experienced attorneys fall prey to these conditions, and lends credence to the growing concern that unhealthy coping habits begin in law school.
The statistics regarding compositional diversity in the legal profession are also sobering. According to a 2019 ABA report, 64% of lawyers are men and 36% are women, while 85% of lawyers are white, 5% are African American, 5% are Latinx, and 2% are Asian.5 In the general population, 77% of U.S. residents are white, 13% are African American, 18% are Latinx, and 6% are Asian.6 Over the years, many efforts have been undertaken to increase the number of diverse lawyers entering and remaining in the profession, including the formation of nonprofits dedicated to legal diversity and inclusion, trainings, and surveys. However, the retention rate for women and people of color in legal workplaces continues to lag behind other major professions.7 Whatever progress has been made can only be calculated in very small increments.
Perhaps the key to effectively addressing diversity and inclusion in the legal profession is hiding in plain sight. If leaders of legal organizations focus on creating more inclusive work environments, the overall well-being of individual employees and the organization will be enhanced. The reverse is also true. Organizations that promote the professional well-being of their workers naturally feel more inclusive.
Well-Being beyond Physical Health Initiatives
Unlike corporations and nonprofits that have made strides in developing comprehensive well-being programs, ranging from offering financial planning, time off to pursue volunteer oriented passions, to on site meditation offerings,8 law firms that have established well-being initiatives have mostly emphasized physical health. However, creating conditions that empower all employees to be their authentic selves and contribute their unique perspectives to the...
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