Moving Forward
by Russell L. Hom, President, Asian/Pacific Bar Association of Sacramento

The Japanese language is both poetic and symbolic. Often words mean much more than their literal translation. They often characterize a way of life. The Japanese character "Kai San" literally translated means "constant improvement". In life "Kai San" reflects the concept that we must constantly work toward making our community better.

Last year, the ABA Commission on Racial and Ethnic Diversity in the Profession released a five-year report on the status of minorities in the legal profession. The findings in the report "Miles to Go 2000" suggest that we have not adhered to the concept of "Kai San." Not only have we failed to move forward, we have actually regressed with respect to the progress of minorities in the legal profession. The number of minorities graduating from law school and being appointed to the judiciary is decreasing. We are also losing ground in the advancement of attorneys of color in majority law firms. Our profession, as one of the least integrated professions, is in danger of becoming even less representative of our community.

In the last five years, minority law school enrollment has increased only 4 percent, the smallest increase in 20 years. In 1999, the number of minority law graduates in the United States dropped for the first time since 1985. The number of minorities confirmed to federal judicial positions has also stalled. As of 1997, only 6 percent of all judges, both state and federal, were members of minority groups. Last year, only seven Asian Americans served on the entire federal bench. Only 3 percent of partners at majority-owned law firms are people of color. This trend is not occurring in a vacuum. There are many reasons for this recent setback. It is imperative that the minority bar associations get the ball moving in the right direction.

We must continue to promote, support and encourage qualified minorities to seek judicial appointments. The Asian/Pacific Bar Association of Sacramento (ABAS) and the other minority bar associations can make a substantive impact on the entrance of minorities to the profession and their advancement once they are through the door. In addressing the decline in minority enrollment in law school, we need to increase our outreach efforts to the youth of our community. We can do this by serving as role models and promoting the legal profession. We must do what we can to ensure that students not only complete law school but also excel. The Unity Bar Association has started this process with the annual Diversity Career Forum. ABAS has for a number of years had an effective mentoring program in place. We can continue to support the ABAS Law Foundation and its scholarship program. We need to continue to support and improve the SCBA Minority Fellowship Program.

The issue of the paucity of minority partners in law firms is complex. The report cites as primary reasons for the lack of advancement, inadequate networking opportunities, scarcity of accessible in-house mentors among the established senior partners, "social and professional isolation" within the firm and difficulty gaining access to quality work assignments. Minority associates experience a high attrition rate in part due to the lack of minority partners to mentor associates. Without in-house mentors, associates leave the firm for other opportunities prior to becoming eligible for partnership. The problem of advancement becomes a vicious circle.

ABAS can give direct and concrete assistance in providing both networking opportunities and mentoring to our own members. Throughout the year, SCBA, the Unity Bar Association and ABAS provide a number of opportunities for members to meet, mingle and network with other, and often more established, members of our profession. We have also started the annual publication of our membership directory to promote reciprocal client referrals.

The problems identified in Miles to Go: 2000 are not problems that ABAS can solve alone. We need the assistance of other bar associations, both majority and minority, and employers who are committed to the concept of diversity. ABAS as an organization, and we as individuals, must not be complacent on the issue of diversity. We must continue to move forward and strive for "constant improvement" toward the ultimate goal of a fully integrated profession.