Discrimination in the legal profession

Levi Rivera

Montclair State University

Professor Aliano



Discrimination in the legal profession

Discrimination can be described as an illegal and unfair treatment of individuals based on their gender or race. Discrimination may occur in many places including workplaces, schools or even in a social place. When it comes to the legal profession, failure to hire or harass a person is considered discriminatory. Some examples include: establishing terms for employment or promotion in sexual matters, creating a hostile workplace, and making recurring acts and statements based on security factors that contribute to an uncomfortable and hostile workplace. Discrimination in the legal profession exists and majorly gives injustices to women.

Examples of discrimination and hatred in law schools are readily apparent: theoretical racial ideas; test questions that morph into homophobic jokes; graffiti in toilets; skits at various concerts; and a lack of physical accessibility. Identifying these racial situations is not difficult. Subtle racist practices that are extremely harmful and difficult to detect include: the belief that students identified by race or disability are accepted through a planned affirmative action program; the belief that students admitted to special programs are academically inferior; and the belief that students admitted to special programs are academically inferior.

In the work of the law, women's voices aren't taken into account and aren't taken into account very much at all. In some people's minds, being a woman is good because it makes you care for others and be peaceful. But it's also a good thing because it makes you care for the poor and underprivileged or know how important social protest is. Some people have said that women's unique experiences could change the fundamental principles of our legal system, as well as the system of the enemy. They say that women's lives are based on consensus, negotiation, context, and negotiation values.

Evidence suggests that women are more likely than men to hold lower- and lower-paid professions in the legal field. (Testy and Elizabeth, 2021), a Toronto-based law firm did a survey in which they discovered that women were three times more likely than men to hold lower-level legal employment. When statistics are adjusted to account that women have been summoned to the Conference on average more recently than men, women continue to have a slightly higher chance of holding lower official positions, even though men have a slightly higher chance of holding lower official positions. Nevertheless, according to a 1984 survey of Alberta lawyers, there was no statistically significant difference between the ratio of men and women working in organizations of varied sizes.

In conclusion, there is an overwhelming amount of evidence of prejudice in the legal profession. The judiciary's responsibility is to respond to the growing evidence of prejudice by developing ways to decrease and eliminate discrimination in the sector, as evidenced by the case law. The professional job of non-discrimination will be a critical component of any such strategy's implementation. The professional work can be accomplished by defining existing rules in Canadian professional codes of conduct and embracing specific non-discrimination clauses in professional codes of conduct.


Testy, K., & Elizabeth, J. B. (2021). Reflections on a New Study that Examines Discrimination and Bias Reported by Lawyers: Comment on Blanck, Hyseni, and Altunkol Wise’s National Study of the Legal Profession. American Journal of Law & Medicine47(1), 91-99.

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