The shift to remote working has given many new possibilities. However, it poses interesting challenges for marginalised individuals such as those belonging to the legal team. Because legal work often involves making decisions of great magnitude, remaining discreet, and working collaboratively, being on the other side of the screen makes these factors more burdensome for someone who is already at a disadvantage.
Below are some approaches intended to enhance the performance of the marginalised workforce in a remote work legal setup without compromising on inclusivity.
It is recommended that your home office is not a mere handy arrangement; rather, its function should be to give you comfort and allow you to excel in your daily tasks. One should ensure that ergonomic furniture, proper climates, lighting, and strong technology are invested in to reduce physical and emotional stress and enhance one’s performance. For attorneys, this includes secure mechanisms for retrieving case records and interacting with clients. Such situations become even more crucial for marginalised employees who have a socially ingrained proclivity to take the heat with the tenacity to over-achieve.
It is easy to see how remote working can affect the home life of an employee with a disengaged manager. For employees belonging to marginalised communities, that means having to deal with additional stress when trying to juggle tasks. Explain your availability and the resources that you require, be it mental health days, a change in working hours, or simple modifications. If you're integrated into a bigger law practice, say what you think in a video meeting or through email to ensure they hear your voice in the discussions.
Being a marginalised employee in the legal profession can feel like a lonely place, especially now that most of the work is done virtually. Look for people willing to help you, understand the battles you are facing, and are willing to help you win them. Most law firms and legal entities have affinity groups or diversity programs through which you can meet and socialise with them. Such connections would assist you in gaining assurance and becoming a place where you can seek help regarding your career.
In relation to a factor such as the culture within a team where people don't easily miss out on assignments during meetings in a remote work context, workplace bias is, in some cases, increased rather than dispelled. Legal practitioners attempt to resolve issues with the use of interference, and this is very relevant when attempting to address microaggressions. In the event you come across discriminatory conduct, keep a record of the incidents and file reports through the appropriate channels within your organisation. Also, many workplaces in the legal field have systemic mechanisms as well as other means to fight biases and promote inclusivity.
In the case of remote work, being known (visibility) is one of the factors that influence career growth. Tap into tech tools to promote your work and relationships. Go ahead to be proactive during virtual company team meetings, for instance, on interesting features of legal aspects of cases, and get involved in the discussions that happen online. Use sites where documents are written collaboratively or video calls to show your proficiency to others.
Being an underrepresented employee and working from home sometimes causes mental distress. Since the nature of legal work is such that there is pressure on free time, it is wise to add work-life balance strategies into your schedule. Don’t hesitate to get help from a psychologist if there’s a need, especially if they are aware of your geopolitics. InPsychful is a Singapore-based psychological service that customises programs for employees so they can remove barriers to their participation in the workplace and increase their resilience – resources of this sort are especially helpful for lawyers.
This situation arises knowing your rights as an employee, whether a contractor or an employee of the firm. This involves knowing your rights in the workplace, or virtual discrimination, for that matter. Most likely, you have an understanding of employment discrimination as you are a legal professional, but do not shy away from HR or legal references if you sense discrimination. However, there should be valid grounds for doing this. Knowing anti-discrimination laws can give you the confidence to effectively pursue advocacy, whether aiming at yourself or on behalf of another person.
Try to enhance the legal workplace through activism for inclusion at any level. This may include participation in diversity committees, providing constructive insights into the company operations, or performing employee training for underprivileged groups. However, even remote workplaces can implement various diversity initiatives, be it virtual engagement or hiring policies.
Legal work from home opens opportunities for creativity and flexibility, but this also means that some deliberate efforts have to be made to level the playing field for marginalised employees. This can be achieved by setting limits, using available mechanisms, and voicing out the need for inclusivity. We need to move in step with the industry and protect the remote working culture as a goal as well for the whole legal work team.
Finally, remember that advocacy and participation change attitudes for the better in regard to the legal profession and its inclusion.
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