post 39

There are a wide variety of practices that needs to occur in order for there to be a balance between family and work. Not only for there to be a balance between family and work but also for equity between men and women. In the reading Gender on Trial, Holly English describes her new vision for the future. In the reading she addresses points to ending inequality in the workplace. The first point that she addresses is how legal services are “delivered.” Men and women should be able to work together and create a “healthy environment.” There should be a positive relationship between men and women in the occupation so that there is no stereotype and other negative accusations between both genders. Also, there should not have to be a definition for the term “real lawyer.” There should be new “traits that makes a good lawyer.” Holly English recommends that if the profession is able to re define the traits to a person being a “good lawyer” it gives each individual the opportunity to bring in and incorporate new “approaches” for their practices. A change in the ideal of authority and leadership can also contribute to ending the inequity between both genders. Men and women can benefit in leadership styles and management. Women and men can work together in high position of authority to create a more sufficient and positive workplace. A different view on commitment and parenthood can help improve balance and equality as well. Mothers and fathers that work in the law profession and request reduced hours will considered to be a “good father” or “good mother” and still be praised for their legal work instead of being put down negatively. Also, if society and people are able to look beyond traditional stereotypes it will contribute and aid in ending inequality between men and women workers.

Post 38

Judge Jane M. Bolin was born April 11, 1908 in Poughkeepsie, New York.
Judge Jane M. was America’s first African American to graduate for “Yale Law School.” Being the first African American women to graduate Yale Law School and also to be the first African American women to pass and join the “New York City Bar Association,” Bolin opened a door for minorities. Not only was she the first African American women to join the City Bar Association, Judge Jane M. Bolin was the first African American women to join the “city’s law department.” In the year of 1937, Judge Jane M. Bolin was then given the opportunity and was named the “Assistant Corporation Counsel for the City of New York.” Mayor LaGuardia, recognized Judge Jane M. Bolin success and appointed her as the “judge of the Domestic Relations Court.” Judge Jane M. Bolin was the first African American woman to become a judge in the United States. There she served as a successful “judge for 40 years.”

In 1971 another women was recognized as being successful. Bella Abzug was a “graduate of Hunter College and Columbia University Law School.” Bella Abzug, in 1971, was elected to Congress. She was elected to Congress to serve as a representative from “New York's 19th district.” According to “ Women in The Practice Law,” Bella Abzug was always known for her talent in the “house as a labor lawyer.” She believed and fought for civil rights and women’s rights. Bella had organized a “Women strike for peace.” She also went against the Vietnam war which “called a withdrawal in the troops.” Bella contributed a great deal of effort for civil rights and women rights. She created and presented a book which goes in depth of her arguments and experiences. Bella Abzug wrote and always spoke for those “of the unheard voices.”

Post 37

The report, “Charting Our Progress, by the American Bar Association Commission on Women in the Profession,” holds many similarities with the reading, Gender on Trial. Although, it is a struggle for women in the areas of advancement, the percentage of women entering this particular profession has increased. Women entering “law schools, law firm partnership, general counselors, and judiciary” (Charting our Progress) continues to increase. Gender has always viewed and stereotypes has always been placed on each gender. Women in particular still holds particular stereotypes of femininity. The findings from the reading and from the report, states that women are still perceived based on stereotypes. Still women are perceived as “too bossy, too aggressive, not aggressive enough, too emotional, or too strident” (Charting our Progress). As explained in the readings and in the report women are still trying to balance work and family. Although, research as shown that more occupations are becoming more flexible with work and family. Women still believe that it is too risky to work part time or flexible hours. Women still believe that their position is at risk if they choose to flex hours or choose to work part time. The reading also explains how those who take these chances are often not considered to be “real lawyers” (Gender on Trial). Workers believe that their chances for opportunity is limited as well as “promotions” (Charting Our Progress). These two readings also addresses the inequality of diversity. Women of color, gays, and lesbians, experience a greater struggle when working in law professions. Also, elder women who are just entering into law professions have difficulty in areas of advancement as well. Some recommendations that both these readings present are to be flexible and create a new vision for the future. Creating more diversity in the work areas and getting rid of the glass ceiling. I believe that these few recommendations can aid in improving the inequity in women workers.

post 36

The glass ceiling has been cracked however, never broken. Women have always competed against men in their professions. Although, there is a rise in women graduating and working, women still have not yet reached to break the glass ceiling. It is a challenge for women to break the glass ceiling because women experience more problems then men. One of the big issues that women experience is time. In order to reach the top it requires very long work weeks. It is easier for men to work these long hours because men are not traditionally nurtures. Since the traditional role for women is to be nurtures, it takes time to attend to parenting. Since women are being required to work long extensive hours and go through the stereotypes and struggles some women end up ending their position. According to the recording, corporate America requires workers to work long hours during the week which causes women to end their jobs. Women observe how challenging it can be and sometimes quit because they want to have a life and have time for family. I believe that corporate America can’t lure women back into workforce because of the time that is required. For women that have responsibilities such as parenting, corporate America would not be able to retrieve these workers unless the requirement of hours is decreased. However, women who have children and have already raised their children re enter into corporate America. Some women create their own business as a way of re entering into corporate America. Though men are still considered to be the ideal workers, women workers are continuing to increase. However, even though these women workers are continuing to increasing there are those who still decide to leave corporate America because of the stress that remains within it. At what time will the glass ceiling be broken? It is a very difficult journey for women to over take this goal.

Post 35

The document that was present by the Equal Employment Opportunity Commission, presents practices that can improve family and work. As we know women who work fulltime hours and are mothers, are put at a huge disadvantage for more opportunities at work. After giving birth to a child management styles and leadership styles change for some women at work according to Gender on Trial. Also, time becomes a huge factor in parenting. This is where work and home conflict with each other. Mothers have to choose whether to spend more time at work, working full time hours. Or spending a lot of their time at home with their child or children. If mothers take the role to spend more time at home rather then work means that their hours are reduced or they made the transition to part time. This transition however, can create problems in the areas for advancement according to the reading, Gender on Trial. In the document written by, Joanna L. Grossman it proposes practices that can improve “workers ability to balance family and work.” Joanna L. Grossman document proposes that companies go “beyond” to adopt practices that will improve these workers situations. By creating a family friendly environment and workplace can help improve the workers performance. Not only can this type of workplace can improve workers performance, it can also improve the balance between family and work. This allows the workers to have the opportunity to flex hours or reduce their work hours without having to stress if they will be able to have the same opportunity for advancement. Men and women experience this challenge. However, according to Joanna Grossman, it is more likely found in women. Child care responsibilities, whether it is their own child or aging parents, is a responsibility that most women experience. Practicing in some of the recommendations that the EEOC presents can help improve the balancing between work and family.

Post 34

Juggling work and family came be difficult for mothers and fathers. As explained in our reading and the material that was presented, trying to balance family and work can hurt a woman’s career. According to Joan Williams, the press and media displays a pretty “distorted impression of work and family.” The impression that the media portrays to society is misleading. In the video clip, Joan William categorizes family and work into three different classes. The first group is the low wage women, then the missing middle, and last the professional women. With these three different groups women experience a variety of struggles. The low wage women get hit the hardest when it comes to juggling work and family. This group usually consist of single mother women. The reason low wage women are at a high disadvantage, is because they usually they rely on friends or family members for child care arrangements. As read previously in our reading, child care arrangements are more likely to break down then any other care arrangements. According to Joan Williams, the children of this group or more likely to experience illness and health issues. They are also more likely not to have health insurance. These findings presented by Joan William correlates with material from the reading, Gender on Trial because both explains the struggle and challenges these mothers face when working in inflexible work places. Joan William also explains the issues of the missing middle women. These women are usually married however, those who are married “experience a high divorce rate” (Joan William). The reason for this is both the father and mother usually work. However, to try and balance work and family, they “tag team” in child care arrangements. When one get off of work the other leaves for work. This hurts the relationship of the two simply because there is no balance with work and family. They do not have the time to spend with each other as a whole. The last group that Joan mentioned was the professional women. These women work long hours and many are viewed as “unhappy.” Usually, the reason that women quit their job is because they want to be the nurtures and primary caregiver for their child. Also, because men are viewed as the “breadwinners” and according to Joan William, men usually work the longest hours 50 to 60 per week. Women therefore, quit there job so that their partner can work the long hours. In the reading, “Gender on Trial,” it also states that men are the “breadwinners” and women traditional roles are to be “nurturers.” Both the reading and the material explains and demonstrates how balancing work and family can be challenging and also bring problems. In one report a women who was working for a small job ended up giving birth early to her premature child. She was then laid off from work after they told her she still had her position and was getting maternity leave. Women experience situations like this in many workplaces. Some occupations are stern about time off, flexible hours, reduced hours, and part time. Work/ life balance is a big issue that many parents face.

Post 33

Opportunities in advancement for women is not easy. Women are still perceived to be incompetent in the eyes of men. Women advancing in the legal profession is slowly rising however, the glass ceiling still has not been broken. Many women are advancing in the field in of law however, in order for these women to get these advancement they go through a lot of challenges and struggles. One woman who has advanced significantly is Sonia Sotomayor. Though a good example that shows how gender is an issue with justice and law is the example that Sonia Sotomayor stated, “there is only one woman in the Justice Supreme Court.” Women are still not getting the equal opportunity for advancement which pushes them in some cases to leave these big firms. In the report, “Women's History Month: Cracking The Glass Ceiling One Client At A Time,” the women who was previously working for a large firm had to end their positions there in order to take it upon themselves to advance in the legal profession. Therefore, these two women started their own firm. They ran the risk of a pay cut, in which they received, however, they were given the opportunity for advancement. Hilary Clinton has also opened new doors for advancement for women. Sarah Palin has also contributed to areas for advancement for women. She was able to advance to a nominee for a position in the Vice Presidential position. Some challenges that these women run into or has experienced is stereotype and judgments. Like Sonia Sotomayar these women who experience these advancement experience media attention and strict criticism. Another challenge that women experience is inequity in treatment. Women constantly are put to the test to prove their competency. Another challenge that these women face is juggling work and family. These women who work in the legal profession and who has children, biggest challenge in separating the two as well as juggling work and parenting.

post 32

In the year of 2000, 64.5 percent of women lawyers believed that combing the “roles of a lawyer with that of a wife and mother” (Gender on Trail, pg. 222). Women are more likely to serve as primary caregivers rather than the spouse or father. However, when both parties are working full time hours they are “unable to focus” (pg.223). The traditional values of motherhood for women lawyers can conflict with management styles at work. For an example, there was a successful attorney who found out that she was pregnant. However, she did not say anything to no one about her pregnancy until she was about seven months pregnant. Once she finally said and gave the news, the “head of the management committee” responded by stating how she “seemed so professional” (Gender on Trial, pg. 228). Her type of management style was the aggressive (man) style however, once she became pregnant and gave birth her management style conflicted with the “nurturing mother” style. Men who have children most of their wives don’t work. Therefore, they are able to work long full time hours. However, for the mother she is sometimes pushed to work part time to nurture her child. Women who are high in power with children are “viewed as suspect parents” (Gender on Trial, pg. 230) more then men. Women who are high in power with children experience “hurtful assumptions” from her co workers. Women high in power either down play her position to “maximize her “good mother” role. Or she is pushed to down play her “mother role” to maximize her “position” (Gender on Trial, pg. 231). Women lawyers try not to show their “motherly type” in the workplace. For an example, a mother who was a lawyer tried not to talk about her kids and show pictures of her children. She did this little test to see if she would advance in the direction she was planning.

blog 31

Just like in every other jobs some things comes up, some things change, and sometimes a person is not able to work full time. Working with in the field of the law and working part-time causes different sets of commotion. Lawyers working part-time hours are not viewed by full time employers as a “real lawyer.” Women in the law especially experience this type of labeling because they are considered to be nurtures. Work/life balance is a problem mainly for women in the legal field. Other employees working in this field view part time employees as inequitable and there is not commitment. Being a women and requesting to flex hours can serve as a disadvantage to the mother. According to the reading, working part time can be perceived as that lawyers dedication. If a person request to have their hours flexed or reduced others may look at that person as if they are not dedicated to their job. Being a mother, it is important to try and balance work and her family life. It becomes difficult because if a woman does ask for this change of schedule then she is at risk of “pulling herself out of the race” (Gender on Trial, pg. 203). Those who began to work part time or reduced hours then often complain, according to “Gender on Trial.” They began to feel as if they are perceived as being “less visible, important, and worthy than others” (Gender on Trial, pg. 203). These mothers and individuals who request a part time or reduced schedule run the risk of not getting the best assignments. The also run the risk of not being able to “make partner” (Gender on Trial, pg. 204). Their opportunities become limited and the chance to advance in the business is a small possibility. Mothers who try and balance their family and work life is placed at a disadvantage within their company.

blog 30

According to the reading, Gender on Trial, leadership styles have been limited for women and increased for men. Leadership styles have served as disadvantage to women and advantage for men lawyers. Part of the problem today in law, is that there are not as many women who hold a high position. Due to the gender gap and gender expectations women are now at a stand still. In the video clip, “Shared Leadership: The Value Women Leaders Bring,” it was explained how women do not get the same opportunity as men. It explained how our country could benefit if women also held higher positions. However, that is still not accomplished. In the same video clip, the interviewee stated that “the glass ceiling has never been broken.” In my opinion I do not believe that it has been broken too. Just as she stated it may have been cracked but never broken. Due to stereotypes that men place on women, it is going to be a struggle for a women to finally reach and break the glass ceiling. The pipeline theory has not been proven right for women. The myth that if “they are able to get enough women at the lower levels of the pipeline then they will come out on top” is not correct. Women are still at the lower levels of the pipeline and still have not gotten the same opportunity for equality. If women were given the chance there would be many positive outcomes. One would be equality, advancement, and more opportunities for both genders.
Women bring different experiences and different styles of managing to the table. In the reading it presents that if women “talk in the ways that are expected of women,” then that woman is liked but not respected. However, if a woman of authority talk in a way that is “expected of a man,” then she is “not likely to be liked, but is respected.” The conventional views of leadership styles projects that men are more “expected to be aggressive” and women are not suppose to show signs of aggression. Women are to project signs of “nurture and inclusive” (Gender on Trial, pg. 115). This serves as a disadvantage to women because if they show signs of aggression it is “double bind.” It contradicts the gender expectations of women being nurtures, nice, kind, and “supportive behaviors.” It is an advantage to men because men are already perceived to be the aggressive ones. These expectation for both genders frame expected leadership behaviors. Women are expected to take the “nice” style approach when managing. This approach is expected because it is the more “caring, supportive” approach. When women take a different approach of managing such as the aggressive approach she may be looked at as a “bitch” and not following the norms of femininity. The stereotype of women behavior does not expect women to be aggressive. For an example, I work for a bank and there were three male vice presidents who ran the floor. However, when one of the male vice presidents moved to a different site, the bank hired a woman. When we were in our meeting everyone was wondering who she was. No one expected her to hold the position she was holding. My first perception of her without hearing her speak was that she was going to be nice. However, when in a meeting she was very aggressive and did not display the “nice style” approach. Therefore, my immediate thought of her was that she was rude and mean. Due to stereotype and what we were taught our roles as a female are since birth added to my perception of her. Though now, I understand her style of approach and I soon grew to adjust to her managing style.
Another style of management, in which personally if I were asked to choose a style, would be the “middle of the road approach.” This style of management I personally like and would prefer is because it incorporate a little of both of the other styles of managing. With this style of managing it allows the person to “be assertive and also graceful.” It gives the opportunity to “command respect and yet still be fun to be around.”

Blog 29

Being a woman, especially a woman of color, holds a lot of stereotypes and expectations. After listening to the report, “Why So Few Minority Women Stay at Law Firms,” I had noticed many similarities as well as differences compared to the reading. Some similarities that I observed were how the women were treated by men. Still women of color are getting the same treatment as far as stereotypes and harassment goes. women in general that works in law receive a great deal of stereotypes and harassment. Although, the level of harassment between a woman of color and a white woman may differ, both races still are stereotyped. However, the difference is that women of color have to work twice as hard. According to the report, there are only 4 percent of minorities in the law firm. Some law firms are trying to work on employing more women of color, however, because of the inequality and struggle women of color is put through, forces them to leave their job. From the report most of the women stated that “it wasn’t worth it.” The treatment that these women are put through makes them feel as if the position is not worth being disrespected. How can a person work for justice but yet does not display justice within each other? The whole purpose of lawyers is to fight for justice. It confuses me to observe and hear about lawyers practicing this act of injustice when they are taught and fighting for justice in cases. Women of all races should be equally treated. Women of color should have the same equality as everyone else. In the report, a woman stated that the reason minorities leave is because it is exhausting, stereotypical, and biased. If lawyers can’t display justice within themselves how can they stand and fight for justice for their clients.

Blog 28

Sonia Sotomayor, an intelligent woman from the Hispanic decent, experienced harsh criticism by a republican writer, Jeffrey Rosen. Being a woman in a superior position can bring a lot of criticism, judgment, and media attention. Sonia Sotomayor is now a member of the Supreme Court. She has experienced many negative comments and stereotypes because she is a woman and is also Puerto Rican. Some men do not believe that women should hold the same power as they do. I believe Sonia Sotomayor is being criticized only because men are afraid that it will be a turning point for women and minorities. In the report that Jeffrey Rosen presented stated a lot of negative critiques about Sonia Sotomayor. It explained however, that Sonia Sotomayor was “too vain, too temperamental, and too stupid.” She was critique in this way only because she is a woman. Men feel the need that women should prove their intelligence. Men believe that women are incompetent until proven otherwise. Jeffrey Rosen proposed this information to the media after he cropped out quotes. The actual documents that was given to him also had presented how Sonia Sotomayor was smart. By Jeffrey Rosen not presenting this information and only presenting the negative critiques, proved how men do not want women to be seen as competent. They describe Sonia Sotomayor as temperamental. This reflects on how men and women are portrayed. Sonia Sotomayor is not allowed to be toughed because if she portrays to be tough then according to men, she is considered to be temperamental. However, it is allowed for men to be toughed. If a male judge is tough then they are portrayed positively. In the report it compares Sonia Sotomayor to Scalia. Since Scalia is a male, it is ok for him to ask hard questions, be tough, and “duel harshly with litigants.” However, if Sonia Sotomayor does exactly the same thing she is picked out to be mean, too harsh, temperamental, and difficult.

blog 27

The competency gap remains between men and women in law. Women have always portrayed to be the ones who were not intelligent. They were portrayed to be the housewife (Mona Lisa Smile). Society has created many stereotypes and perceptions of women. Male continues to be the dominant ones in workplaces. Men continue to hold the superior positions in law and continue to be the hierarchy. If this was not the case and women were equal to men, we would have had a history of multiple female presidents for the United States. Women have to work hard to earn their title and position. Women have to struggle and fight harder to gain respect and status. Most importantly women is constantly put to the test to prove their competency. Women lawyers are looked down upon when it comes to intelligence. When running against a male lawyer in a case, the male lawyer feels that he has power over the female. Women is portrayed to be as less incompetent then men. In cases men try to use their stereotypical “power over women” to win cases. Some men automatically believe that women lawyers or judges are “idiots” (pg. 81). It gives women the advantage to prove them wrong. However, is that what women are always fighting to do? Prove men wrong? It is unfair that women have to go through this struggle. In that profession some men constantly underestimates women competency. Still today, women are perceived to be weaker then men and has to “prove themselves otherwise.” This type of behavior is not only directed towards lawyers but also towards women judges. Sonia Sotomayor experienced this type of judgment herself with Sen. Lindsey Graham. While sitting in front of Sen. Lindsey Graham, Sonia Sotomayor was attacked with critiques. To me, I believe that Sen. Lindsey Graham was trying to show power and authority of men. When will the day come for women to have the same power, respect, and authority as men do?

Blog 26

“Men continue to dominate” (Gender on Trial, pg. 78) the profession of law. Male dominance and power is observed in that particular profession. Men assisting women lawyers are still looked at to be the superior ones rather then the female. In the reading, there was one incident when the lawyer discussing information and had a male assisting her. During this time she was speaking, eye contact was on the male. Eye contact as stated in the reading means “validity.” No eye contact sends a message of “dismissive” (Gender on Trial, pg. 79). Men role in assisting women is obvious. Men are the superior ones, the ones automatically receive respect, most competent, and have more power then women. Men is considered to be the leaders, therefore portrays to be the role models for women lawyers. Women are constantly undermined. This reflects to the law being a gendered organization because women are not getting the same creditably and respect as men do. Women are constantly being underestimated and their status does not get the same respect as men do. Not only is it towards gender but those of another race is greatly impacted with the perception of competence. It is bad enough that women are not seen as competent but as far as those who are minorities, competence is “complex.” Still women are not receive the same equality as men. For an example, in the reading a woman who was the managing partner of her firm had vendors come would take a seat and sit faced towards the “male partners” without recognizing her. She would have to inform the vendors of her status and their “body language shifted.” People first perception and thought of a lawyer is male. That is because of tradition and history and the roles of women. Although, this firm is trying to close the gender gap, it still is a gendered organization.

Post 25

Sexualized behavior is a “weapon” that is used in many workplaces. This “weapon in the arsenal” can be a benefit for women or it can create a downfall as well. Sexuality is presented everywhere and especially in media. Media presents women lawyers as sexy and beautiful. Women sometimes use their sexuality to get what they want. Some benefits women get when using their sexuality can be advancement. Women sometimes to gain advancement in their careers “flirt to facilitate relationships with colleagues” (Gender on Trial, pg. 42). Women lawyers sometimes use their charm to create relationships with clients as well. In the reading one male lawyer stated if he were presenting a case and observed a women lawyer flirting or using her “little girl charm” (pg. 42), he would say she has the advantage over him. Women know that their sexuality can benefit them. Some women even know how to dress for different judges. One female lawyer stated in the reading she was informed she was getting a certain judge for her case. Therefore, she stated she was going to wear a shorter skirt for him. There was another lawyer that noticed a correlation with sexuality and benefits, so when she was on trial she noticed a certain jury was looking at her therefore, she raised her skirt up a little. Women are aware of these benefits to their sexuality. However, there are not going to always be pros to using their sexuality as a weapon. Using sexuality as a weapon opens up stereotypes about women professionalism. Using sexuality can hurt a lawyers profession, it is “too risky” (pg. 44).Women have to know when and when not to use their sexuality for advancement. Some people approve of it and some disagree with it. Some of those who start working and main priority is to use their sexuality will “slide down a slippery slope” (Gender on Trial, pg. 43).

Blog 24

Interviewing my cousin, who is currently a law student, advised me that the best advice to give is, “don’t give up.” Jamila Anderson, my cousin, is a African American women. She stated that being in law school is a struggle and is very challenging. One of the questions that I asked her was how did she feel being a women of color and studying law. She stated to me that it is difficult because her peers expect more from her. She advised to me that she is pushed to work harder. She informed me that she does experience some cases of discrimination against women. Jamila stated that women in law is invisibility evaluated differently then the men. Women have to pay close attention and have to constantly try to prove themselves that they are equal to men.
According to the reading, there is little question that women are able to do “legal work as well as men” (Gender on Trial, pg. 75). Today there is still a “genderation gap” (Gender on Trial, pg. 76). For women lawyers being in a male dominant occupation creates a sense of “oddness” (pg. 78). I presented this information to my interviewee, once I asked is she felt odd being in a male dominant occupation, she stated that it only encourages her to strive further. I asked Jamila what is her primary goal, she responded stated that she wants her own law firm. The reason why she want to create her own law firm is because she does not want to be under another rules and experience stereotypes and demeaning judgments. In the reading, it states that women are under “strict scrutiny.” In male dominant areas, women are more closely watched then men. Women are underestimated about their performance in work. Due to gender and traditional roles and stereotypes women in law is put at a disadvantage which requires them to work harder then men.

Blog 23

According to the recording, The Fashion Laws of Politics, “clothing and style is an important political weapon.” Clothing can be misinterpreted and can be judged. The type of clothing that women lawyers or politicians wear is symbolic. With the first lady Michelle Obama, Obama style is said to be modern and progressive. According to The Fashion Laws of Politics, she wears a lot of dresses and not traditional suits of Washington. Michelle Obama wears a lot of clothing that shows her curves, which is not traditional. One speaker in the recording identified Michelle Obama style with race. Stating that culturally, Michelle Obama is representing the black style of dressing. In the reading, Gender on Trial, women began to “reject” the “faux-male power suits.” Women lawyers, at first, paid close attention to what they wore to work however, now there has been a turning point in style. Casual dress is not as popular as it use to be. Casual dressing caused different perceptions and confusion. In the reading it argues how a women appearance can bring questions. Depending how a women lawyer or politician is dressed questions “reliability” (Gender On Trial, pg. 28). Politicians or lawyers dressing holds a mass variety of risks. Some lawyers do not agree with the new style of dressing women lawyers are undergoing. In the reading, one older lawyer believed that a younger female lawyer was dressed too provocative. More of the older female lawyers are more conservative while the younger lawyers style is more modern or sometimes appear to be “sexy” (Gender on Trial, pg. 30). Women are always under constant watch. A women appearance can project a great amount of assumptions for the watching. Women in power have to pay close watch to their style of dressing such as for Michelle Obama. Michelle has to make sure that she remains professional and not project a threatening appearance.

Blog 22- Women Lawyers

Sonia Sotomayor is a strong Puerto Rican woman who was raised in South Bronx. Sonia Sotomayor childhood was an ordinary childhood that those in poverty experience. She lived in South Bronx public housing projects. Sonia Sotomayor lived in a single parented home after her father passed away. Sonia Sotomayor became who she is today because of her mother. Her mother was a strong believer in education, she believed “education is the key to everything” (A biological sketch of Sonia Sotomayor, video clip). Sonia Sotomayor became very interested in education because she believed if it was the key to everything then she would be able to do everything. Sonia Sotomayor did not believe she was a minority until she went to college. In the video clip she stated “I didn’t think of myself as a minority, didn’t know I had a sense of limitation.” Sonia soon learned that she had a limitation once she started at the university. Since she learned how to speak Spanish before English, Sonia Sotomayor had “complex sentence structure” when writing in English. Sonia Sotomayor became the 1st federal judge of Hispanic decent in 1992. Now, Sonia Sotomayor serves in the Supreme Court.
Gender and race was used towards Sonia Sotomayor to evaluate her qualifications. In a you tube video called, “Conservatives Call Sotomayor A Puerto Rican Terrorist” argued that she supported violent Puerto Rican terrorist. The media linked her to the Puerto Rican terrorist because she is from that race. Sonia Sotomayor also was verbally attack by Sen. Lindsey Graham when evaluating her performance as a judge. Some comments that were made towards her was that she was “difficult and challenging, terror on the bench, angry, overly aggressive, abusive towards lawyers, and temperament.” She was attacked by the same man who suggest John McCain for president, “who is legendary for temperament problems” (video clip, Sen. Graham Gets Personal with Sonia Sotomayor).