Pride and Humility at the Boston Bar Association

Let’s celebrate some progress.

Over a decade ago I attended a reception to welcome the Affinity Bar Associations to their new office space at the Boston Bar Association (BBA).

I felt two things.

First, a rush of camaraderie and joy to be among so many Black and brown lawyers of color.

Second, a sense that this space was actually not as diverse as it could be: there were almost no white men. 

Trust me, the BBA had many white men among its members. Where were they? 

I was so troubled by this question that I asked a few of the white men who were there. One of them said, “I wasn’t sure if white people were invited,” he told me. “I called to ask because the invitation said it was for the Affinity Bars.”

The event was actually to welcome the Affinity Bars.

A few weeks ago, I attended the BBA’s Beacon Award event. This event, I was happy to see, was packed with a racially diverse mix of attendees.

I still felt that same delight at the experience of so many people of color together. It was restorative to be in a room of people who really care about DEI, particularly at this moment when it is under attack. 

On top of the great crowd, I was inspired by the event itself: the Beacon Awards honor “individuals, organizations and corporations who are forging innovative paths toward a more diverse, equitable and inclusive community and legal profession.”

I am so grateful to have learned about the incredible leadership of Angela Onwuachi-Willig of Boston University School of Law and the initiatives of the Federal Reserve Bank of Boston. And of course I was proud to cheer for my friend Beth Chandler, President & CEO of YW Boston, as she was honored for her decades of work on DEI issues. 

I left the event struck by something else this time.

All of the honorees, in their speeches, recognized so many other people. None of them took credit for the whole award. They mentioned their teams: the faculty, administration, and students; the donors and partners; the staff. 

These are some of the most accomplished and hard-working visionaries in Boston, making a measurable impact in terms of equity and justice. And in their time in the spotlight, they demonstrated humility and inclusiveness in accepting it. They know it isn’t all about them, and they wanted us to know it too.

Kudos to the BBA for honoring people doing this work for 14 years now, and for offering this uplifting event for the community.

Pursuing DEI is hard. It’s great to have moments to celebrate the hard work of individuals and organizations. 

And I’m sure the BBA would give credit to everyone on their team who made the event such a success.

The Job of Young People

A non-profit leader I know was presented with a letter from younger employees, demanding change to what they called racist and oppressive policies and norms. 

The leader was shocked. Not just by the accusations and demands, but more by the antagonistic approach. 

Why hadn’t they asked her and other members of the leadership team to speak with them about their concerns? She could have assured them that some of their issues were fixable, and explained the challenges with some of the others so that they could collaborate on solutions. 

It hurt her that her team didn’t see her this way. She had been an advocate and organizer for mission-driven causes for her entire career. 

How had she suddenly become “The Man”? 

She wasn’t the only one. I’ve talked to several leaders who have faced internal revolt from younger employees since 2020. 

For some it was outrage over systemic racism; for others, it was return-to-work expectations that provoked an unexpected backlash. 

It’s the job of young people to push us. That’s how we make progress. 

Each generation looks at the one before and decides, do they want to live that way? How could our world be better? 

As a no-longer-young person myself, I have empathy for my peers in this position. It feels awful to be questioned about your commitment when you are used to being viewed as progressive. 

But inclusive leadership requires humility. We may know a lot, but we don’t know everything. 

A good first step is to remember that many of us behaved similarly when we were young.

Next step is to find ways to collaborate—to marry young people’s desire for change with the practical concerns of senior leadership, like keeping an organization solvent and focusing on mission.

The experience of older leaders can help to translate the vision of younger leaders into strategies to achieve a common goal.

Inclusion means everybody has something to offer—and everyone has to feel valued in order to offer what they have. We need to listen and engage, even if the ideas aren’t presented how we would like them to be. 

It hasn’t been easy or comfortable for leaders who have given space for young employees’ voices. But when people feel heard, they can begin to listen. 

The organizations that incorporate all the voices will be the most successful.

Go Public With Your Anti-Racism

Are you openly anti-racist?

Would people know that you are committed to racial justice? 

Have you shared where you are in your journey toward understanding—especially if you are white—and invited conversations about it?

Andrew Bopp, Ph.D. has. 

I caught his LinkedIn post last week, about a tactic he uses when white colleagues or family members say something biased. 

It’s an excellent piece, both because of the advice he gives about interrupting bias, and because of the vulnerable way he names the path he has been on himself. In the first sentence, he describes his “transition from an all-lives-matter-I-am-not-racist white man to a woke, pro-DEI antiracist,” and credits inspirations from his therapist to scholar Ibram Kendi. 

It’s clear that this white man is unlearning the racist and sexist “programming by society” that he grew up with, and I give him kudos for that fundamental work. And I like the approach he describes: using first-person anecdotes to provide alternative perspectives to bias, rather than directly challenging someone and risking a defensive response.

I’m also really struck by the act of posting itself. 

I don’t know Dr. Bopp, but I now know he’s a “pro-DEI antiracist.” 

Based on the active and supportive comments, other people are drawing on his example. In his responses, he continues to model curiosity, humility, and passion about building a fairer world. He’s not apologizing, hesitating, or tiptoeing. 

How often do you hear that from white voices? Especially ones with corporate job titles not explicitly related to DEI, as Dr. Bopp appears to have?

So there are three lessons here:

• the tactic for responding to a biased comment,

• the example of one person’s self-reflection and education,

• and the power of going public with all of it.

Wherever you are on your journey, let the world know about it. Invite reactions. Even if some people criticize you for it. 

Especially if you have a privileged position in your racial identity, gender identity, or job status, where criticisms aren’t likely to have a material impact on your life.

DEI’s attackers are not shy on social media and TV. Its defenders can’t afford to be either.

It’s a little bravery that makes a big difference.