Your annual performance review is tomorrow. You are assessing your prior year’s performance, and are jogging your memory for accomplishments that make you stand out among your superlative colleagues.
So what did you do last year? You “went to the mat” for your law firm by going to diversity events, interviewing diverse candidates, participating in diversity initiatives and supporting your colleagues, who are also Black attorneys in Big Law, cope with the anxiety and trauma of their Big Law experiences.
However, you notice that you did not get the chance to write that client alert that you were looking to author. It would have been the esoterica of esoterica, and you would have been proud. You were also not a part of that litigation or M&A deal that was in the Wall Street Journal. You also notice that while your colleagues made double bonus, you barely made, or did not make enough hours for bonus.
Does any of this sound familiar? If so, you may very well be the victim of the hyper-surveillance / hypo-surveillance phenomenon plaguing Black attorneys and other underrepresented groups in the Big Law community.