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Are Asian Americans considered minorities/diverse hires for the purpose of OCI and big law hiring?

No.

/thread.

.

Jk47 wrote:No.

/thread.

Asian American, 3 offers from SEMJF.

U mad ur not a minority bro?

To be fair, OP probably meant do Asians get a boost in actual hiring, and the answer is almost certainly no--at least in markets where most Asians want to go. You can't be a diversity hire if you're already over-represented.

Yes, Asians are definitely a minority. However, I don't think that is the right question that you are asking.

They don't get admission preference because they are not "underrepresented minorities." The sad fact is that for a number of schools, checking Asian for race can be a detriment.

.

Now that I'm looking at associate numbers, it seems like Asians do pretty well for themselves. They make up 9.65% of all associates at NALP law firms, compared to just 4.5% African-Americans. I don't have the exact numbers but at T-14 I'm pretty sure there aren't even close to twice as many Asians as African-Americans (it's usually something like 11% to 7%). Although I could see more Asians wanting to work at a firm.

Jk47 wrote:No.

/thread.

This is why 0Ls aren't allowed in this forum. Got 1L SA diversity interviews and callbacks as an Asian.

Anonymous User wrote:

Jk47 wrote:No.

/thread.

This is why 0Ls aren't allowed in this forum. Got 1L SA diversity interviews and callbacks as an Asian.

Exactly. Just check out the recipients of some programs. For example: Finnegan's diversity scholarship: http://www.finnegan.com/careers/summerprogram/overview

Thanks for the info everyone. I didn't realize Asians could be considered minorities in law hiring. Perhaps it is not quite the cache as being hispanic or african american, but it seems to be a plus.

jonmraz73 wrote:Thanks for the info everyone. I didn't realize Asians could be considered minorities in law hiring. Perhaps it is not quite the cache as being hispanic or african american, but it seems to be a plus.

I wouldn't even make that assumption. Having the look doesn't mean one can/will always meaningfully contribute to diversity of the firm. Having the diversity status gets you a look, it's up to what you have to offer to get you through the door.

nothing totally conclusive in the link below, but some more insight into re: representation, law firms and asian americans:

http://thecareerist.typepad.com/thecare ... wyers.html

Calm down.
What I meant was that a Biglaw employer is not going to give you a full time offer due to your racial status (in this case, Asian).
Like what the above poster said- it's all depends on the value you can bring to the firm.
Coming from a 0L with relatives at managing partner positions.
Admittedly, I did misinterpret the question. In terms of their "minority" classification.

Jk47 wrote:Calm down.
What I meant was that a Biglaw employer is not going to give you a full time offer due to your racial status (in this case, Asian).
Like what the above poster said- it's all depends on the value you can bring to the firm.
Coming from a 0L with relatives at managing partner positions.
Admittedly, I did misinterpret the question. In terms of their "minority" classification.

But diversity SA get them in the door and a lot (if not most) receive full-time offers.

..

r6_philly wrote:

Jk47 wrote:Calm down.
What I meant was that a Biglaw employer is not going to give you a full time offer due to your racial status (in this case, Asian).
Like what the above poster said- it's all depends on the value you can bring to the firm.
Coming from a 0L with relatives at managing partner positions.
Admittedly, I did misinterpret the question. In terms of their "minority" classification.

But diversity SA get them in the door and a lot (if not most) receive full-time offers.

Yes, in that sense, you can argue that there is a "boost."
However, it all depends on how well you perform during your probation period.
Also, anecdotal evidence (based on some 2Ls I have talked to, in addition to hiring managers)
indicated that if the firm did not perceive you as someone who can bring
"value," no matter how hard one worked, one would not ultimately get that final offer.
So, in my opinion (again, emphasizing that I'm a 0L, albeit relative connections), I don't think race has much to do with a firm's overall hiring objectives.

ITT Jk47 talks out of his/her ass.

.

rad lulz wrote:

Jk47 wrote:Calm down.
What I meant was that a Biglaw employer is not going to give you a full time offer due to your racial status (in this case, Asian).
Like what the above poster said- it's all depends on the value you can bring to the firm.
Coming from a 0L with relatives at managing partner positions.
Admittedly, I did misinterpret the question. In terms of their "minority" classification.

Kindly immolate yourself.

After you.

Jk47 wrote:Yes, in that sense, you can argue that there is a "boost."
However, it all depends on how well you perform during your probation period.
Also, anecdotal evidence (based on some 2Ls I have talked to, in addition to hiring managers)
indicated that if the firm did not perceive you as someone who can bring
"value," no matter how hard one worked, one would not ultimately get that final offer.
So, in my opinion (again, emphasizing that I'm a 0L, albeit relative connections), I don't think race has much to do with a firm's overall hiring objectives.

How is this different than any other diversity SA position? Pro-tip: this is a "know when to fold 'em" situation.

dailygrind wrote:

Jk47 wrote:Yes, in that sense, you can argue that there is a "boost."
However, it all depends on how well you perform during your probation period.
Also, anecdotal evidence (based on some 2Ls I have talked to, in addition to hiring managers)
indicated that if the firm did not perceive you as someone who can bring
"value," no matter how hard one worked, one would not ultimately get that final offer.
So, in my opinion (again, emphasizing that I'm a 0L, albeit relative connections), I don't think race has much to do with a firm's overall hiring objectives.

How is this different than any other diversity SA position? Pro-tip: this is a "know when to fold 'em" situation.

Okay. Point well taken.