Some news outlets have spoken: DEI (“Diversity, Equity, Inclusion”) is dead. Even before the recent election, DEI was already sinking,

DEI began and gained momentum with the 2020 Black Lives Matter movement honoring the lives of Michael Brown and George Floyd. Corporate America and government entities soon adopted practices aligned with the tenets of DEI. MSN has reported that over half of these efforts are being pushed back by companies including Walmart, Boeing, and John Deere.

DEI departments have been cut over the last two years, and it is estimated that one-third of DEI professionals lost their jobs in 2022. 

The DEI advocates, particularly universities, are looking for ways to skirt new directives and court rulings. 

What can we as lawyers do to preserve the gains that have been achieved by DEI in the legal profession?

A good beginning might be for each of us to tell our stories--how we have experienced discrimination; how we dealt with the challenges and overcome barriers.

Revealing our histories will help underscore DEI’s tenets and put a real face on the importance of its role in the administration of justice.

Here’s my story:

I didn’t know the meaning of diversity when I was growing up, but looking back on my life, I certainly experienced times that I was the outsider, the only one, the first.

Finding myself in situations that lacked diversity has affected my view of this important issue, the way I live, and what diversity in the law means to me.

As a child in a small Pennsylvania mill town, I was the only Jewish girl in my class. In time, teachers began to rely on me as their Jewish educator. 

When Chanukah came, it was my duty to bring in the menorah (“the candle holder”) and to explain the difference between Christmas and Chanukah. While both holidays occur in proximity, they have nothing in common. So, the first thing I tried to do was to dispel this notion. Not easy!

Sure, gift giving abounds for both, but that is where it stops.

I knew a lot about Christmas. I was Mary in the holiday pageant, knew all the lyrics to the Christmas carols, and participated in caroling in my neighborhood. It was not an act of faith for me. They just needed a strong alto! Besides, I wanted to be with my friends.

Chanukah is the story of a small band of believers withstanding the onslaught of a massive army trying to kill or convert them. This band was known as the Maccabees. They stood up against religious tyranny, defending their faith. It is about oil and the light emanating from it for eight days, giving hope to my people.

As a teenager, I had the opportunity to be a part of a summer trip to Israel. I was the first in my immediate family to go, to see the important religious sites, visit family we had never met, and understand the meaning of this Jewish homeland.

Part of the obligation of being a scholarship recipient for this experience was post-trip. We each pledged to do presentations for community and religious groups on what we had learned. I developed a slide show that I showed to a Lutheran church group, a Catholic school, and school classes. My show included Christian and Bahai pictures and ones that would resonate more to Jewish groups. I had travelled to Bethlehem, Haifa, Jerusalem; I had worked on a kibbutz, picking grapes and olives. Becoming a community educator sparked an interest in interfaith conversations and awareness of other cultures.

You could say I was ahead of my time. And I am grateful that I was.

When I applied to college, it never occurred to me that I would be discriminated against. This time it was not religious-based, but gender-based. I was accepted into the University of Pennsylvania, but they did not have room in their dormitories for me. They had five dorms:  four were allocated for men, one for women. I did not know this was discrimination until many years later. I just thought it was just the way things were done.

Later, when I signed up for my student teaching assignment, I was paired with an African American young woman. We were given a list of homes that would house us in the school district we were assigned to. (You were not allowed to live in an apartment!) As Julie and I went to each home, the owners made excuses why we both couldn’t stay with them. I was the shorter of us; one family said the room would work for the “little one” but not both of us. We left the town of Elizabeth, Pennsylvania without achieving our mission of finding housing.

Julie never complained about this. I was furious!

Back at Penn State, I groused to anyone I saw about our experience. One friend knew someone on the district’s school board. We received a call from this member offering us a place to stay, an unexpected gift we graciously (and gratefully) accepted.

In my first year of law school, I stood up to answer a professor’s question and he said: “Miss Ehrenwerth, what’s a nice girl like you doing in a place like this?”!

My candidacy to be the first woman judge in St. Louis County was sparked by the realization, in a courthouse where justice was meted out on a daily basis by thirty-one judges, that there were NO women judges.

So, I ran to give visibility to this disparity, and then I won!

When I retired from the bench, I felt a sense of freedom. I could be open about my sexual orientation and joined forces with other gay attorneys, Jason Hall, Michael Colona, Keith Price, and ally Amanda McNelley to form LAWYERS FOR EQUALITY, an organization that could respond to anti-LGBTQT court practices and legislation. Eventually we were integrated into BAMSL’s Committee on Minorities. Judge Mooney gave us great inspiration, presenting his story to law firms in hopes of giving broader meaning to DEI.

As a profession, we need to keep hope alive on the Commission for Racial and Ethnic Fairness and continue supporting each other’s affinity bar associations: Mound City, Women’s Lawyers’ Association, Asian Pacific bar group, as examples.

I am so proud that Paule, Camazine & Blumenthal has a DEI committee. Two of our newer lawyers, Robert Parson and Stella Nguepnang, are African American and bring their unique experiences to our practice and culture. We learn from each other and grow in ways that we have not before. We have come together to watch a documentary on Homer Phillips Hospital, visit the St. Louis Kaplan Feldman Holocaust Museum, and to read books about racism.

If we truly believe in justice for all, we cannot let the values inherent in DEI die. Let’s re-brand it if need be. It can be about access, fairness, and opportunity. Let us not act out of fear, but rather courage. To shy away from injustices that we see is cowardly and not consistent with the oath that we each took. 

Tell me your stories and I will share them in the hope that we can keep DEI fresh and alive.

When I was asked to write an article as chair of BAMSL’s Minorities in Legal Profession Section (MILP), I contemplated on what topic to write about. I went back and forth on certain topics because I was concerned about how I would be perceived – difficult, ungrateful, a complainer. Luckily for me, I have a very supportive fiancé who always encourages me to be authentic. With that said, I am going to lay it all out and speak my truth about being a young, black, female attorney. 

I grew up in a predominantly white town in Franklin County, Missouri. In my graduating class of 2018, I was one of seven Black students. The racial makeup of the town made for a very interesting experience growing up. 

I experienced racism my entire life growing up, but the bulk of the uncomfortable comments came in high school. I remember I was in gym class when I heard two of my white, female classmates debating amongst themselves if I could tan. I heard one of them say, “I mean she’s black. Look at her skin. They don’t tan.” The other one responded, “They just call them that. Look at her, she’s brown. Let’s ask her?” My favorite experiences always centered around food. One time we went to Ponderosa to eat while we were out on a field trip. One of my white classmates brought over a plate of fried chicken and watermelon and sat it in front of me because he knew how much I loved that food. Although, I know that ignorance had a lot to do with the comments I heard growing up, they were still painful to hear. Growing up in my hometown was very exhausting for me. I thought that exhaustion would end when I became an attorney, but I was sadly mistaken. 

Like most new attorneys, I was filled with anxiety and terror when I first started practicing law. I was scared of not knowing the law well enough and anxious about messing up a client’s case. In addition to the feelings I was already experiencing, I had to deal with comments about my age and gender. The comments started in court when attorneys would call me “little girl” and “sweetie,” and most of these attorneys were older, female attorneys, and sometimes also attorneys of color. When I walked into a deposition, I was asked by opposing counsel, always a man, if I was the court reporter. When I answered no, that I worked at the firm, I then heard, “Oh, you must be the paralegal or assistant. When will the attorney be here?” 

As the years went on, the comments about my age and gender continued. As annoying as those comments were to hear, the experiences I encountered because of the color of my skin were exhausting. One of my supervisors made me cover his deposition the day it took place because he found out the deponent called black people the “N word” and wanted to get a reaction out of him by sending me. I was never asked by my supervisor if I was comfortable attending the deposition. 

The comments I have heard from colleagues and support staff over the years regarding their interaction with Black people and clients has been very troubling. “Black people don’t like gay people.” “Black people are very religious.” “Black people are so loud!” Just because you grew up with Black people or have black friends does not give you the right to make blanket assertions about an entire race of people. We are not monoliths. 

My favorite comments about my race centered around my hair. “Is that your hair?” “How long does it take to do your hair?” “My granddaughter is biracial, and we have such a hard time getting a comb through her hair. I bet you have that same problem with your hair too.” 

Unfortunately, my above experiences are just a small sample of the racism I have experienced as an attorney. I have heard similar stories from my peers. My goal in writing this article is not to criticize, but to educate others on the issues attorneys of color may face in this profession, so we can do better. With that said, I offer the following tips: 

1. Listen – Listening is one of our most important skills as an attorney. We need to actively listen to our clients so we can effectively represent them. We need to do a better job of listening to those we work with, especially our attorneys of color. You will never learn what your associate or colleague is going through if you don’t take the time to listen. For example, I was talking to a colleague about an experience I had with an opposing counsel telling me I was wrong in an area of law I wasn’t too familiar with and how I felt dumb. One of the partners overhead the conversation and came into my office to talk to me about it. He sat there and listened to me. After I was finished talking, he apologized to me about how the other attorney spoke to me and apologized to me that he, as a white, male attorney, would never understand what I go through, but he encouraged me to push through and be confident. He then talked to me about the issue, and it turns out I was right. That conversation was years ago, but it still holds a special place in my heart. 
2. Be mindful – Be mindful that your interactions are different than those of others that do not look like you and take necessary steps to make sure your attorneys of color feel comfortable, especially if you are in a supervisory role. For example, I am often asked to cover court dates in counties that I have never heard of. Growing up in Franklin County taught me there are certain towns I should stay out of, so I always look at the demographics of the county where the court is located. One time, my supervisor saw I had a court appearance in a county farther away and asked if I was comfortable attending court there. I appreciated her mindfulness and informed her I was not, so she got another associate to cover it. 
3. Be welcoming – I have worked at places that promote diversity, equity, and inclusion but have been disappointed by the lack of DEI initiatives and programs. It sends a sign that you don’t value your attorneys of color, nor does it create a welcoming environment or safe space for those attorneys to feel supported. There are firms in St. Louis who have great DEI programs who I’m sure would be more than willing to share their knowledge on the topic. The Missouri Bar is also a great resource. 

Despite my experiences, I am still proud to be a young, black, and female attorney. As exhausting as it is to be me at times, I will continue to persevere because I believe that we as a profession can do better. With that said, I hope you will join MILP in February for its free CLE regarding bias in the workplace. 

The St. Louis region had a significant shift in legal education leadership in 2024 with the appointment of two new law school deans, both women, who are taking the helm at the St. Louis-based law schools after the long tenures of their predecessors. This change reflects broader trends in the legal profession, where diversity and gender equity are increasingly prioritized. These leaders have brought fresh perspectives, leadership styles, and a commitment to shaping the future of law in St. Louis. Their appointments not only herald a new chapter for their respective schools but also represent an important moment in the region's evolving legal landscape. We are honored to feature them on our cover, and on the pages of our magazine. 

Dr. Twinette Johnson, now leading Saint Louis University School of Law, brings a deep connection to SLU Law as both an alumna and former faculty member. Her experience includes serving as Dean at University of the District of Columbia David A. Clarke School of Law, where she enhanced operations, developed community-focused programs, and provided critical student support. With a background that includes clerking for the Missouri Supreme Court and practicing at Shearman & Sterling, LLP, Dr. Johnson is advancing SLU Law’s mission with a focus on equity and excellence.

Dr. Stefanie A. Lindquist, Dean of Washington University School of Law, combines scholarly expertise with leadership experience. Before joining WashU, she directed the Center for Constitutional Design at Arizona State University and held leadership roles at the University of Georgia and the University of Texas. Her background in constitutional law, academic administration, and global initiatives equips her to lead WashU Law in fostering academic innovation and impactful research. 

These leaders are shaping the future of legal education and their institutions.

Dr. Twinette Johnson

Dean, University of Saint Louis University Law School

I am so very honored to be the Dean of Saint Louis University School of Law. They say home is where the heart is. And while I am a native New Orleanian, my heart has never left Saint Louis University and St. Louis since my mother dropped me off at SLU 32 years ago as a first-year college student. I can certainly remember her concern about leaving me in a city neither of us had ever visited. But what I remember more is her joy in watching me graduate from SLU four years later and knowing that her trust in the University was not misplaced. It is indeed a full circle and proud moment to return to the University that ushered me into adulthood and fed my passion for mission driven work. I am thrilled to return to SLU LAW - an institution of nearly two hundred years that is thriving, well situated, and poised to reach even higher heights. 

As I begin this deanship, I am often asked about my vision for SLU LAW. My vision for this great institution revolves around sustainable excellence and continued growth and innovation. But my experience tells me that the best visions are shared visions - ones that consider the hopes and aspirations of all constituents (faculty, students, staff, and alumni). Thus, I am laser focused on discovering how, together, we can position SLU LAW for advancement while recognizing our wider role in the community, particularly given my historic appointment as SLU LAW’S first black dean. 

Over the course of my career, I have often observed that the legal profession must continue to grow forward in inclusivity. For instance, women’s enrollment in law schools is at an all-time high and has continued to increase over the past several years.1 In 2024, women make up approximately 56% of students in American law schools.2 And while we continue to work to improve access to the legal profession amongst women and people of color, we face challenges in ensuring that the pathways for all marginalized individuals remain open and are even expanded so that the legal profession, in all sectors, is representative of the communities it serves. We must create more pathways for inclusivity in our profession - pathways that shatter glass ceilings, eliminate glass cliffs, and welcome authenticity and excellence at the higher levels of leadership and in the profession. We must create more opportunities for access and retention of historically marginalized individuals. We must live up to our higher purpose as lawyers in ensuring that our society continues to advance for the good of humanity. This must be part of what defines our legal profession now and in the future. 

At Saint Louis University School of Law, we are committed to advancing knowledge and transforming lives. That includes living up to our Jesuit mission and fostering inclusivity and belonging in all that we do. I look forward to continuing our existing partnerships with St. Louis legal community members and growing new ones as we stand as an example of the power of a mission at work for the good of all in St. Louis, the region, and around the world.

¹ Enjuris, 2023 Law School Rankings by Female Enrollment, Gender Ratios (2023), available at https://www.enjuris.com/students/law-school-women-enrollment-2023/.

²  Jurist, Legal News and Commentary, Women Outnumber Men in US Law School Classrooms, but Statistics Don’t Tell the Full Story (January 11, 2024), available at https://www.jurist.org/commentary/2024/01/women-outnumber-men-in-us-law-school-classrooms-but-statistics-dont-tell-the-full-story/.

Dr. Stefanie A. Lindquist

Dean, Washington University School of Law

It feels profoundly fitting for someone who cherishes books and ideas to become the dean of a law school whose building integrates the library on almost every floor. Our space embodies the pursuit of knowledge at the heart of both scholarship and leadership. The law school’s mission to produce and disseminate knowledge and to graduate the most effective officers of the court is, to me, one of the highest human callings. It is both humbling and exhilarating to lead such an institution, especially one that is nestled within one of the most prestigious universities in the world. My academic background at the intersection of law and political science also motivates a profoundly interdisciplinary and pluralistic approach to law. Law is, by its nature, interdisciplinary, and I am proud of the law school’s commitment to that principle. 

WashU Law is an extraordinary institution, recognized for its innovative and collegial learning environment that prepares our students to excel in an increasingly complex and global legal market. Moving to St. Louis, I was struck by the vibrancy and richness of this city—a place where history, culture, and innovation intersect. In today’s polarized political climate, our diverse community enables students to engage with alternative viewpoints, develop strong listening skills, and learn the essential art of negotiation and compromise—skills crucial for the effective practice of law. Our commitment to diversity is deeply rooted in our history. In 1871, WashU Law graduated Phoebe Wilson Cousins, the first female law student in the United States. In 1894, WashU Law graduate Walter Moran Farmer became the first African American lawyer to argue before the U.S. Supreme Court. Today, we continue this tradition by welcoming students from all backgrounds and experiences.  

Since taking my first steps in Anheuser-Busch Hall, I have witnessed the remarkable potential WashU Law has as an engine for the common good. Thomas Aquinas recognized this centrality of the common good when he noted that law is “an ordinance of reason for the common good, made by him who has care of the community.” The dedication of our students, the excellence within our classrooms, and the meaningful work done within our communities serve as a testament to our collective achievement. It has been an honor to see this engine work tirelessly towards justice, equity, and service. Yet, we are conscious of the journey ahead. We recognize that to remain at the forefront of legal education, we must continue to innovate and adapt. 

I like to think about the law school as an institution with permeable boundaries, in which our students, faculty, and staff share their ideas to advance legal knowledge, to enhance governing institutions, and to support vulnerable members of our community in need of legal services. At the same time, we seek to be welcoming and collaborative through partnerships, speaking events, and other programming that opens the law school’s doors for all to participate. Together, we will continue to push boundaries, challenge conventions, and innovate to meet the needs of an evolving legal landscape. This vision for WashU Law is not just a roadmap; it is a call to action. We must embrace change, champion diversity, and harness the transformative power of education to serve the common good. As Mary Oliver beautifully wrote, "To pay attention, this is our endless and proper work." It is through this attentive pursuit of knowledge and understanding that we can truly make a difference. 

As we close out the 150-year anniversary of BAMSL, it is both fitting and timely to recognize the contributions of our longest-living Past President, Jim McDaniel. Appropriately, Mr. McDaniel was President when BAMSL began planning its centennial celebration in 1974, playing an integral role in organizing those historic events. Some may recall Executive Director Lee Hamilton, who worked alongside Centennial Committee Chair Wayne Millsap.

I first met the man I will always respectfully call “Mr. McDaniel” in 1998, shortly after being hired as Director of Marketing at Lashly & Baer. At that time, I imagine he supported the recommendation to hire a marketing professional but may have wondered what value I could bring to the table. After all, he had already built a long and successful career in which “marketing” was a firm handshake and a good word. Truthfully, I wasn’t sure of my value either.

During my brief tenure with the firm, I didn’t work closely with Mr. McDaniel, but he was always friendly and walked with the confidence of someone who had many years of success already under his belt and the anticipation of many more remaining. As a 25-year-old just beginning her career, I could not have foreseen how long I would remain in the legal industry or the journey it would take me on. Nor could I have imagined reconnecting with many of the same leaders almost 30 years later—but in a much different role. (I would be remiss not to mention Past President John Fox Arnold, then President of Lashly & Baer, who took a chance on hiring me back in 1998. I am forever grateful for his kindness and leadership.)

Recently, I was honored to interview Mr. McDaniel via Zoom for a special video marking our sesquicentennial celebration. If you have five minutes, I encourage you to watch the video on our website:  https://www.bamsl.org/McDaniel-Video.

Reflecting on BAMSL’s rich history over the past year, I’ve been struck by how far we’ve come—and how much remains the same. Two quotes from Mr. McDaniel’s columns in the St. Louis Bar Journal during his presidency exemplify this continuity:

Winter 1972-1973: “Ask almost anyone what they believe is the most serious domestic problem today, and they will probably answer ‘Crime in the Streets.’ There is a growing disrespect for the law, legal institutions, courts, and the criminal justice system.”

Summer 1972: “Our profession is changing and evolving at an increasing pace. Concepts such as no-fault insurance and prepaid legal services, once considered theoretical, are now pragmatic realities. We, as a Bar Association, must not only address these programs after the fact but take proactive steps to shape and implement them in ways that serve the best interests of both the public and the bar.”

Notably, Past BAMSL President Bill Bay — now ABA President — awarded Mr. McDaniel BAMSL’s Distinguished Lawyer Award in 2002 for his “great and lasting contribution in community service to the St. Louis region, for motivating other lawyers to work in the public interest, and for exemplifying lawyers as good citizens contributing significantly to the community.”

A 1959 graduate of Washington University School of Law, Mr. McDaniel practiced corporate law, labor law for management, and litigation defense for over 30 years. After serving as BAMSL President, he went on to lead The Missouri Bar as its President (1981–1982). He also served 12 years as a member of the House of Delegates of the American Bar Association and six years as State Delegate. Additionally, he was City Attorney for the City of Glendale.

As we conclude BAMSL’s historic year, it feels only fitting to close with Mr. McDaniel’s call to the legal community more than 50 years ago:

“...We need every lawyer to agree to donate one day of their time to help out in some way, whether it be going into a classroom for discussions with students or working on preparation of hand-out materials. Please volunteer your time and talents to work with teachers in the St. Louis area, helping young people to better understand the role of law in their lives.”

—St. Louis Bar Journal, President’s Column, Spring 1973.

"When I think of Jim McDaniel, the word ‘Committed’ comes to mind. Committed to his clients, committed to his colleagues, committed to his profession, and committed to his community. The Quintessential Lawyer."

Stuart J. Vogelsmeier, Executive Vice President, Lashly & Baer, P.C.

I am a lifelong Democrat who is very passionate about politics. But I have really good friends and relatives who are both to the right and to the left of me. (Some extremely far right and some extremely far left!) However, despite some deep disagreements, I consistently engage with those who disagree with me and with whom I disagree. Why do I do that, especially in this day of polarization and factionalism? I do it for many reasons:

First, it gives me a broader perspective. Engaging with different viewpoints helps me think about issues from multiple angles, making me more informed and well-rounded. Next, it helps me develop my own critical thinking. Interacting with differing opinions challenges my assumptions, helping me refine my beliefs and strengthen my reasoning. In addition, it helps create empathy and understanding: Exposure to diverse perspectives fosters empathy by allowing me to understand why others think or feel the way they do, even if I do not agree. It helps me be better at problem-solving. Varied viewpoints often lead to more creative solutions to challenges, as they introduce ideas and approaches I may not have considered.

Importantly, learning to engage respectfully with differing opinions builds emotional resilience and helps me navigate disagreements constructively, helping to effectively turn down the temperature during deeply raw and emotional discussions. Finally, true friendships are not based on total agreement but on mutual respect and understanding. Valuing differences in thought strengthens trust and depth in relationships. 

Anyone who spends their entire life only surrounded by people with whom they agree leads a pretty boring existence. 

You may have thought that this is a column about political civility. But it is not. It is a column about Diversity, Equity, and Inclusion. 

All the reasons listed above as to why I engage with people who disagree with me politically are reasons why DEI is important in the legal field and in everything that we do. 

Diverse opinions challenge echo chambers, encourage growth, and enrich the understanding of the world just like diverse individuals do. 

Diversity is not solely a matter of representation; it is about improving the legal profession's ability to serve a diverse society. Lawyers, judges, and legal professionals from different backgrounds bring unique perspectives that enrich the legal process. A diverse legal community helps ensure that all clients, regardless of race, ethnicity, gender, or socioeconomic status, feel heard and understood.

For instance, when people see lawyers, judges, and other legal professionals who look like them or come from similar backgrounds, they are more likely to trust the system and engage with it. This is particularly important in a field where trust and credibility are paramount.

DEI programs have come under scrutiny recently and have been blamed for larger corporate failures. If the past has taught us anything it is that when those in power want to hold onto power, they seek to divide rather than unite. DEI programs are easily a scapegoat. 

Criticisms pray on the feeling that DEI programs somehow promote the unqualified and undeserving. DEI does bring voices to the table that have been left out and that is a benefit to those that are diverse, but it is not the only benefit. As I said above, those that have not been exposed to that varying ways of thinking get a great benefit as well. It actually reinforces our beliefs and makes our defense of them stronger when they are challenged.

But there are ways that I think many DEI programs get it wrong, and in the spirit of diverse thought, I want to explore those a little bit.

First, ensuring diversity is the responsibility of everyone. Let me say that again. Ensuring diversity is everyone’s responsibility. Too often Diversity Committees in organizations are comprised of only those historically limited in their opportunities due to structural barriers. We often place the responsibility to remove those barriers squarely on the shoulders of the victims of those barriers. Those that have been limited in their opportunities because of their race, gender, ethnicity, or sexual orientation (among others) understand the challenges they face and how there is an inclusion deficit. The difficulty is getting the organization to listen and improve. Active participation in diversity discussions needs to come from every corner of the organization, especially leadership. Only with full participation can there come full understanding.

Secondly, many organizations silo their DEI programs. DEI does not need to be separate from the everyday activity of an organization. Many times, DEI is viewed as a “bolt on” rather than truly integrated into normal processes. By creating a separate process for DEI, outside of the normal decision-making process, it can actually create more resentment and less diversity than was intended. Diversity should be integrated in all hiring, promotion, and assignment of duties and decisions along with other considerations that you include today. 

There are some simple questions to ask yourself and your organization in determining if you have successfully integrated DEI into your thinking:

Am I fostering an inclusive environment in my conversations and interactions?

Did I advocate for someone who might be underrepresented or overlooked?

Am I ensuring that everyone’s voice is heard in group settings?

Have I sought out diverse input before making decisions?

Are my words and actions contributing to an inclusive environment?

There should not be anything controversial about asking these questions and taking steps to address issues; especially if the answer to any one of the above questions is “no.” 

We often only think of diversity in terms of race, gender, ethnicity, sexual orientation, or socioeconomic status. Each of those populations have historically been marginalized , and they are the focus of many DEI programs, as it should be. My challenge to you, as a reader and Member of BAMSL, and the legal community, is to ensure that everyone in your organization and everyone with whom you interact feels listened to, included, and treated with respect. It is my deep belief that true peace only comes about with understanding. That understanding requires active participation. Thinking about DEI in more ways than just programmatically is one way to be an active participant in trying to understand.

So, the final question is, “Why should we take direction from an old, straight, white guy like yourself?” The answer is simple: you should not. We all have choices to make. I choose to strive for what I believe is the foundation of the legal system: justice. For me, justice requires me to question whether I am treating all people as they should be treated. It requires me to listen even when I vehemently disagree. It requires me to try to understand even when it seems something is beyond my understanding. I take comfort from  Leslie Higgins from “Ted Lasso” who said, “Human beings are never going to be perfect… The best we can do is to keep asking for help and accepting it when you can. And if you keep on doing that, you’ll always be moving towards better.”

The following positions are available as of press date.  To view current and complete job openings, go to BAMSL’s website - www.bamsl.org - (click on “Career Services”).  Applicants may apply for positions through the website or a resume may be e-mailed as a Word attachment directly to jmacke@bamsl.org.  All resume submissions are confidential.

ATTORNEY POSITIONS

Sophisticated downtown litigation boutique seeks a full-time associate attorney to primarily work in the areas of employment law (heavier), medical malpractice (heavier), and insurance defense.  Qualified associates will have 2-4 years of civil litigation defense experience.  Must be licensed in Missouri and eligible for licensure in Illinois. 

Estate planning, probate/trust administration and litigation firm located in Town & Country is seeking a full-time experienced trusts and estates associate.  Qualified candidates will have 3-5 years of experience in the practice of law in the areas of probate/trust administration and/or estate planning.  MO license required. 

Small Clayton firm seeks to add an experienced transactional associate attorney.  Qualified candidates will have 2 + years of sophisticated transactional experience.  Specific desired experience includes:  entity selection and creation, negotiating and drafting primary and ancillary documents for mergers, acquisitions, divestitures, joint ventures, credit facilities and other corporate and real estate transactions; and leading corporate and real estate due diligence.  A basic understanding of estate and business succession planning, and an aptitude for business development, are preferred. 

Growing Midwestern law firm is seeking a mid to senior level workers' compensation associate with 5-25 years of experience to handle defending workers' compensation claims in the firm's downtown, St. Louis office.  Qualified candidates will have 5 + years of experience handling and defending workers' compensation claims and/or general liability claims.  J.D. and license in IL required.  Both IL and MO licenses preferred. 

Leading Missouri mortgage creditor rights firm seeks a full-time litigation associate for its St. Louis (Chesterfield Valley) office.  Qualified candidates will have civil litigation experience (preferably motion practice and trials).  Real estate experience a plus.  Candidates must be licensed by the Missouri bar and willing to become licensed in Kansas and Kentucky. 

Downtown plaintiff asbestos firm is seeking to hire an associate attorney for a discovery role.  The position will support a litigation team and primarily focus on legal research/writing.  Qualified candidates will have 2 to 10 years of experience with a plaintiff firm; possess excellent legal research and writing abilities; discovery experience; and law and motion experience.  Candidates must be members of the Missouri and/or Illinois state bars and able to travel periodically. 

Established and successful Creve Coeur estate planning firm seeks an experienced mid-level trusts & estates associate interested in an eventual leadership/ownership position within the firm.  Qualified candidates will have 5-10 years of experience handling sophisticated estate planning with trusts.  LLM in Taxation a plus.  Missouri license required.  Book of business a plus, but not a requirement.  Ideal position for an associate at a larger firm interested in transitioning to a small, stable, close-knit boutique environment. 

Small eight attorney workers' compensation defense firm located in Town & Country seeks a full-time or part-time associate attorney.  Qualified candidates will have 2-4 years of experience in workers' compensation (plaintiff or defense), personal injury, or insurance defense litigation.  Prior workers' compensation experience preferred.  Missouri and/or Illinois license required. 

10 attorney West St. Louis County law firm with a heavy workers' compensation defense practice is seeking an associate attorney.  Qualified candidates should have 2- 5 years of workers' compensation defense experience.  Missouri license required.  Missouri plus Illinois strongly preferred. 

20 + attorney law firm in Clayton seeks an experienced Trusts & Estates associate attorney.  Qualified candidates will have 2-6 years of experience in estate planning, gift and estate tax return preparation, probate matters and trust administration, along with a strong work ethic, attention to detail, and a desire to continually increase in experience in these fields.  Missouri license required.  Additional Illinois license a plus.

An established business-oriented practice in Brentwood is seeking a full-time litigator.  Position will focus on real estate/construction litigation and related commercial litigation matters - a wide range of cases involving real estate title and deeds, mechanic's liens, banking litigation involving real property, and the defense of title insurers.  Qualified candidates will have 7-10 years of experience in business, real estate, and construction litigation - preferably with a commercial practice firm.  Firm will consider candidates interested in a senior associate role or a non-equity partnership if candidate has a book of business.  Missouri license required.  Additional Illinois license a plus.   

Leading downtown civil trial and litigation defense firm is looking for an associate attorney.  Qualified candidates will have 2-3 years of litigation experience.  Ideal candidate will have experience in one or more of the following practice areas:  insurance defense, civil rights, construction, trucking/transportation, product liability, and/or professional liability.  Licensure by the Missouri Bar is mandatory; licensure by the Illinois State Bar is preferred.  Candidates with experience tracking billable hours preferred. 

Mid-sized civil litigation and trial firm located in Clayton seeks a full-time insurance defense litigation associate.  Qualified associates will have 1-5 + years of insurance defense, insurance coverage, and/or personal injury litigation experience and a Missouri license.  Dual licensure with Illinois preferred.  Candidates must possess strong legal writing skills and have an interest in litigation and trial work. 

Well-respected 9 attorney civil defense law firm located in Lafayette Square is seeking a full-time litigation defense associate.  Qualified associates will have 3-5 years of civil litigation experience in one or more of the following areas:  construction, transportation, product liability, and/or general liability.  Missouri law license is required and dual licensure with Illinois is preferred. 

Well-established, small law firm in St. Louis County seeking a full-time litigation associate.  The firm is mainly an insurance defense litigation practice.  The ideal candidate will become involved in an active caseload.  A current Missouri license is required. 

Large downtown St. Louis based national plaintiffs' law firm that exclusively represents victims of mesothelioma is seeking to hire a litigation associate.  Qualified candidates will have 2-10 years of civil litigation experience, preferably in a med-legal environment (plaintiff asbestos, personal injury, medical malpractice, etc.), and be able to travel frequently.  Ideal candidate will have some trial, research and writing, and deposition experience, along with case management.  Candidates with judicial clerkship experience will be viewed favorably.  MO license required.  Additional licensure (or eligibility for reciprocity) in IL strongly preferred. 

National law firm with more than 110 attorneys in offices coast to coast seeks a defense litigation associate to join their St. Louis (Clayton) based team.  Qualified candidates will have 2-4 years of defense litigation experience; hands-on experience taking a case file from inception through resolution; experience in products liability, toxic tort, construction defect, employment, and/or general liability; and be admitted to practice in Missouri.  Additional admission in IL a plus. 

Litigation defense firm headquartered in Chicago is actively seeking an associate attorney for its downtown, St. Louis office.  Qualified candidates will have 2-6 years of litigation experience; be proficient with Lexis and MS Office; be licensed to practice law in Missouri; demonstrate strong legal research and analytical skills; and navigate hearings in state and federal court with poise and professionalism. 

Leading Missouri mortgage creditor rights firm seeks a full-time transactional associate for its Chesterfield Valley office.  Qualified associates will have 1-5 years of experience - preferably in the real estate and/or corporate transactional realm.  Candidates must be licensed in Missouri and willing to obtain licenses in KS and/or KY (UBE score transfer or willing to sit for another bar exam). 

PARALEGAL POSITIONS

Small Clayton law firm seeks a full-time or part-time experienced corporate law/real estate paralegal.  Qualified candidates will have 5 + years of transactional corporate and/or real estate experience in a law firm setting or corporate legal department.

Downtown litigation defense firm seeks a full-time paralegal.  Qualified candidates will have 3 + years of civil litigation experience with a B.S./B.A. in Legal Studies or B.S./B.A. with paralegal certification strongly preferred. 

Collegial Clayton business-oriented firm seeks a full-time commercial litigation paralegal to join their team.  Qualified candidates will have 5 + years of civil litigation experience. 

An established and successful estate planning firm located in Creve Coeur seeks an experienced paralegal to draft and prepare estate planning documents.  Qualified candidates will have 2 + years of hands-on paralegal experience; estate planning experience preferred; strong MS Word skills; and a college and/or administrative assistant degree.  Paralegal degree and/or certification a plus. 

South County solo practitioner in a shared space office seeks a permanent part-time paralegal.  Qualified candidates will have 1 + year of legal experience.  Prior probate experience required.  Hours:  approximately 8 hours per week. 

SUPPORT STAFF POSITIONS

Small St. Peters consumer bankruptcy practice seeks a full-time experienced bankruptcy paralegal or legal assistant/secretary.  Qualified candidates will have 3 + years of bankruptcy experience (Chapter 7, Chapter 13) and a working knowledge of CM/ECF filing. 

Small plaintiff personal injury firm located in Chesterfield seeks a full-time litigation legal secretary/assistant.  Qualified candidates will have 3-5 years of litigation legal secretarial/assistant experience, preferably in the personal injury field; training in paralegal studies; ability to type 85 + WPM; and proficiency with Word, Outlook, Excel, and PowerPoint. 

Well-established and respected 20 + attorney firm located in Frontenac seeks a full-time legal assistant to provide support to attorneys in the firm's employment/commercial litigation department.   Qualified candidates will have at least 5 years of experience in litigation administrative support at a law firm; in-depth working knowledge of MS Office; experience with litigation computer applications; experience with document management systems; and excellent organizational skills. 

Small Clayton area plaintiff personal injury practice seeks to add a full-time or part-time legal assistant.  Qualified candidates will have 2 + years of litigation experience.  Prior personal injury experience (plaintiff or defense) strongly preferred. 

Estate planning, probate/trust administration and litigation firm located in Town & Country is seeking a full-time legal assistant.  Qualified candidates will ideally have 3 + years of legal assistant experience in probate/trust administration and/or estate planning.  Proficiency with Excel, QuickBooks, Word and Outlook a must. 

Midwest-based law firm seeks an experienced complex litigation legal secretary for their St. Louis (Clayton) office to support a team of civil litigation attorneys.  The caseload will focus on complex business/commercial litigation, labor/employment, and general civil litigation.  Qualified candidates will have at least 5 years of experience as a litigation legal secretary with experience in commercial litigation and/or employment, a thorough understanding of the litigation process and procedures in state and federal courts, experience filing documents in both court systems, and proficiency in Microsoft Word, Outlook, Excel, and document management systems.  Ideal candidate will have sophisticated technology skills with experience supporting a team in a mid-sized or large law firm environment. 

Well-established nine-attorney firm in the Clayton/Ladue area is seeking to add a full-time paralegal/legal assistant to their plaintiff personal injury/medical malpractice team.  Proficiency with MS Office Suite products including Word, Excel, and Outlook required.  2-3 years of significant and substantive civil litigation experience required.  Prior personal injury/medical malpractice experience preferred. 

Well-established mid-sized Clayton firm seeks a full-time experienced legal administrative assistant for its busy domestic litigation practice group. Qualified candidates will have 2 + years experience working as a domestic legal administrative assistant.  Experience with Word required; Excel and ProLaw experience preferred.

Successful five attorney South City plaintiff PI/WC firm is seeking a full-time legal receptionist.  Qualified candidates will have clerical experience.  Prior law firm experience (preferably personal injury or workers' compensation) would be helpful.  Proficiency in Microsoft Word and Outlook required. 

By Robert Fersh and Mariah Levison

John Wiley & Sons, 2024 – 236 pages

From Conflict to Convergence: Coming Together to Solve Tough Problems, a new book by Mariah Levison and Robert Fersh, is an incisive, hands-on guide designed to help de-escalate conflict and constructively engage with others to find better solutions to problems.  Fersh is the founder and senior advisor of the Convergence Center for Policy Resolution, a nonprofit organization founded in 2009 to promote consensus solutions to issues of domestic and international importance. Fersh, a lawyer by training, formerly worked for three congressional committees.

If the name sounds familiar, Mariah Levison is the oldest daughter of former BAMSL President, Mark Levison (1992-93). She is the CEO of Convergence and a seasoned consensus-builder with decades of experience in bringing people together to solve critical state and national issues. She speaks and trains nationally and internationally in settings ranging from communities to law schools to foreign governments to TED Talks. Levinson has a master’s degree in International Affairs with a focus in Conflict Management from Washington University and a B.A. in Conflict Resolution from Hampshire College.

As lawyers, we are not strangers to conflict.  This book is full of real-life stories and examples, including a collection of tried and tested strategies you can employ immediately as you negotiate and navigate your most seemingly intractable conflicts. You'll learn how finding what the authors call "higher ground" can advance your clients’ interests, even when facing people and groups you think you have little in common with, and how this can set the stage for longer term cooperation.

Levison and Fersh ask: “How do we treat each other across our differences? Is it with derision, dismissal or avoidance? Or is it with respect, decency and engagement whenever possible? We believe the path to better solutions and a better society will virtually always be found through respectful dialogue. Whether you’re addressing festering family issues, workplace disagreements, thorny community decisions, or contentious public policy challenges, we have enormous — and, in too many cases, unrealized — potential for resolving problems large and small.”

The authors explain how to improve your ability to understand how other people think, feel, and perceive the world, and how to use that knowledge to develop mutually beneficial solutions that help advance your clients’ interests and the interests of the people you're dealing with.

You'll also find:

Strategies for distinguishing the message from the messenger, so you can appreciate the arguments and intentions of imperfectly presented positions

Techniques for responding to emotional and powerful conflicts and disagreements without getting lost in argument

Ways to find breakthrough solutions to long-term conflicts that have failed to respond to previous attempts at resolution

This book is perfect for lawyers and mediators, as well as business and organizational leaders, board members, community and religious leaders, public servants, and anyone else looking to find common ground with people with differing views and perspectives. From Conflict to Convergence also speaks to concerned citizens looking for concrete pathways to lessen troubling divides in their workplaces, their communities, and society at large. From Conflict to Convergence is a thoughtful resource for an increasingly combative and conflicted world.

The theme I found particularly relevant to my mediation practice is the importance of building trust in order to forge consensus, resulting in resolution of disputes.  Mediators must earn the trust of lawyers and, more importantly, parties to help them explore the fullest range of needs and interests to achieve results, which may lead to building positive relationships in the process.  The authors focus on the importance of “these relationships across differences [which] often engender a virtuous cycle of continued collaboration and constructive results.  That’s the big dividend.” They argue that trust “is the essential lubricant for successful problem-solving. Finding shared values and identities, as well as understanding why people think the way they do, are keys to achieving trust.”

The book is concise, well organized, thoughtful and certainly worth a read during these divided times in America, especially this election cycle.  Fersh and Levison say it best:

“No matter how irreconcilably divided we think we are, how much we think we already know the answers ourselves, or how skeptical we are of the “other side,” we can all do a far better job of understanding how other people think; we can all do a far better job of working together to solve problems of mutual concern. Too often, we assume we know how and why others think the way they do, and we fail to see the decency and shared aspirations of the people we view as dyed-in-the-wool opponents. Too often we fail to recognize that as smart as we may be, we never hold all the answers for solving tough problems. And too often we react to messengers who may have been strident or unreasonable in how they present their views instead of considering the reasonable arguments and good intentions of those who propose them.

Some people may be too ideological, too committed to hating others based on their identity, or too convinced that only they hold “the truth” to effectively engage with others. But there is ample evidence that most people and groups can find significant common ground and build a sense of community in the process, even when they’ve long been at odds.”

I hope you enjoy this insightful book as much as I did.