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35 Berkeley J. Gender L. & Just. 1 (2020)
Women Law Deans, Gender Sidelining, and Presumptions of Incompetence

handle is hein.journals/berkwolj35 and id is 12 raw text is: Women Law Deans, Gender Sidelining, and Presumptions of Incompetence Laura M. Padillat INTRODUCTION ......................................................................................................2 I. AN UPDATE ON WOMEN LAW DEANS ................................................................4 II. WHY ARE THERE MORE WOMEN LAW DEANS TODAY? ...................................9 III. NARRATIVES FROM WOMEN AT THE TOP.......................................................14 A. Methodology and Introducing the Data............................................14 B. Presumed Incompetent .....................................................................16 C . G ender Sidelining .............................................................................2 1 D. The Impact of Gender and/or Race on Leadership...........................26 IV. PATTERNS IN THE SURVEY RESULTS..............................................................31 A. The Greatest Barriers to Becoming Dean.........................................31 B . H ope for C hange...............................................................................33 C. Relationship Status ...........................................................................35 D . P aren th o o d ........................................................................................3 6 V. GENDER SIDELINING, PRESUMPTIONS OF COMPETENCE, AND OTHER HURDLES: GETTING AROUND THEM, OVER THEM, AND RID OF THEM....38 A. What We Have Learned ...................................................................38 B . S o lu tio n s ...........................................................................................3 9 1. Acknowledge the Problem and Support it With Data.................40 2. Continue to Increase Women in Leadership...............................41 3. Take Proactive Steps to Diversify Deanships.............................42 4. Promote a Broader Range of Leadership Styles.....................42 5. Acknowledge the Benefits of More Diverse Leadership............43 6. Fill the Toolbox..........................................................................44 7. Call Out Biases and Be an Ally ..................................................48 8. Practices That Sustain.................................................................51 DOI: https://doi.org/10.15779/Z38X921K28 j. Professor of Law, California Western School of Law, J.D. Stanford Law School, 1987; B.A. Stanford University, 1983. I want to thank Chandler Caffrey, Jessica Giuliani, and Tandis Taghavi for their research assistance; and Linda Weathers for her library assistance. In addition, I am grateful to Professors Meera Deo and Angela Harris for their careful review and thoughtful comments on a draft of this Article. BERKELEY JOURNAL OF GENDER, LAW & JUSTICE I

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