Collings, who lives with fibromyalgia and chronic fatigue syndrome, knows firsthand the challenges of navigating a profession that often prioritizes productivity over people. “The legal profession isn’t built for disabilities,” she says. “It’s not just about making a few accommodations. The entire structure needs to change.”
At the heart of the problem, Collings identifies several key issues. The billable hour model, which ties a lawyer’s productivity to the number of hours they work, creates an environment where rest and flexibility are seen as weaknesses. For disabled lawyers, who may need to take regular breaks or work non-traditional hours, this model can be particularly punishing.
Another major obstacle is the lack of flexibility in work arrangements. While some industries have embraced remote work and hybrid schedules, many law firms remain resistant to change. “Lawyers are still expected to be constantly available, whether that means working late nights or attending in-person meetings,” Collings explains. “For someone with a disability, that’s not always possible.”
The stigma surrounding disability in the legal profession only makes things harder. Collings recalls facing skepticism and dismissive attitudes when she requested accommodations. “There’s this assumption that if you’re disabled, you’re not capable of doing the work,” she says. “It’s a harmful stereotype that prevents many disabled lawyers from even asking for help.”
These challenges are compounded by the lack of representation. Disabled lawyers are severely underrepresented in the legal profession, especially in leadership roles. This lack of visibility perpetuates a cycle of exclusion and misunderstanding. “If disabled lawyers aren’t at the table, their needs won’t be considered,” Collings argues.
Despite these obstacles, Collings believes change is possible. She and other advocates are calling for sweeping reforms, including more flexible work arrangements, improved accommodation processes, and better education on disability issues. “The legal profession needs to recognize that disability inclusion isn’t just about compliance—it’s about creating a more humane and sustainable work environment for everyone,” she says.
For now, Collings hopes her story will inspire others to speak out and demand change. “The legal profession has the power to be a force for good,” she says. “But first, it needs to confront its own biases and barriers.”
Read more about Shira Collings’ advocacy and the push for disability inclusion in the legal profession.
This lack of support is further exacerbated by the limited representation of disabled lawyers in the legal profession. According to Collings, the underrepresentation of disabled individuals, particularly in leadership roles, perpetuates a cycle of exclusion. When disabled lawyers are not in positions of power, their unique perspectives and experiences are often excluded from decision-making processes. This lack of representation not only hinders progress but also discourages disabled lawyers from pursuing leadership roles due to the absence of role models and mentors who understand their challenges.
Collings emphasizes that meaningful change requires a multifaceted approach. She advocates for increasing flexibility in work arrangements, such as adopting hybrid or remote work models, to allow disabled lawyers to manage their conditions effectively. Improving accommodation processes is another key recommendation, including streamlining requests for accommodations and ensuring that they are implemented without bias or delay. Education is also crucial, as many legal professionals lack a proper understanding of disability issues and how to support their disabled colleagues.
Additionally, Collings calls for active recruitment and promotion of disabled lawyers to address the stark underrepresentation in the profession. She believes that firms must take proactive steps to create pipelines for disabled talent and ensure that retention strategies are in place to support their careers. Finally, she stresses the importance of cultural change within law firms. This includes fostering an environment where disability is not stigmatized and where disabled lawyers feel empowered to advocate for themselves without fear of repercussions.
By addressing these systemic issues, the legal profession can create a more inclusive and supportive environment for disabled lawyers. As Collings points out, these changes will not only benefit disabled individuals but also contribute to a more humane and sustainable work culture for all legal professionals.
Conclusion
The legal profession faces a significant challenge in creating an inclusive environment for disabled lawyers. The current structure, dominated by the billable hour model and rigid work expectations, often marginalizes those with disabilities. Shira Collings’ experiences highlight the systemic barriers, including lack of flexibility, stigma, and underrepresentation, which hinder disabled lawyers’ success. However, the proposed solutions—such as flexible work arrangements, improved accommodations, education, and active recruitment—offer a pathway to a more inclusive future. Implementing these changes not only benefits disabled lawyers but also fosters a more humane and sustainable work culture for all legal professionals.
Frequently Asked Questions
What are the main challenges faced by disabled lawyers?
Disabled lawyers face challenges like the billable hour model, lack of flexibility, stigma, and underrepresentation in leadership roles.
How does the billable hour model affect disabled lawyers?
The model ties productivity to hours worked, making it difficult for disabled lawyers who may need flexible schedules or regular breaks.
What changes can create a more inclusive legal profession?
Adopting flexible work arrangements, improving accommodation processes, providing education on disability issues, and actively recruiting disabled lawyers can drive inclusivity.
Why is representation important for disabled lawyers?
Representation ensures their perspectives are included in decision-making, breaking the cycle of exclusion and encouraging more disabled lawyers to pursue leadership roles.
How can law firms implement these changes?
Firms should adopt hybrid/remote work, streamline accommodations, provide training, and create support systems to retain and promote disabled lawyers.
