Tara M. van Brederode, Director of Attorney Discipline at the Iowa Supreme Court Attorney Disciplinary Board, said on Mar. 31 that law firms and legal workplaces must take proactive steps to reform their internal cultures and address bullying, intimidation, and toxic behavior.
The issue of workplace culture in the legal profession has gained attention following a recent Illinois study showing high rates of bullying among lawyers. Van Brederode said that while many lawyers focus on winning cases or billing hours, they often overlook how workplace culture shapes power dynamics, mentorship opportunities, communication practices, and accountability within offices.
Van Brederode cited a 2024 Illinois survey where 24% of more than 6,000 practicing lawyers reported being bullied at work in the past year. The survey found higher rates among women, younger lawyers, people with disabilities, and lawyers of color. She noted that only a small fraction reported these incidents to supervisors or human resources staff and that nearly all admitted bullies faced no consequences for their actions.
She argued that leadership is central to cultural reform: “Leaders must say, clearly and publicly, that yelling, humiliation, and belittling conduct are unacceptable.” Van Brederode also called for clear policies defining prohibited behaviors as well as real consequences for violations. She said management roles should require skills beyond legal expertise—including emotional steadiness and effective delegation—and recommended formal training for leaders in supervision and feedback.
Van Brederode highlighted practical benefits from improving workplace culture: reduced risk of errors or ethical lapses due to better oversight; improved retention by meeting younger lawyers’ expectations for professionalism; greater client trust through cohesive teamwork; and enhanced reputation with courts as judges increasingly call out incivility.
She concluded by stating: “Taking a proactive stand on workplace culture is not a concession to fragility. It is both an assertion and a defense of professional standards.” According to Van Brederode’s remarks throughout her article-length statement published Mar. 31, self-regulation requires honest self-examination from leaders who must choose between denial or deliberate change.
