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I have rewatched Legally Blonde (at minimum) twice a year for the last 5 years. It has been one of my favorite movies for awhile and I was beyond excited to see that it was an option for this assignment. I think that it brings a lot of light to serious issues by making it fun and relatable. There has always been a odd stereotype that not only are women not expected to go into competitive fields but especially not conventionally attractive women.

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Legally blonde follows Elle Woods on her academic journey to becoming a lawyer. Elle originally decided to go to law school to get her ex boyfriend back, but after she found out he was engaged to someone else she decided to continue her education. She was constantly belittled by her peers and professors since she did not fit the stereotype of a smart individual. Elle sticks to her personality, excels at law school and wins a case. While working on the case her professor sexualized her and expressed that the only reason she was put on he case was because of his attraction to her and he made advances towards her. Elle graduates from harvard law and finds a better man than the ex that did not support her.

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"What, like it's hard?" - Legally Blonde (2001)

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In the beginning of the semester we all took implicit bias quizzes to test our own bias. It was very interesting to see that many people tend to associate high power positions with men. Within the movie this idea is alluded to heavily. One example is the character, Vivian, was treated as a secretary to the professor while her male counterparts were treated as regular law students.

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Legally blonde incorporates many topics we discussed in class including sexual harassment in the workplace, implicit bias, gender gap and unequal representation. Each article articulates the real life issues faced by women in law as it is a male dominated field and many women are seen as too 'emotional' to be proper lawyers.

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This article highlights the point that women make up only 2 percent of lawyers. Law is a male dominated field and legally blonde does an amaizng job of showing most of the students and professors as men making it an accurate representation.

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1995 U. Ill. L. Rev. 93 (1995)
The Status of Women on Law School Faculties: Recent Trends in Hiring

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profiles profiles most

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the status of women on law
school faculties: recent
trends in hiring
deborah jones merritt*
the following two articles were presented at a panel discus-
sion entitled women and the law

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at the rededication of the
university of illinois college of law. in the status of women
on law school faculties: recent trends in hiring

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associate
dean deborah j. merritt analyzes data on tenure-track hiring
at accredited law schools in the united states. she argues that
a pattern of sex bias emerges when teaching positions

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and teaching assignments are examined. in women
and law

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assistant dean cynthia l. rold discusses career is-
sues facing female lawyers

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only fourteen women held tenure-track appointments at
american law schools.1 seven years later

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women still accounted for
less than two percent of tenure-track law professors

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although they
already comprised four percent of all lawyers.2 women who sought
tenure-track appointments in those days often faced overt sex discrim-
ination. judith younger

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failed to obtain tenure at new
* professor of law and women's studies

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university
of illinois college of law. b.a. 1977

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columbia university.
these remarks are based on an extensive empirical study of law school professors hired
between 1986 and 1991. 1 collected the data for that study with barbara f. reskin

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the ohio state university. professor reskin and i have
already published several analyses based on our data. see deborah j. merritt & barbara f.
reskin

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the double minority: empirical evidence of a double standard in law school hiring of
minority women

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and career: the gender paradox in law school hiring

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1993
wis. l. rev. 395; deborah j. merritt

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11 const. commen-
tar y 145 (1994). those articles contain more detail about the methods of our study. the results
reported in these remarks are based on new analyses of the database. a more detailed report of
these results

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including tables reporting the full regression analyses

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and credentials: the truth about affirmative action in law school hiring.
we have used many research assistants over the years

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and all of them have contributed to
the success of this empirical project. most recently we drew upon the services of steve scanlan
and christine schmidt. we are thankful for their outstanding assistance

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as well as for the ex-
cellent work of their predecessors.
1. herma h. kay

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Learn about HeinOnline, a premier online research platform providing access to multidisciplinary current and historical documents.

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Legally Blonde (2001) | Elle Woods' Harvard Video Essay | MGM Studios

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"We study the progress of women’s representation and achievement in law schools. To do this, we assemble a new dataset on the number of women and men students, faculty, and deans at all ABA-approved U.S. law schools from 1948 to the present. These data enable us to study many unexplored features of women’s progress in law schools for the first time, including the process by which women initially gained access to each law school, the variance in women’s experiences across law schools, the relationship between women’s representation and student achievement, and the extent to which women disproportionally occupy interim and non-tenure track positions. We contextualize our findings by situating them within the vast qualitative literature on women’s experiences in law schools and the legal profession."

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"Using data from the American Bar Association's National Survey of Career Satisfaction/Dissatisfaction (1990), the authors estimate the incidence and impact of sexual harassment in the legal profession. Nearly two-thirds of female lawyers in private practice and nearly half of those in corporate or public agency settings reported either experiencing or observing sexual harassment by male superiors, colleagues, or clients during the two years prior to the survey. Female lawyers who had experienced or observed sexual harassment by male superiors or colleagues reported lower overall job satisfaction than did those who had not, as well as a greater intention to quit. The authors speculate that employers and coworkers may sometimes be able to sexually harass female employees in ways or degrees that are not sanctionable but that induce the victims to quit.

Sexual harassment may contribute to an undetermined extent to many aspects of women's employment experience, including absenteeism, turnover, productivity rates and work motivation, job dissatisfaction, and unemployment. This continues to dicourage woemn from pursuing law as harassment is basically within the job description, the film also makes many hints towards the fact that it is expected for women to take part in this behavior to excel in their career.

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The Effects of Sexual Harassment on Job Satisfaction, Earnings, and Turnover among Female Lawyers - David N. Laband, Bernard F. Lentz, 1998

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Using data from the American Bar Association’s National Survey of Career Satisfaction/Dissatisfaction (1990), the authors estimate the incidence and impact…