Using preliminary observations from three parallel projects that employ a range of methods (network and content analysis, surveys, focus groups, and interviews), this article traces the experience of navigating different kinds of identity as useful capital within the legal profession. Identity is not the first kind of non-economic capital to influence professional navigation, but it is distinct in that it is owned and deployed primarily by minority actors. Adding to scholarship that has located the extensions for identity as capital, three interrelated contributions follow from this research. First, it reveals the prevalence of a diffuse field of diversity consciousness where, regardless of outcome, there is a sense that diversity is useful capital. Second, despite being notionally useful, these multi-method sources reveal the ways in which navigating such capital is simultaneously complicated for both actors within visible (e.g. race and perceived gender) and invisible (e.g. some disability, genderfluidity, and religion) identity categories. The isomorphic diversity posturing by organizations fosters a system where being a minority is seen as an advantage, but inclusion feels like accommodation either because it demands certain portrayals of precarity or because it leaves individuals unsure of their worth beyond the expected performance of their identity. As a result, even though the new version of the ideal professional norm might valorize identity as capital, it continues to serve organizations rather than individuals. Finally, these data make the methodological case for the usefulness of the periphery as an analytical vantage point to assess systemic inequalities in legal profession research.

中文翻译：

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重新思考包容性：法律职业中的理想少数群体、包容性文化和身份资本

本文通过对三个采用一系列方法（网络和内容分析、调查、焦点小组和访谈）的平行项目的初步观察，追溯了在法律行业内将不同类型的身份作为有用资本的经验。身份并不是第一种影响职业导航的非经济资本，但它的独特之处在于它主要由少数参与者拥有和部署。除了将身份的延伸定位为资本的学术之外，这项研究还做出了三项相互关联的贡献。首先，它揭示了多元化意识广泛存在的领域，无论结果如何，人们都认为多样性是有用的资本。其次，尽管这些多方法来源在理论上很有用，但它们揭示了对于有形（例如种族和感知的性别）和无形（例如某些残疾、性别流动性和宗教）身份类别中的参与者来说，驾驭此类资本的方式同时变得复杂。组织采取的同构多样性姿态培育了一个系统，在该系统中，少数群体被视为一种优势，但包容性感觉像是一种迁就，因为它需要对不稳定的某些描述，或者因为它让个人不确定自己的价值超出了其身份的预期表现。因此，尽管新版的理想职业规范可能将身份视为资本，但它仍然服务于组织而不是个人。最后，这些数据从方法论角度证明了外围作为评估法律专业研究中系统性不平等的分析优势的有用性。