Lady Lawyer Diaries

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A forum celebrating and promoting women in the law and their war stories. And occasionally outing stupid sexist stuff. #LadyLawyerDiaries

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Lady Lawyer Diaries@ladylawyerdiary· 15d

/16 Recommendations, Best Practices, and Action Steps Providing a Way Forward

Recommendations, Best Practices, and
Action Steps Providing a Way Forward
Treat mental wellbeing as an organizational responsibility.
Action step: Incorporate mental wellbeing expectations into leadership perfor-
mance reviews, workload planning, and organizational success metrics.
Action step: Create written policies that allow for time off without the employee
being required to state a reason for taking time off.
Align wellbeing policies with culture through leadership modeling.
Action step: Require partners, supervisors, and managers to openly model
use of wellbeing policies and explicitly communicate that doing so carries no
professional penalty.
Embed education on gendered and systemic stressors in all organizations
that employ lawyers (and judges).
Action step: Develop a curriculum for ongoing education on gender-specifc
stressors for all employees.
Embed education on gendered and systemic stressors into leadership
development.
Action step: Make education on gender-specifc, cumulative, and structural
stressors a component of leadership onboarding and advancement.
Support self-care with realistic workloads and protected time.
Action step: Establish workload norms and scheduling practices that protect
time for recovery, health care, and caregiving responsibilities.
Action step: Review billable hour requirements to assess the impact on mental
wellbeing.
Action step: Eliminate or reduce billable hour requirements necessary as a
prerequisite for bonuses.
Apply an equity-informed lens to all wellbeing initiatives.
Action step: Use disaggregated data and culturally responsive design (i.e.,
gather input from affected groups) to tailor mental wellbeing support for those
at higher risk.

mprove visibility and clarity of mental wellbeing policies through regular,
intentional communication.
Action step: Develop case studies and other educational tools to demonstrate
how leaders can model and effectively communicate the utilization of policies,
support mental wellbeing without stigma, and achieve individual and team
wellbeing metrics.
Strengthen access to relational and mental health resources.
Action step: Given the central role of social connection and professional sup-
port in women lawyers’ coping strategies, employers and professional associ-
ations should invest in peer support networks; mentoring opportunities; and
confdential, affordable access to mental health services to reduce stigma and
increase utilization.
Action step: Given the lack of trust among some that inhibits using organiza-
tion-sponsored mental health resources, make available resources provided by
other organizations such as bar associations.
Women can assist in ensuring their wellbeing.
Action step: Set boundaries. According to information gathered from the Sur-
vey and Focus Groups, women often agree to responsibilities despite having no
physical or mental capacity to fulfll them.
Action step: Secure an accountability partner. Many women expressed that
they know what they should be doing (e.g., exercising, etc.) but they don’t do
it. Having an accountability partner can assist with self-care.
Action step: Be another woman’s “no” cheerleader. Encourage other women
to say “no” when overextended and provide emotional support.
Action step: Establish a peer group. Having a safe place to share common
experiences can potentially reduce stress.
Action step: Understand the policies that impact mental wellbeing.

Lady Lawyer Diaries@ladylawyerdiary· 15d

/15

Key Takeaways from the Evidence
The fndings demonstrate that:
A stigma concerning mental wellbeing is pernicious. There is a con-
sensus regarding a lack of trust. Women therefore do not believe it is
“safe” to share or reveal mental wellbeing concerns.
Stress is cumulative, systemic, and shaped by organizational structures
and cultures rather than individual resilience alone.
Women lawyers report higher and more persistent stress across work-
load, caregiving, sleep disruption, health concerns, and workplace
expectations.
While many women engage in active self-care, the evidence is clear that
self-care and policy alone are insuffcient without structural change.
Mental wellbeing policies exist in many legal workplaces, yet cultural
stigma, workload expectations, and lack of leadership modeling often
discourage use. As a result, responsibility for wellbeing is implicitly
shifted onto individuals rather than shared by organizations.
Decision makers play a central role in change. Leadership education
that addresses gender-specifc stressors, workload norms, and account-
ability is critical to improving retention, performance, and long-term
sustainability within the profession.
Experiences of stress and mental wellbeing vary meaningfully by race,
ethnicity, LGBTQIA+ identity, and accommodation needs, underscor-
ing the importance of equity-informed approaches.

Lady Lawyer Diaries@ladylawyerdiary· 15d

/14

6.0 Implications
The fndings highlight that stress among women lawyers is not confned to iso-
lated workplace challenges but refects cumulative demands across professional,
personal, health, and family domains. This suggests that efforts to address stress
and mental wellbeing in the legal profession must move beyond narrowly defned
workplace interventions and consider how professional expectations intersect with
broader life responsibilities.
The observed gender differences in both stress exposure and perceived impact
have important implications for organizational awareness and leadership decision-
making. Women’s higher endorsement of stressors and greater likelihood of report-
ing substantial professional, personal, and family impact indicate that stress affects
women lawyers differently and more intensively than men. The greater uncertainty
expressed by men regarding the impact of stressors on women lawyers suggests
potential gaps in understanding that may infuence how workplace policies are
designed, communicated, and implemented.
3 85 Z

Lady Lawyer Diaries@ladylawyerdiary· 15d

/13 there’s a lot more in this extensive report, but these conclusions are notable

Research Question 6:
Racial/Ethnic and Other Variations in Survey Responses
What are the variances, if any, between races and ethnicities? Are there other
lawyer characteristics that result in variances in mental wellbeing?
Overall, the fndings indicate that while women lawyers across racial and ethnic
groups report many shared stressors—particularly related to workload, time pres-
sure, and structural demands of legal practice—there are meaningful variations in
how stressors are experienced and framed by race and ethnicity. Whereas White
women more often characterized stress as general and inherent to the profession,
women from other racial and ethnic groups more frequently described stress linked
to marginalization, visibility, inequitable treatment, and pressure to prove compe-
tence. Quantitative indicators of mental health revealed some racial and ethnic dif-
ferences in depressive and anxiety symptoms, with higher proportions of elevated
symptoms observed among Middle Eastern/North African, multiracial, Hispanic/
Latino, and Asian/South Asian women, although several of these fndings are based
on small sample sizes and should be interpreted cautiously. Wellbeing scores were
relatively similar across racial and ethnic groups, with modest variation in mean
scores. Beyond race and ethnicity, other lawyer characteristics were strongly asso-
ciated with mental wellbeing. Lawyers requiring workplace accommodations and
those identifying as LGBTQIA+ reported substantially higher rates of depressive
and anxiety symptoms and lower wellbeing scores compared to their counterparts,
while parent/caregiver status showed comparatively smaller and mixed differences.
Together, these fndings suggest that although many stressors are broadly shared
among women lawyers, mental health and wellbeing vary meaningfully by social
identity and structural position, underscoring the importance of considering both
race/ethnicity and other key lawyer characteristics when examining mental well…

Lady Lawyer Diaries@ladylawyerdiary· 15d

/12 the “Wish List”

4.3.5 The Wish List
In each Focus Group, participants were asked, “If you could wave a magic wand,
what would you wish to ensure the mental wellbeing of women lawyers?” In the
Survey open-ended questions, Survey participants were asked what they wanted
decision makers to understand. The “wish list” items of Focus Group participants
were similar to Survey responses:
1. Limiting the number of hours women have to be physically pres-
ent in the ofce without providing supplemental resources and
support.
“You can’t pour from an empty cup.”
2. Reduce the number of required billable hours.
“They are never going to get rid of them.”
3. Create a safe space to have more Focus Groups centered on the
mental wellbeing of women lawyers.
Female federal judge:
“It’s important to know I am not alone.”
4. Sustained education around mental wellbeing.
Male participant in his late 40s:
“Men really need to listen to women. The older I get, the more I
know that I have to listen with compassion.”
5. Create an environment where overworking is not a virtue.
“We need to disabuse ourselves of the notion that overworking is
something that validates us.”
6. 7. More women in positions of power.
Policies that allow for days of for mental wellbeing as for any
other sickness or illness.
8. Organizations should model the type of culture that they say
they have.
C-suite male:
“As the head of an organization, if you are sending emails over
the holidays or late at night to support staff, your team will not be
inclined to use the resources available to them.”
9. To be able to work for an organization that prioritizes mental
health.
“We should be able to work in a place that allows you to do what
you need to do to stay stable enough to keep you going.”
10. Equitable policies for all employers—not just law frms.
“Anybody who needs to [have] access to leave [should], regardless
of your gender, how you became a parent. Discouraging men [from]
tak[ing] paternity leave has a negative impact on women.”

Lady Lawyer Diaries@ladylawyerdiary· 15d

/11 and men overall better well being

Lady Lawyer Diaries@ladylawyerdiary· 15d

/10 women lawyers more likely to report depression and anxiety

Lady Lawyer Diaries@ladylawyerdiary· 15d

FIGURE 7. IMPACT OF STRESSORS ON WOMEN LAWYERS:
PERSPECTIVES OF BOTH WOMEN AND MEN
Women were substantially more likely than men to report that
stressors afect women lawyers professionally “very much”
(71.9% vs. 36.1%).
1.6%
7.9%
22.1%
27.9%
71.9%
Not at All
Somewhat Very Much
Not Sure
4.4%
36.1%
28.1%
■ % Female ■ % Male
Not at All Somewhat Very Much Not Sure Women were almost twice as likely as men to report that
stressors afect women lawyers’ family lives “very much”
(70.1% vs. 38.6%).
1.9%
6.9%
23.1%
26%
70.1%
4.9%
38.6%
28.5%
■ % Female ■ % Male
Not at All Somewhat Very Much Not Sure Nearly seven in ten women (69.8%) reported that
stressors afect women lawyers personally “very much”
compared with 34.1% of men.
1.6%
6.9%
24.3%
29.4%
69.8%
4.2%
34%
29.7%
■ % Female ■ % Male
Not at All
Somewhat
Very Much
Not Sure
Women were nearly four times as likely as men to report that
stressors afect women lawyers in other areas of life “very much”
(20.8% vs. 5.6%).
14%
16.5%
20.8%
7.5%
4.9%
5.6%
57.7%
72.9%

Lady Lawyer Diaries@ladylawyerdiary· 15d

The data paint a picture of layered and intersecting burdens for women:
3 Economic stressors (fnancial strain, employment reduction)
3 Caregiving responsibilities (childcare, elder and spousal care, parent-
ing, and co-parenting)
3 Access barriers (healthcare, dental care, mental health care, transpor-
tation, housing)
3 Health-related challenges (sleep, appetite, physical and mental health
issues)
3 Discrimination and pregnancy-related stressors
Women do not just report one type of stressor at higher rates; rather, the higher
rates appear across almost every major stressor domain, suggesting that many are
managing multiple, simultaneous issues. Again, women are the majority among
those endorsing each stressor. Notable points:
3 Stress related to co-parenting, mental wellbeing, and family members’
problems is particularly female-skewed.
3 Stress related to legal issues, loneliness, and physical health is more
gender-balanced than some other items, though still majority female.
Across the 28 stressor items, women consistently report more stressors than men.
Men do appear across all categories, but usually as a minority share of those
endorsing each specifc stressor. Taken together, this suggests that gender differ-
ences in types of stressors experienced by those in the legal profession are not
limited to a single domain

Lady Lawyer Diaries@ladylawyerdiary· 15d

👀👀 #LadyLawyerDiaries

Gender Comparisons (Women vs. Men)
Women reported higher endorsement than men for most stressors, particularly
fnancial stress (40.0% vs. 29.5%), mental wellbeing issues (35.9% vs. 26.1%),
sleep disturbance (30.6% vs. 18.6%), and family relationship issues (29.9% vs.
18.6%), while men reported similar or slightly higher percentages for a small num-
ber of stressors such as spousal care (10.7% vs. 8.5%).
FIGURE 6. GENDER COMPARISON (WOMEN VS. MEN):
TYPES OF STRESSORS (N=2,646)
Pregnancy-related stress
2.6
0.5
Non-workplace–related discrimination
2.4
1.1
Workplace-related discrimination
7.5
COVID-19 related worries for family members
COVID-19 related worries for self
Family member’s problem
37.1
Dental health issue
Mental wellness issue
Physical health issue
Lack of physical activity
Poor appetite
Sleep disturbance
Loneliness
Legal issue
Co-parenting issue
Parenting issue
Family relationship issue
Employment loss
Employment reduction
Lack of mental wellness care
Lack of dental care
Lack of healthcare
Transportation
Housing
Spousal care
Elder/Adult care
Childcare
Financial
7
6.2
18.6
29.1
31.5
29.5
44.7
30.6
10.3
5.5
50.4
35.9
21.5
7.6
7
6.4
2.96
16.8
15.4
12.5
29.9
23.8
5.2
6.2
8
7.4
12.7
6.5
4.4
2.3
6.6
4.6
6.2
4.2
7.2
4.7
8.5
10.7
24
17.9
8
15.1
40
29.5
0% 10% 20% 30% 40% 50%

Lady Lawyer Diaries@ladylawyerdiary· 15d

FIGURE 5. IDENTIFIED STRESSORS AMONG SURVEY RESPONDENTS
(PERCENTAGE REPORTING)
Pregnancy-related stress
1.7%
Non-workplace–related discrimination
2%
Workplace-related discrimination
5.7%
COVID-19 related worries for family members
2.6%
COVID-19 related worries for self
2.8%
Family member’s problem Dental health issue Mental wellness issue Physical health issue Lack of physical activity Poor appetite Sleep disturbance Loneliness Legal issue Co-parenting issue Parenting issue Family relationship issue Employment loss Employment reduction Lack of mental wellness care Lack of dental care Lack of healthcare Transportation Housing Spousal care Elder/Adult care Childcare Financial 18.4%
6.8%
4.9%
13.2%
25.8%
5.1%
7.2%
9.9%
3.5%
5.5%
5.2%
6.1%
8.4%
20.3%
11.8%
33.9%
0% 10% 20% 30%
Percent of Respondents
40% 50%

Lady Lawyer Diaries@ladylawyerdiary· 15d

Recommendations
We recommend treating mental wellbeing as an organizational responsibil-
ity through leadership accountability, workload reform (including billable hour
review), equity-informed policy design, and routine education on gender-specifc
stressors. Organizations should improve policy communication, normalize its use
through leadership modeling, and provide confdential mental health resources
while addressing structural contributors to stress.
Conclusion
Meaningful progress requires moving beyond individual coping strategies to
address the systemic workplace conditions that disproportionately impact women
lawyers, creating sustainable change through leadership commitment and cultural
transformation

Lady Lawyer Diaries@ladylawyerdiary· 15d

Key Findings
3 Persistent Gender Disparities: Women reported signifcantly higher
stress levels across nearly all domains—fnancial strain (40% vs.
29.5% for men), mental wellness issues (35.9% vs. 26.1%), sleep dis-
turbance (30.6% vs. 18.6%), and family relationship issues (29.9%
3 xiv Z
MENTAL WELLBEING IN THE LEGAL PROFESSION
vs. 18.6%). Women also showed higher rates of anxiety (36.9% vs.
22.7%) and depressive symptoms (19.4% vs. 15.1%) warranting clin-
ical evaluation.
3 Cumulative, Systemic Stressors: Women described stress as ongoing
and embedded in legal practice structures—billable hour require-
ments, workplace culture, gender bias, and work–life confict—rather
than isolated personal challenges. Caregiving responsibilities, partic-
ularly the “motherhood penalty,” emerged as a critical stressor.
3 Policy-Implementation Gap: While mental wellness policies exist,
women rarely utilize them due to stigma, confdentiality concerns,
professional risk, and unchanged workload expectations. Leadership
modeling and cultural change are absent.
3 Intersectional Variations: Women requiring workplace accommoda-
tions and LGBTQIA+ lawyers reported substantially higher mental
health symptoms and lower wellbeing. Women of color frequently
described stress related to marginalization, bias, and additional bur-
dens of proving competence.
3 Structural, Not Individual: Women emphasized that mental well-
ness challenges stem from organizational structures and professional
norms, not personal resilience defcits.

Lady Lawyer Diaries@ladylawyerdiary· 15d

Executive Summary: Mental
Wellbeing of Women Lawyers
Purpose/Background
The American Bar Association Commission on Women in the Profession conducted
groundbreaking Research examining how workplace experiences impact the men-
tal health and the mental wellbeing of women lawyers compared to men, with par-
ticular attention to differences across race, ethnicity, disability, and gender identity.
This Research flls a critical gap, as no previous national study has centered mental
wellbeing specifcally on women lawyers.
Methodology/Approach
The Research employed a mixed-methods design comprising an anonymous online
survey (n=2,915 lawyers, 69% women) and 12 Focus Groups, four in-person and
eight virtual. The Survey included validated measures of depressive symptoms,
anxiety symptoms, and wellbeing, alongside open-ended questions about stressors
and workplace policies. Focus Groups provided rich qualitative data on lived expe-
riences, with participants representing diverse practice settings, demographics, and
geographic locations across the United States

Lady Lawyer Diaries@ladylawyerdiary· 15d

As you refect on the fndings, I encourage you to consider:
3 How are expectations around workload and availability shaping well-
being in your sphere of infuence?
3 Where might there be a gap between stated policies and what is hap-
pening in your workplace?
3 What signals—intentional or not—are leaders sending about what is
truly valued?
3 What meaningful changes could begin to move the culture forward?
The path forward is both challenging and deeply important. Supporting mental
wellbeing is not separate from sustaining excellence in the legal profession—it is
fundamental to its very existence. When lawyers thrive on a personal level, the
profession as a whole is stronger, more resilient, and better equipped to serve all
of our stakeholders.
On behalf of the Commission on Women in the Profession, I invite you to see this
report not as an endpoint, but as a starting point—one that depends on engaged
readers like you to translate insight into action, today, tomorrow and forever.
Sincerely,
Karol Corbin Walker
Chair, 2023–2026
Commission on Women in the Profession
Karol Corbin Walker

Lady Lawyer Diaries@ladylawyerdiary· 15d

After hearing from almost 3,000 lawyers, the study’s fndings unfortunately point
us toward a clear and uncomfortable truth: the challenges described within this
report are not primarily rooted in individual resilience, but in the systems, expecta-
tions, and cultural norms that defne our profession. Women in particular describe
stress that is cumulative, often invisible until it becomes overwhelming. They speak
of policies that exist on paper but fall short without corresponding cultural change.
They connect these pressures to real consequences—decisions to step back or even
leave the profession altogether. They also underscore, with striking consistency,
the needed role of leadership in shaping whether mental wellbeing is genuinely
supported

Lady Lawyer Diaries@ladylawyerdiary· 15d

A few excerpts from the ABA’s Mental Wellbeing in the Legal Profession: The Unique Challenges of Women Lawyers and a Path Forward 1/

Lady Lawyer Diaries@ladylawyerdiary· Jun 24

Y’all

Lady Lawyer Diaries@ladylawyerdiary· Jun 21

Happy Father’s Day to all the great Dads out there!

Lady Lawyer Diaries@ladylawyerdiary· Apr 23

Another great anonymous #LadyLawyerDiaries query for the fam. OP is right, in our experience—the whisper network is pretty reliable re toxic firms. But how do you go about finding the good ones? We, too, want to know about those firms & practices worth seeking out—especially in these Gilead days.

Hi! I have a question for you all. I know we all know of law firms that treat women poorly, but I find it frustrating that it’s easier to identify the firms with a bad reputation than a good one. Are there any firms (or specific offices/practices) that are known for supporting women?

Lady Lawyer Diaries@ladylawyerdiary· Apr 22

An interesting #LadyLawyerDiaries discussion prompt from an anonymous follower. We’ve had discussions re how women bear more emotional labor on teams & for mentoring. And that can be frustrating. What do you think—too harsh? What would you do next, as mentor or mentee?

Anonymous text that reads:

“Asked today by a young female lawyer, “what advice do you have for how to have a family and a legal career?” I said, I’m happy to share some thoughts, but first, let me ask, have you ever asked a man that question?

Too harsh right?

Be honest. It felt a little too mean as it came out and she reacted like I had slapped her in the face.

But seriously. Why do 55 year old men never get asked that question? How did YOU “do it all?”

Lady Lawyer Diaries@ladylawyerdiary· Mar 4

Mike Luckovich cartoon with a white man in a voting booth choosing between Kamala Harris and “Unleashing Hell”

He checked the box for Unleashing Hell

Lady Lawyer Diaries@ladylawyerdiary· Feb 25

Handwritten note that says:

It’s important to listen to your body.

Body: you’re old. And you want lasagna [underlined]

Lady Lawyer Diaries@ladylawyerdiary· Feb 14

Happy Valentine’s Day #LadyLawyerDiaries! Hey @briefslayer.bsky.social, since you brought it up, we asked ChatGPT to write a poem about manels:

Ode to the Manel
Welcome, friends, to the Big Ideas Panel—
please ignore it’s a man-el.
Five suits, same shade of navy blue,
all here to share a “fresh” debut
of thoughts that sound suspiciously
like last year’s talk—by Dave, or Steve.
They nod in synchronized accord,
each “great point” neatly underscored.
“Building bridges!” “Thinking big!”
(They all once owned the same brown wig.)

A question floats: “What might we miss?”
They pause. They blink. They sip. They hiss:
“Diverse perspectives matter, sure—
we’ll add a woman next year.”
Applause! The conference hums along,
the echo chamber loud and strong.
Five mics, one tune, a single channel—
long live the noble, noble manel.

Lady Lawyer Diaries@ladylawyerdiary· Jan 17

www.theatlantic.com/culture/2026... THE UNSPEAKABLE, ENABLED This year will decide whether gendered abuse in real life and online becomes the norm. By Sophie Gilbert

Every time I’ve found myself lost for words over something in the news this past year—which has happened disconcertingly often—I’ve returned to the same book for guidance, the philosopher Kate Manne’s Down Girl: The Logic of Misogyny, published in 2017, largely in response to the election of Donald Trump. Misogyny, Manne argues, is often less about hating women outright than about policing and punishing their behavior.

It can—of course—be an expression of both. “Fucking bitch,” a male voice, believed by many to be that of the ICE agent Jonathan Ross, was captured on video saying last week—after Ross had crossed in front of Renee Nicole Good’s car; after she’d calmly told him, “I’m not mad at you”; and after he’d then shot her at least three times. Good didn’t seem afraid of Ross—even though, apparently, she should have been. She wasn’t sufficiently reverent and deferential to the uniform he wore, to the gun in his hand, to the terror the Trump administration is using ICE to elicit in so many American communities. And because of that, she’s dead.

Lady Lawyer Diaries@ladylawyerdiary· Jan 3

Happy New Year #LadyLawyerDiaries! We have high hopes and earnest wishes for all our peeps in 2026 ❤️❤️

Card with a drawing of a fat white man with a mustache wearing shorts and a white shirt, with his hands in his pockets and his head raised high.

The words say “May you have the confidence of a mediocre white man.”

Lady Lawyer Diaries@ladylawyerdiary· Jun 25

“Respectfully.” 🔥🔥🔥

Tweet by @AOC reading:

“Mr. President, don’t take your anger out on me—I’m just a silly girl. Take it out on whoever convinced you to betray the American people and our constitution by illegally bombing Iran and dragging us into war. It only took you 5 months to break almost every promise you made.”

AOC’s tweet quotes her own tweet that reads “Also, I’m a bronx girl. You should know that we can eat Queens boys for breakfast. Respectfully.”

Lady Lawyer Diaries@ladylawyerdiary· Jun 2

Here’s a link to the WSJ article and a few snippets that should strike fear in the hearts of every biglaw leader who endorsed capitulation or silence in the face of this administration’s attacks on the legal profession www.wsj.com/us-news/law/...

Skeets from George Conway quoting from the WSJ article as follows:

“Support for the law firms that didn’t make deals has been growing ... At least 11 big companies are moving work away from law firms that settled with the administration or are giving—or intend to give—more business to firms that have been targeted but refused to strike deals”

“In interviews, general counsels expressed concern about whether they could trust law firms that struck deals to fight for them in court and in negotiating big deals if they weren’t willing to stand up for themselves against Trump."

“The general counsel of a manufacturer of medical supplies said that if firms facing White House pressure ‘don’t have a hard line,’ they don’t have any line at all.”

Skeets from George Conway quoting from the WSJ article as follows:

“During a panel at the Women’s General Counsel Network event, a lawyer stood up and said her company had taken steps that morning to pull its business from Paul Weiss. The lawyer received thunderous applause.”

“At Skadden, Simpson, Latham and Kirkland, some associates have quit over the deals. One associate leaving Simpson wrote in his departure email, shared on LinkedIn, that he refused to ‘sleepwalk toward authoritarianism.’ Partners, too, have left some of the firms that made deals.”

“At Sullivan & Cromwell, some lawyers have bristled at the role that co-chair Robert Giuffra played in facilitating a deal for Trump to drop an executive order against rival firm Paul Weiss. ...

Lady Lawyer Diaries@ladylawyerdiary· Apr 25

In a black and white cartoon, a man in a red ballcap stands before the pearly gates. The angel/bouncer says: “Says here you went to church your whole life and loudly proclaimed yourself a Christian, but worshipped rich people, hated the downtrodden, and cheered for cruelty. Like what the fuck, man?”

Lady Lawyer Diaries@ladylawyerdiary· Apr 21

Omg 😂