Far too many—if not most—of us in the legal profession who belong to both the disability and LGBTQ+ communities have known informally, through our own experiences and those of others like us, that workplace bias and discrimination on the basis of disability, sexuality, and gender identity is still widespread. The new study by Blanck et al. on diversity and inclusion in the U.S. legal profession provides empirical proof of this phenomenon, which might otherwise be dismissed as being based on anecdotal evidence.1 Its findings lend credibility to our position that the legal profession must make systemic changes to address workplace ableism, heterosexism, and transmisia.2 They also suggest possibilities as to where and how it might start to do so through providing information on who employers discriminate against most often and in what forms.3

中文翻译：

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超越多样性和包容性：理解和解决法律职业中的 Ableism、异性恋和 Transmisia：评论 Blanck、Hyseni 和 Altunkol Wise 的法律职业全国研究

我们法律界中的很多人（如果不是大多数人的话）同时属于残疾人和 LGBTQ+ 社区，通过我们自己和像我们这样的其他人的经历，非正式地知道，基于残疾、性行为的工作场所偏见和歧视，而且性别认同仍然很普遍。布兰克等人的新研究。关于美国法律职业的多样性和包容性的研究提供了这一现象的经验证据，否则可能会被认为是基于轶事证据而被驳回。1它的调查结果为我们的立场提供了可信度，即法律界必须做出系统性的改变，以解决工作场所的能力歧视、异性恋和传播问题。2他们还通过提供有关雇主最常歧视哪些人以及以何种形式歧视的信息，提出了从何处以及如何开始这样做的可能性。3