Children often approach difficult conversations with openness and curiosity — traits many adults shy away from. Julia Livingston argues that rekindling that same curiosity can help us better navigate differences and foster inclusion.
One example came from her daughter’s sixth-grade experience. On her first day riding the bus, she sat next to a girl wearing a hijab. The two began chatting about family, music, and culture. When Livingston’s daughter asked about her seatmate’s background, the girl explained her religious practices and shared feelings of being excluded by peers. What struck Livingston was her daughter’s natural curiosity — she wasn’t hesitant or awkward, she simply wanted to learn.
Livingston, who has worked in nonprofit leadership and now serves as DEI Manager for the Illinois Supreme Court Commission on Professionalism, sees parallels for the legal profession. While adults often avoid uncomfortable conversations for fear of being offensive, children approach them as opportunities to connect.
Why Curiosity Matters for Lawyers
Curiosity fosters stronger client relationships, builds trust, and helps uncover client needs more effectively. Research shows it also enhances cognitive skills, decision-making, and even happiness. As psychologist Leon Seltzer notes, genuine curiosity deepens conversations and leads to more rewarding relationships. For lawyers, it can also spark new ways of delivering services.
Curiosity Builds Cultural Competence
Cultural competence — the ability to communicate effectively across differences — grows through curiosity. For example, Livingston’s daughter learned about her classmate’s faith and traditions simply by asking questions. For lawyers, being culturally competent helps avoid misinterpretations, builds rapport, and expands the ability to serve diverse clients.
Practical questions like “What’s the best way for me to share documents with you?” or “Would you prefer an interpreter for our meetings?” show respect and encourage understanding.
Growth Mindset Encourages Inclusion
Children also model growth mindset behaviors: seeing challenges as opportunities, taking risks, and finding inspiration in others’ success. Livingston’s daughter risked rejection by sitting with someone new, but instead built a connection. Lawyers, though often risk-averse, benefit greatly from this mindset — studies link it to higher motivation, better performance, and lower burnout.
Bringing It Back to Childhood Tendencies
Creating inclusive workplaces doesn’t happen automatically. It takes intention — and sometimes, a return to the openness and authenticity we had as kids. By leaning into curiosity, cultural awareness, and growth-oriented thinking, lawyers can build stronger connections and more inclusive practices.