Women’s History Month Spotlight: Shantal Pai
Attorney at Fredrikson & Byron
Can you share a brief overview of your career journey and what led you to your current role?
I graduated from the University of Minnesota Law School in 2021. After a few years of clerking, I started in Fredrikson’s Energy & Environmental Groups in 2023.
What inspired you to pursue a career in law?
My undergraduate degree is in plant sciences. I thought I wanted to be a research scientist, but some thoughtful mentors helped me identify that my favorite parts of research—the literature review and writing—were not actually significant parts of a research career. I went to law school to find a path that involved more of my favorite kinds of work.
What communities, mentors, or networks have been most meaningful in supporting you as a woman of color in the legal profession?
Every step of my career, I have found professional mentors essential to finding my path. I’m lucky to be young enough to have lots of women attorneys and attorneys of color to look up to. I have found all of them willing to answer questions and give advice when I ask.
Is there a case, issue area, or aspect of the law that feels especially meaningful to you? Why?
I have been working with an asylum client since 2023. We have been in touch regularly since then to check in on her case and impacts of ever-evolving immigration policy. The connection we built became especially important during Operation: Metro Surge. We checked in with each other every day. Even when I felt helpless and scared myself, having the power to truthfully tell my client that I was there for her no matter what happened was a reminder that understanding the law and having the skills to use that understanding to help people navigate scary moments is an extraordinary privilege.
What gives you hope about the future of women of color in the legal profession?
Every new class of law students and summer associates seems to have more smart and tenacious women of color than the last. I know that the women of color in our legal community have what it takes to succeed on their own, and I believe the Twin Cities legal community has what it takes to support their growth. There are organizations, like TCDIP and Minnesota Women Lawyers, that are ready to provide community and mentorship to new lawyers.
Women’s History Month Spotlight: Debra Bulluck
Attorney at Bassford Remele
What inspired you to pursue a career in law?
Growing up, both of my parents were public servants (my mother was in the military, and my father was in law enforcement). With that influence, along with my aunt who used to practice law and fictional characters, such as Claire Huxtable, Maxine Shaw, and Joan Clayton, ultimately influenced me along the way as well. Since I was at least 5 years old, I had a strong desire to help others, from playing court on the playground with me settling disputes on who would be next on the tire swing or supporting my classmate with a project. The desire was amplified in activities such as Girl Scouts throughout my youth and attending Crump Law Camp at Howard Law School when I was in high school.
What is a challenge you have faced navigating the legal profession as a woman of color, and what did you learn from that experience?
A challenge that I have faced navigating the legal profession as a woman of color has been implicit bias and microaggression experienced by some clients as I advocate for them. As an associate in private practice, I have not always had a choice on who are clients. On a few occasions, I have different clients treat me with the upmost respect over the phone prior to me meeting them, but once they meet me in person or a Zoom call, suddenly, my work product is heavily criticized moving forward. From these experiences, I have learned that in cases where I must continue to work with a client that perpetrates microaggressions, that I find ways to protect my peace. For example, being strategic on having more people review my work prior to it being released to the client.
What can legal organizations do to better support, retain, and advance women of color attorneys?
I think legal organizations can do a better job understanding how certain internal policies and work culture practices may impact women of color. I believe legal organizations that create intentional space for women of color in their organization by giving us credit for additional labor assignments, such as serving on diversity committees. Furthermore, treating inclusion as genuine business strategy and not an afterthought or “brand initiative” could elevate a legal organization’s ability to retain and advance women of color attorneys. Lastly, I believe not only seeing our potential in future leadership roles, but legal organizations can do a better job activating an intentional plan that prepares us to take up space in said roles can advance women of color in the law.
Women’s History Month Spotlight: Michelle Cardona Vinasco
Attorney at Stinson LLP
What communities, mentors, or networks have been most meaningful in supporting you as a woman of color in the legal profession?
Being the first in my family to go through the secondary education process and become a practicing attorney in the U.S., there were times when I envied folks who had family or close friends who were attorneys or judges who could provide mentorship and advice as their family member/friend navigated this space. Seeking to find that sense of community, support, and a place where I could be my genuine self, I participated in community events and through my involvement with TCDIP I have met people that I now consider invaluable mentors and friends. These folks provide a space where we as diverse attorneys can share what we learn with one another, seek advice in a safe space, and brainstorm solutions and ideas together. While we face particular challenges as attorneys of color and women of color in the legal profession, the support and friendship of these folks has been vital in my development and growth as an attorney.
What is a professional milestone or accomplishment you are especially proud of?
Sometime halfway through my 4th year of practice, after working so hard for years, things finally started to click – I finally had that “I got it” moment where I started feeling confident and comfortable in my abilities as an attorney. Now, I am taking on new challenges and growing my practice but with a sense of confidence in myself I was greatly lacking when I first started practicing. It was around this time that I finally felt like I had my feet under me as an attorney and was able to start pursuing greater involvement in community organizations and in the academic side of practice. I am particularly proud of co-writing a chapter for the 2025 Minnesota Real Estate Purchase and Sale Deskbook on distressed real property, and on being elected Co-Chair of the Emerging Leaders Group of Twin Cities Diversity in Practice.
What can legal organizations do to better support, retain, and advance women of color attorneys?
I have been fortunate to have great mentors and people to learn from throughout my career. Many of these mentors engage in 360 degree feedback. It is invaluable to be able to sit down with assigning attorneys and discuss how both parties felt a project went and in this, communication differences, personal preferences, and other challenges that may have caused friction (even while the project went well, there could have been challenges that create invisible barriers to development and the relationship) can be brought to light and discussed. One step legal organizations can take to support, retain, and advance women of color is to be courageous and promote 360 degree feedback. Maya Angelou said people will forget what you did, but people will never forget how you made them feel. 360 degree feedback can allow for the development of a safe space for questions, feedback, and professional development while bridging cultural gaps that may exist, allowing greater relationship building, and in turn, greater professional advancement and feelings of being valued, heard, and appreciated.