By Joanne Cleaver, Melissa McClenaghan Martin and Dr. Anne Perschel
“Let me close my office door,” said the firm managing partner. That’s when we knew the truth was going to come out.
“Women keep leaving our firm,” he said into the phone. “We can’t figure out why. Everyone gets the same opportunities. We have a women’s initiative so the women can get together and hear from women partners. We give them extra business development and leadership training. None of it seems to make a difference. Women quit anyway. This can’t continue. What are we doing wrong?”
As consultants with complementary practices, we often collaborate to help professional firms diagnose and address vexing problems with retaining and developing women and diverse talent. We’ve seen too many misguided initiatives doomed from the start. They’re doomed because the initiatives are seen as add-ons: programs ancillary, not necessary, for the firm’s future. Continue reading
In June, Cravath announced that it would bump first year associate salaries up to $180k, and many firms followed. In July, Cravath announced that a woman will chair Cravath for the first time in the firm’s history. Given that her addition will make just four of the top 200 firms lead by women, I hope that other firms are as eager to follow suit. http://www.nytimes.com/2016/07/14/business/dealbook/faiza-saeed-to-become-first-woman-to-lead-cravath-swaine-moore.html?_r=0
I’ve experienced this first-hand. When I am making time for “self care,” which for me includes morning SoulCycle classes and weekend YogaWorks classes, everything is better. Here’s an article that backs it up!
Check out this POSITIVE article about being a woman lawyer – are the reasons in the article the same reasons you love being a lawyer? Tell us what you think!