Employment law firms are doing far better than their BigLaw brethren at promoting and retaining female talent, reflecting a professional knack for supportive workplace policies, a client-driven focus on equality and a cultural history of inclusion that dates back decades.
U.S. law firms continue to make it hard for women to advance, but experts say the legal industry could look to an unlikely source for inspiration — corporate America.
Female attorneys continue to find it daunting to rise and become rain makers at law firms, but specialized leadership training and business development programs can help open doors. Here, Law360 looks at four ways firms can ramp up their women's initiatives.
Women are in the top leadership spots of only seven of the 100 largest U.S. firms — a product of law firms failing to provide adequate mentorship and advancement opportunities, experts say.
The culture of many large U.S. law firms does not support equal access to business-building opportunities, blocking women from the position they most want to reach — equity partnership.
When longtime McGuireWoods LLP partner Amy Manning had her first child 14 years ago, flexible work arrangements and telecommuting were hardly ever used in the legal industry. So Manning approached a meeting about the issue with her mentor at the firm, top antitrust and trade regulation partner Richard Rappaport, with more than a little trepidation.
Bucking a nationwide trend among law firms of subpar female representation at the partner level, Law360's inaugural class of Ceiling Smashers have shown a commitment to gender equality.