tag:blogger.com,1999:blog-3917175986608222742.post873215137346899791..comments2023-12-13T06:15:49.447-05:00Comments on But I do have a law degree...: Why Can't Law Firms Retain Women?But I Do Have a Law Degreehttp://www.blogger.com/profile/06362410549493994038noreply@blogger.comBlogger9125tag:blogger.com,1999:blog-3917175986608222742.post-26578786590159981382014-04-02T14:39:05.028-04:002014-04-02T14:39:05.028-04:00I just came across this - and your blog - and I co...I just came across this - and your blog - and I couldn't agree more. I am currently working for Biglaw - incidentally, I went to Penn around the same time you did. I have a flexible position - but still feel the pressure (real or maybe imagined?) from other attorneys in management outside my group. I've also found some of the female partners to be a working mom's worst enemy. It's as though they couldn't have it so neither should you. I've also noticed that even when I don't directly feel pressure from management, I feel it indirectly watching all the other mom associates who want to be able to balance things be forced out. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3917175986608222742.post-33576572151934650542014-03-14T15:20:09.341-04:002014-03-14T15:20:09.341-04:00I love this post as well. I'm in my last mont...I love this post as well. I'm in my last month practicing as a lawyer. As of the end of March, after 10 years in the practice and a set of twins, I will be a full time mom. And for many of the reasons you discussed, I can't keep pulling myself in two trying to meet the needs of the firm and the needs of my family. And I was even working part time, telecommuting, so flexible work arrangements aren't always the answer (or at least they weren't for me). I wanted to be the poster girl for flexible work arrangements and how to make it work and have it all, but I think the culture, as you pointed out, makes it an uphill battle.<br /><br />So I'm leaving. And I'm doing what seems to be the trend, starting a blog to talk about why I left and what on earth I'm going to do now - don't look at my blog for a while though (check in after April). I'm going through the learning curve of new technologies and software - I've always relied on IT to sort out my computer for me!!!!<br /><br />PS - first time posting to your blog but I love the title! Somehow, I feel like I may be using this phrase for a while!Lesley Hobdenhttp://www.icingonthepavement.comnoreply@blogger.comtag:blogger.com,1999:blog-3917175986608222742.post-82810739744431533412014-03-13T23:39:22.602-04:002014-03-13T23:39:22.602-04:00I really loved this post and agreed with so many p...I really loved this post and agreed with so many points you made. I am an associate at a medium-sized firm. Since my oldest was born a few years ago, I have been fortunate enough to be able to work a "reduced hours" schedule. Similar to another woman who commented, our firm does not have a maternity policy either... so, I took the initiative to put together my own proposal as far as time off, and a proposed reduced-hour schedule after I returned from maternity leave. My proposal was approved. Perhaps it was because my proposal made the partners' lives easier (to know how to handle my maternity leave); but, nonetheless, it was approved. However, although I may have lower billables and reduced benchmark, I have of course been counseled, repeatedly, that my benchmark is only a minimum, not a "goal". The stress is really no less than it was previously.<br />The ironic thing is, I feel the male partners are much more supportive of my schedule than the female partner (who once told me it is impossible to be both a good mother and a good litigator). As women, we need to be more less competitive and more SUPPORTIVE of each other. I think that having more family-friendly women in management positions could help change the culture so prevalent in the legal world.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3917175986608222742.post-59623540323982433252014-03-13T16:13:46.058-04:002014-03-13T16:13:46.058-04:00I am at a "lifestyle" boutique (i.e., re...I am at a "lifestyle" boutique (i.e., required hours only 1900/year), and it is no better here. In fact, I find it worse than big law because a) you have the same culture issues you discuss, and b) there are no written policies. The associates had to push for a maternity leave policy (while hoping the pushing didn't make it seem like they weren't devoted to the firm), and the one we got is still far below what big law offers. Even more so for men--they get 2 weeks now, but they are STRONGLY encouraged to be back in the office within days.<br /><br />I second the comment that some of the women at the top are the most hostile to those who are looking for balance. I have heard this attitude from both the single female partner (whose motto is "if you want what men have, you gotta act like a man"), and the female partner with children (whose motto is "nobody went out of their way for me, why should anyone go out of their way for you?"). Almost all of the partners--men and women--have spouses with less-demanding careers, and don't believe that there's any way to be successful in this line of work other than making it your number one priority. They refuse to let anyone work part time. <br /><br />So where does this leave a dual "power career" couple hoping to have kids? I am at a loss. No kids yet, but I worry all of the time about what we will do. I don't want to be "just another woman who couldn't hack it at a law firm," but I can't see any way that having a child would be compatible with keeping this job (even though, aside from the lifestyle issues, this is a job and career that I really do enjoy).DMKnoreply@blogger.comtag:blogger.com,1999:blog-3917175986608222742.post-39667826770239636202014-03-13T13:12:52.874-04:002014-03-13T13:12:52.874-04:00As a senior associate at a big Canadian firm, I ca...As a senior associate at a big Canadian firm, I can attest to the fact it is the same here. At a recent meeting to discuss partnership track at the firm, the senior associates at the table were about 50/50 men and women. Maybe 8 of each (or so). Of the 8 men, 7 had children (most had more than one) and of the 8 women....2. So here we are - women have to make the choice and not have a family if they want to make it (it almost goes without saying that I killed my career by having my child) and the men get both. I don't care what family friendly policy is in place - if you avail yourself of those policies, you are done. The business model just can't manage it. The product being sold is the almighty billable hour, and if you aren't selling enough product, you aren't good for business. <br /><br />I'd love to think that if women were in management positions that things would change, and they could (if there were enough of them), but I'm pretty pessimistic of that ever happening. We have some (1) woman in a management position, but she is old school "I made sacrifices and never saw a recital so you should do that too" kind of person. We need women on top who have made significant sacrifices but who don't want other women to have to do the same.<br /><br />Ramble ramble ramble. Sorry!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3917175986608222742.post-84498012109600585962014-03-12T15:33:29.056-04:002014-03-12T15:33:29.056-04:00This post really spoke to me today. In fact, I ch...This post really spoke to me today. In fact, I changed my blog entry today because of this one. Check it out at thinkandquestionbiglaw.comKaliahttp://thinkandquestionbiglaw.comnoreply@blogger.comtag:blogger.com,1999:blog-3917175986608222742.post-77740541656991397772014-03-12T10:40:23.578-04:002014-03-12T10:40:23.578-04:00This is why I will never work in Biglaw. I make a ...This is why I will never work in Biglaw. I make a small fraction of what my friends in big firms make, but if I leave at 5pm, no one looks at me with contempt.Mollyhttps://www.blogger.com/profile/15262570233847674097noreply@blogger.comtag:blogger.com,1999:blog-3917175986608222742.post-39492825489101899412014-03-11T21:08:54.604-04:002014-03-11T21:08:54.604-04:00With regard to number 3...the problems with the cu...With regard to number 3...the problems with the culture of biglaw also are perpetuated by women who made the big sacrifices and "made it." When I look around I see no role models at all. All the young women partners at my firm, those who have kids, seemed to have entrusted their children's care to a nanny. They are never home and travel all the time. This is their choice, and that's fine, but I wish biglaw would just stop pretending that you can be an attentive and present parent and a successful biglaw partner. It is not possible given the demands. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3917175986608222742.post-86726210199609346072014-03-11T20:46:36.334-04:002014-03-11T20:46:36.334-04:00It's funny, a lot of these issues are present ...It's funny, a lot of these issues are present in medicine-it's not exactly a family friendly practice, especially during residency, when workweeks typically exceed 80 hours (I know there are restrictions, but who on earth REALLY follows them?) at a time when a lot of male and female physicians are having babies and families. That being said, we have a lot of 'assistant professors' who are female, but very few 'professors' or 'chair of XXX medicine' who are female. <br /><br />Anonymousnoreply@blogger.com