Improving Recruitment and Preventing Turnover of Female Attorneys in Biglaw
Despite recent improvements to gender diversity and the widespread implementation of different female-friendly policies (i.e., flexi-work and part-time arrangements, roughly equal numbers of women associates in the legal workplace, the introduction of lockstep compensation structures, etc.), the Biglaw industry continues to bleed talented women from the pool of employees. Firm surveys not only show that women are generally more dissatisfied with office culture and compensation than their male colleagues, but also indicate that, statistically speaking, women are poorly represented in positions of leadership in Biglaw.
If you’re a woman looking to develop a sustainable and satisfying career in Biglaw, it’s important that you understand what to look for as you make your initial transition into Biglaw (or alternatively, as you transition to a different firm). Working with a skilled legal recruiter will enable you to tap into an extensive knowledge base that provides valuable insight into which firms actually “put their money where their mouth is” in terms of providing women equal opportunities to succeed.
The following are programs, policies, and issues to keep an eye out for as you explore target Biglaw firms. This list is non-exhaustive. If you have more specific requests or needs, make sure to address these particular concerns with your legal recruiter.
Flexi-work Options
Increasingly, law firms are making flexi-work options available, which can help ease the burden on women and men who are juggling substantial career and family responsibilities. Options include remote work (though how consistently this is available depends on the particular office as well as nature of your assigned projects), a part-time associate track, and independent contracting with the firm for a limited period of time or for individual projects.
Lockstep Compensation
In Biglaw, “lockstep compensation” is more common than not. How does lockstep compensation work? Essentially, all associates of a certain year are given a locked-in salary and bonus tied to their year. For example, all second-year associates at a Biglaw firm that implements lockstep compensation will receive the same salary and bonus, regardless of their actual performance.
Lockstep compensation may seem like a rather archaic policy, but in reality, such compensation greatly benefits women, as without lockstep compensation, statistics show that women tend to receive lower compensation.
Women-Friendly Mentorship Program
Mentorship is the key to succeeding in the long-term if you have your sight set on promotion. A supportive and experienced mentor can help guide you internally as you navigate the minefield of office politics. A particularly helpful mentor can funnel you good projects, sing your praises to those in a position to promote, and more.
In the Biglaw environment, however, women can sometimes find it difficult to secure quality mentors — in part because so few women occupy leadership positions in Biglaw. When exploring target firms, make sure to consider whether the firm implements an internal mentorship programs that is designed to help women secure great mentors.
Leadership Positions Occupied By Women
Everything from office culture to the execution of firm policy can change depending on the nature of firm leadership. Unfortunately, less than 5 percent of top firms across the country have female managing partners, which can lead not only to the creation of policies that are inconsiderate of female employees, but can also lead to female-friendly policies being improperly implemented. For example, the potential work flexibility introduced by a remote-working option at a male-dominated Biglaw firm may not be actualized if firm culture does not change to accommodate the option. If women are made to feel discouraged from taking on these new attorney roles, then the policy may as well not exist in the first place.
The Office Culture Is Not Old-School
Biglaw culture continues to be — as a whole — rather male-dominated. Sexist jokes and statements are common in certain offices, and may be indicative of an organizational mindset that devalues women employees. To avoid firms with office environments that are unfriendly to women, make sure to work with a legal recruiter. Your legal recruiter will have “insider information” on target firms, giving you insight into the job satisfaction of current and former employees, as well as insight into the office culture as a whole.
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Here at Garb Jaffe & Associates, we are dedicated to helping all attorneys find meaningful, exciting new positions in both Biglaw and in-house. Garb Jaffe is run by women with experience working in Biglaw, and as such, we truly understand the questions and concerns you are likely to have as you navigate the Biglaw employment landscape.
If you’re a female attorney looking to transition into Biglaw, or make the jump to a different firm, speak with a Silicon Valley legal recruiter at Garb Jaffe & Associates. We have extensive experience placing attorneys with prestigious Biglaw firms across California, and will advise throughout the process to ensure that you secure an ideal placement with a firm that provides women plenty of opportunity to grow and lead.
Call us today at (310) 207-0727 for a free consultation.