Gender Diversity Initiatives in Big Law
In Big Law, both in California and elsewhere, gender diversity remains a hot-button issue, and for good reason. Women are routinely underrepresented in the large firm environment overall, and this lack of representation is even more severe when taking into account leadership positions at Big Law firms.
For its part, the legal industry has recognized this lack of representation as an issue and various Big Law firms have implemented — or are in the process of implementing — diversity initiatives that are intended to help acquire and maintain gender-diverse legal talent. If you are a female attorney looking to make a transition to a new position, it’s important that you consider the culture of the firms you’re targeting and whether such firms have invested effort and funds into improving representation in the workplace. As a general rule, firms that are invested in diversity are better oriented towards the needs of minorities and women.
As an applicant, it can be difficult, time-consuming, and even impossible for you to glimpse the “innards” of a particular law firm. Here at Garb Jaffe & Associates, our legal recruiters have close relationships with both current and former attorneys at Big Law firms throughout the state of California, and are therefore plugged in to these internal networks. We can help you sift through potential firms and get a sense for what the work experience might be like as a woman by tapping into our existing knowledge base at the firm.
Call (310) 207-0727 to schedule a consultation with one of our experienced Bay Area legal recruiters today.
Of course, not all gender diversity initiatives are implemented effectively, even if the firms are well-intended and are serious about tackling gender representation issues. Despite widespread investment into gender diversity initiatives (and diversity initiatives, generally), many Big Law firms are confounded by the lack of results. As an industry, law — and Big Law in particular — continues to systemically underrepresent women.
Industry observers have long criticized these failures, and have identified numerous opportunities for improvement.
Demonstrated Support From All Segments
Generally speaking, gender diversity initiatives work best when they have the full and demonstrated support of all segments, including men. Gender diversity initiatives must not simply be a thorn-in-the-backside of male attorneys and partners at the firm. Big Law firms that are serious about implementing effective gender diversity initiatives and resolving their longstanding representation issues must rally support on the ground level. Firms should strive to build a dynamic of support, encouragement, and awareness. Men should be encouraged to participate, too, when appropriate. The culture of the firm must be such that men should see gender diversity initiatives as critical to the overall success of the firm in the long-term.
Tangible, Consistent Leadership and Training Programs
All too often, leadership and training programs propose one-time events with disparate speakers from outside the firm. Though these “one-time” events are useful in certain ways, they are unlikely to truly lead to tangible results for representation in the workplace. Leadership and training programs must be consistent. A training program should not just consist of one or two events that run for a few hours — it should require consistent, substantial time investment and should last for a period of weeks or months. Only with consistency can the culture of a Big Law firm change positively.
Investing in High ROI Gender Diversity Initiatives
Unfortunately, many companies and firms — well-intended, of course — are beginning to invest in gender diversity initiatives, they do not necessarily invest in the most effective initiatives. Some initiatives have a high ROI in comparison to others, and Big Law firms should take these results into account before sinking additional funds into limp initiatives.
Diversity initiatives that have a disproportionately positive effect on gender representation in Big Law include:
- Flexi-work options, both formal and informal
- Public and pro-bono commitments
- Women in existing leadership positions
- And more.
Many diversity initiatives fail because they do not consider organic change in Big Law firm culture. For example, it’s important for women to have positive mentors at the senior level to provide a role model of sorts as they progress in their careers. If these mentors are external to the firm, however, and not existing women in leadership at the firm, then it’s likely to have a muted effect as the authenticity of such mentorship is called into question.
—
If you’re an attorney looking to progress in your career and move to a new Big Law position, one of the Bay Area legal recruiters here at Garb Jaffe & Associates would love to speak with you further. We have a demonstrated track record of success in placing attorneys with prestigious Big Law firms located throughout California, and will advise you throughout the recruitment process so that you can secure an ideal placement.
Call us today at (310) 207-0727 to setup a consultation with one of our legal recruiters. We look forward to hearing from you.