denotes premium content | Feb 5 2012 Women Legal archive
Volume 2 Issue 3
It would be easy to OD on International Women’s Day, but whether you think the event is a pointless leftover from the women’s liberation movement or one of the many essential platforms still needed to fight for equality, one thing is sure: it provides a focal point to reflect on diversity issues, assess what progress has been made and think about the steps needed to achieve more.
Women lawyers are possibly in a more fortunate position that many of their counterparts suffering from discrimination in and outside the workplace.They know the law, many are in powerful positions, and they now have some of the most powerful role models to prove it – take, for instance, Hilary Clinton or Michelle Obama.
But many women in law firms will tell you that this situation is only the latest day trip on a much longer journey which is far from over. In the 100 years or so since women have been allowed to become lawyers, they had to overcome more pernicious hurdles then merely passing their local bar exams.They had to prove they could be as efficient as men, feel they could reaslistically aspire to become lawyers, and be given work so they could make a living out of it. Even Clarence Darrow, usually regarded as a supporter of the women’s cause, doubted that women would be able to cut it at the Bar.
Of course, things have changed. Even Saudi Arabia, a country where women still live in the shadow of men, has female lawyers, and there are moves afoot to allow them to act unassisted by men in family cases. In comparison with the position in the West, this seems like cavemen discovering fire, but, just as fire changed the destiny of the human race, this shows that the women’s agenda is making great strides in even the most unlikely places.
Back in the US and UK, a look at the admissions rates is a reasonably cheering sight.Women now make up between 50 and 60 per cent of new entrants to the profession every year. London-based LG even reports that 11 of its 12 new trainees this year are women. But there is still a major leak in the pipeline.The attrition rate remains crippingly high, with less than 25 per cent making it to partnership.
These numbers, modest as they are, nonetheless tell us something has changed.They show there is momentum. Many firms have acknowledged that women are as valuable as men and are taking the right steps demonstrating that they want to keep this talent – part-time working for partners being the latest measure to be rolled out across City firms.
For all the good news, though, the socio-psychological barriers are still there. IWD may only be one of the initiatives that have helped women lawyers feel enabled. In fact, it is arguable that market pressures have contributed more significantly to progress. But even if the mood for change is less urgent than it once was, IWD remains a model for wider diversity. If law firms can get their heads around women’s equality issues, the legal profession as a whole will be in a better position to think through other discrimination issues and be a more inclusive place where everybody’s talent can flourish.
Features
The Last Word: By the book
Originally from Women Legal Volume 2 Issue 3:
Opinion: Loud and clear
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Opinion; Power of three
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Talking your language
Originally from Women Legal Volume 2 Issue 3:
OPINION: Coming unstuck
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Case Study
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Opinion: Think equal, act local
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CONSTELLATION OF TALENTS
Originally from Women Legal Volume 2 Issue 3:
Profile: Clare McConnell
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Thought Leader: Where are the women partners?
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