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82 Law Firms Recognized for “Tipping the Scales” Towards Gender Parity  in Their 2024 New Partner Classes

Report Reveals 41.6% of 2024 New Law Firm Partners Were Women

Washington, DC (October 29, 2024) – Today, the Diversity & Flexibility Alliance released the results of its 2024 New Partner Report, a compilation of public data related to the gender breakdown of attorneys promoted to partner at law firms.  Last week, the eighty-two law firms that had 50% or more women in their 2024 new partner class, globally and/or U.S.-based, were recognized as “Tipping the Scales” and honored at the Alliance’s annual conference.

The Report revealed that 41.6 percent of U.S.-based new partners from 196 major law firms in 2024 were women, representing a decrease of 2.1% from last year’s figure of 43.7%.  Accounting for increased globalization of the legal industry, the Alliance began including data on global new partner promotions last year. Globally in 2024, women accounted for 41.6% of new partners, down from 43.3% in 2023.

“While it’s encouraging to see more firms achieving gender parity in their partner classes, the overall decline in women’s representation is a stark reminder that progress isn’t inevitable – it requires intentional action,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance.  “Law firms must double down on creating equitable systems for advancement and retention,” she added. “The success of our Alliance members shows that sustainable progress is possible when firms make diversity and flexibility core business priorities.”

Other highlights include:

  • While there has been a “boomerang effect” between 2021 and 2024, the share of women new partners has increased 8.7 percentage points since 2012, when the Alliance began compiling this data.
  • The share of firms with 50% or more women in their new partner class increased from 39.3% last year to 41.8% this year (82 of 196 firms).
  • Alliance member firms achieved a 0.6% higher share of women among U.S.-based new partners (42.2%) compared to the industry average (41.6%).
  • Unfortunately, there was a substantial 3% increase in the gap in the share of new women partners compared to the share of women associates – from a gap of 5.7% in 2023 to a gap of 8.7% this year.

The Alliance’s New Partner Report, which is released in full to its members, is a yearly compilation of data from the nation’s largest and top-grossing law firms examining the gender breakdown of attorneys promoted to partnership .  The data is based upon publicly available firm announcements and other self-reported sources on new partner classes with an effective date of promotion between October 1, 2023, and September 30, 2024.

The “Tipping the Scales” firms recognized for having 50% or more women in their 2024 new partner class included:

1. Akin

2. Allen Matkins

3. Armstrong Teasdale

4. Arnall Golden

5. Baker McKenzie

6. Baker Botts

7. Baker Donelson

8. BakerHostetler

9. Ballard Spahr

10. Barnes & Thornburg

11. Benesch

12. Beveridge & Diamond

13. Bilzin Sumberg

14. Blank Rome

15. Boies Schiller Flexner*

16. Bradley Arant

17. Buchanan Ingersoll

18. Burns & Levinson

19. Burr & Forman

20. Chapman and Cutler

21. Cooley

22. Cox, Castle & Nicholson

23. Cozen O’Connor

24. Davis Wright Tremaine***

25. Debevoise*

26. Dechert*

27. Dickinson Wright

 28. Dinsmore

29. Duane Morris

30. Dykema

31. Eversheds Sutherland

32. Epstein Becker & Green**

33. Finnegan

34. Fredrikson & Byron

35. Goldberg Segalla

36. Gordon Feinblatt

37. Goulston & Storrs

38. Greenspoon Marder

39. Herrick

40. Hinckley Allen

41. Husch Blackwell

42. Ice Miller

43. Irell

44. Jackson Lewis**

45. Jenner & Block*

46. Kelley Drye

47. Kilpatrick Townsend

48. Lane Powell

49. Lewis Roca

50. Littler**

51. McCarter & English

52. McDermott

53. Miller & Chevalier**

54. Moore & Van Allen

55. Morgan Lewis*

 

 56. Morris Manning

57. Munger Tolles

58. Nixon Peabody

59. Orrick

60. Patterson Belknap

61. Paul Weiss

62. Pillsbury

63. Polsinelli

64. Porter Wright

65. Pryor Cashman

66. Quinn Emanuel

67. Robins Kaplan

68. Ropes & Gray

69. Saul Ewing

70. Sheppard Mullin

71. Sidley

72. Snell & Wilmer

73. Susman Godfrey

74. Thompson Hine

75. Tucker Ellis

76. Venable

77. Vorys

78. Whiteford

79. Weil*

80. Wiley Rein*

81. Williams & Connolly

82. Williams Mullen

 

*Four-year Tipping the Scales Recipient

**Five-year Tipping the Scales Recipient

***Six-year Tipping the Scales Recipient

Firms in italics are recognized on their US-based class only.

Diversity & Flexibility Alliance Member Firms are in bold.

For more than a decade, the Diversity and Flexibility Alliance has collaborated with organizations to develop inclusive flexible working cultures that cultivate diversity in leadership, drive workplace wellbeing, and foster a more humanized work experience.  The Alliance provides practical research-based solutions, customizable training programs, strategic advisory services and a peer-learning network that increase organizational effectiveness through diversity and flexibility.

 

Contact: Manar Morales

manar@dfalliance.com

301-580-2490

 

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DIVERSITY & FLEXIBILITY ALLIANCE TO HONOR CROWELL & MORING AND MARRIOTT INTERNATIONAL FOR THEIR IMPACTFUL WORKPLACE INITIATIVES

Washington, DC (October 16, 2024) — The Diversity & Flexibility Alliance announced today that Crowell & Moring LLP and Marriott International will receive its 2024 Alliance Impact Award which honors organizations with powerful initiatives proven to have a significant impact on humanizing the workplace. The awards will be presented during the Alliance’s annual conference on Thursday, October 24 in Washington, DC.

“We’re honored to be recognizing these two industry-leading organizations that are demonstrating the importance of putting people first and staying true to their core organizational values,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “Crowell & Moring and Marriott International have implemented inclusive and comprehensive initiatives that directly impact the wellbeing of their employees and reinforce a human-centered culture, resulting in countless business-related benefits,” she added.

Crowell & Moring LLP

International law firm, Crowell & Moring is being recognized for its comprehensive Parental Leave Initiative which includes extensive Off Ramping and On Ramping Policies, available to all its US-based employees and partners. The firm’s leave policy provides parents with eighteen weeks of leave within twelve months following the birth or adoption of a child. This leave is enhanced by impressive ramp off and ramp on opportunities which reduce the billable hours requirement to 75% in the month prior to the leave and during the two months after the leave without any corresponding reduction in the employee’s compensation.

By offering these generous leave options to all attorneys and business professionals the firm is demonstrating its long-standing commitment to flexibility, inclusivity and wellbeing.  The firm’s off and on ramping policies, designed to provide a smooth and supportive transition as individuals prepare for and return from extended leave, contribute to a workplace environment where employees feel respected, supported, and valued.

Crowell & Moring’s commitment to supporting its attorneys and business professionals through flexible leave policies and a structured re-entry program have resulted in myriad business advantages, including higher retention rates, enhanced recruitment, a happier and more engaged workforce, and increased client appreciation.

“We are honored to receive this award from the Diversity & Flexibility Alliance recognizing our commitment to supporting our attorneys and business professionals,” said Chahira Solh, Crowell & Moring Partner and Chair of the Executive Committee. “Our initiatives are not just policies, but core values that drive our firm’s success by fostering a more inclusive, innovative, and resilient workplace. By embracing diverse individual perspectives and experiences while also encouraging supportive, flexible work arrangements, we empower our team members to deliver exceptional service to our clients and thrive in their professional and personal lives.”

Marriott International

Marriott International was selected as a 2024 Alliance Impact Award honoree for its TakeCare program and its Be brand, two powerful initiatives designed to meet the evolving needs of today’s workforce. Through TakeCare and Be, Marriott has shown its dedication to fostering an environment of belonging and empowerment and helping its associates build thriving careers and lead fulfilling lives.

The employee-based TakeCare program was created to support the “whole person,” including each associate’s physical, mental, and financial wellbeing. Marriott’s physical wellness programs provide associates the freedom, opportunities, and resources to maintain their health, while their mental wellness programs offer support to build resilience, enjoy life, and find meaning. The company also prioritizes educating associates on ways to make sound financial decisions through regular webinars on controlled spending, managing debt, and prioritizing savings.

The Be brand complements these efforts, showcasing Marriott’s commitment to helping associates thrive and feel valued and supported. Be centers on three core principles: Begin. Marriott is a place to start a career at any life stage. Belong. A career at Marriott means belonging to an amazing global team. Become. Marriott associates can become the best version of themselves, exploring countless career opportunities within the hospitality company.

Marriott’s commitment to holistic associate wellbeing and its focus on fostering an environment of belonging has resulted in the cultivation of a diverse talent pipeline that drives retention, reduces turnover, and supports the long-term growth of the business. These people-first initiatives have helped to increase the number of applicants and considerably decrease their global turnover, which was down by 13% in 2023.

“We are honored to be recognized by the Diversity & Flexibility Alliance. At Marriott, we’re committed to investing in our associates and providing tools that support their physical, mental, and financial well-being,” said Ty Breland, Executive Vice President and Chief Human Resources Officer for Marriott International, Inc. “Our TakeCare program offers valuable resources to help associates thrive and be their best selves – at work and home. This award reflects the dedication of the thousands of TakeCare champions at properties around the globe who bring TakeCare to life at our hotels each day.”

For more than a decade, the Diversity and Flexibility Alliance has collaborated with organizations to develop inclusive flexible working cultures that cultivate diversity in leadership, drive workplace wellbeing, and foster a more humanized work experience. The Alliance provides practical research-based solutions, customizable training programs, strategic advisory services and a peer-learning network that increase organizational effectiveness through diversity, flexibility and wellbeing.

Contact: Manar Morales

manar@dfalliance.com

301-580-2490

 

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Action Step – Stay Interview Implementation Guide: The R.E.T.A.I.N. Framework

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

Stay Interviews are a powerful tool in the modern corporate landscape, offering a proactive approach to employee retention and engagement. Unlike exit interviews, which gather insights when it’s too late to retain an employee, Stay Interviews allow organizations to address concerns, leverage strengths, and foster loyalty before valuable talent considers leaving.

The benefits of implementing a robust Stay Interview program include:

1. Improved Retention: By identifying and addressing potential issues early, organizations can significantly reduce turnover rates.

2. Enhanced Engagement: Stay Interviews demonstrate that the organization values its

employees’ opinions and experiences, leading to increased engagement and productivity.

3. Targeted Development: These interviews provide insights into employees’ career aspirations, allowing for more tailored professional development opportunities.

4. Cultural Insights: Regular Stay Interviews offer a pulse check on company culture, helping leadership understand and shape the employee experience.

5. Predictive Power: Stay Interviews can help identify trends and potential issues before they become widespread problems.

The R.E.T.A.I.N. framework outlined in this guide provides a structured approach to implementing and maintaining an effective Stay Interview program. By following these steps, organizations can harness the full power of Stay Interviews to create a more human centered workplace.

Members: Continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.