Tag Archive for: parental leave

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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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Law 360: Caregiver Flexibility is Crucial to Attorney Engagement & Retention – By Manar Morales

This article by Manar Morales, President & CEO of the Diversity & Flexibility Alliance was published in Law360 on August 11 and in its newsletter on August 14.

 

Workplace flexibility and caregiver leave have always been important talent recruitment, retention and advancement tools as well as drivers of diversity.

But these initiatives took on even greater significance as the pandemic presented law firms with a daunting challenge when business-as-usual was not an option.

It became even more crucial for firms to figure out how to use flexibility and leave to maintain the success, productivity, engagement and loyalty of their employees, who were struggling to meet extraordinary personal and family needs imposed by COVID-19.

Providing comprehensive paid caregiver leave to all employees enhances their health, engagement and loyalty by demonstrating that the firm cares about, and is willing to invest in, them and their families. Healthy, engaged and loyal employees are more likely to deliver strong performance and support recruitment and retention of a diverse, world-class team.

Read the full article here.

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6th Law Firm Flexibility Benchmarking Study Released

The 6th Law Firm Flexibility Benchmarking Study is now available for members and non-member law firms who participated in the survey.

This year’s Study consists of responses from 68 major law firms and examines the availability and accessibility of hybrid work, holistic flexible work, and parental leave.

The 2022 Law Firm Flexibility Benchmarking Study is available to members and non-member participants. Members can access the report in the Member Resource Center.

Further, members can access a recording of the 2022 Flexibility Benchmarking Summit in the Member Resource Center. This event shared trends and best practices in workplace flexibility, hybrid and leave policies implemented at law firms, and the types of support available for those who work flexibly. The Summit included valuable discussions between Manar Morales, Alliance President & CEO, and leaders from firms with innovative policies and practices in the areas of workplace flexibility and caregiver leave:

Please contact Sejal Shah with any questions about this research study.

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Bright Spot: Ogletree, Deakins’ Family Leave Policy and Supporting Initiatives

In an effort to inform and inspire our members and friends, we often share diversity and flexibility Bright Spots – those small or large successes that impact an organization in a positive way. We believe that important diversity and flexibility initiatives can truly impact your organization’s bottom line, recruitment and retention capabilities and employee satisfaction. 

BRIGHT SPOT

Ogletree Deakins’ gender-neutral Family Leave policy is an impressive Bright Spot.   Comprehensively developed, this policy provides a wide range of support mechanisms for attorneys during and following their family leave.

Ogletree’s family leave initiative includes the following benefits:

  • A gender-neutral Paid Parental Leave (PPL) benefit of up to 16 weeks salary is provided to any attorney on an approved leave after the birth, adoption or foster care placement of a child.
  • To further help ease an attorney’s transition back to work after the leave, the firm provides an additional on-ramping program which allows for reduced billable hours for a limited period of time. Attorneys are not required to formally request on-ramping and the program does not affect compensation.
  • Attorneys who are parents also have access to an on-demand back-up childcare service in the event of last minute childcare needs. (This service is also available for the care of an aging parent or other adult dependents.)
  • A “Milk Stork” program supports nursing mothers by coordinating the shipment of milk when the mother is traveling on firm business.
  • A business resource group, ODFamily, serves as a resource to assist parents transitioning back to work.
  • Each new parent has access to an e-course that helps new parents prepare for the transition back to work and offers web community support for questions and resources. New parents are also given a copy of Mindful Return: Back to Work After Baby.

IMPACT

By offering such an inclusive family leave benefit, Ogletree hopes to not only promote and advance women, but to also show its commitment to all new parents, and significantly influence the retention of all of its valuable employees at a critical point in their family life and career.

Please share your Diversity & Flexibility Bright Spots with us by downloading and completing THIS SHORT FORM and emailing it to Jane Caldeira at jane@dfalliance.com

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Bright Spot: Dickinson Wright’s Staff Parental Leave Policy

In an effort to inform and inspire our members and friends, we often share diversity and flexibility Bright Spots – those small or large successes that impact an organization in a positive way. We believe that important diversity and flexibility initiatives can truly impact your organization’s bottom line, recruitment and retention capabilities and employee satisfaction. 

Dickinson Wright’s Staff Parental Leave Policy

BRIGHT SPOT

Detroit-based law firm, Dickinson Wright has implemented a paid parental leave policy for its staff. The new policy, implemented January 1, 2020, allows staff to take up to 12 weeks of full-paid leave to care for a newborn or newly adopted child. The policy is gender neutral and outlines new processes for off-ramping and on-ramping employees.

The Office Administrator and supervisors provide staff members with off-ramping support such as alternative schedule options, re-allocation of work and remote work opportunities. When the staff member returns from parental leave, the firm provides on-ramping benefits including a gradual return schedule, workload planning support, guidance on dealing with any implicit bias, and options for alternative schedules. The Office Administrator continues to check in with employees following a leave for up to one year to make sure that there are no concerns.

The firm has also designated a Parental Leave Coordinator who helps to manage communications between the employee, his or her supervisors, the Office Administrator, the Director of Human Resources and the firm’s Staff Parental Leave Sub-Committee of the Diversity & Inclusion Committee.  The firm also offers a complimentary Employee Assistance Plan for additional resources before, during and after parental leave.

The new staff paid parental leave policy was a core initiative for the firm’s Diversity & Inclusion Committee for 2019 and reflects the firm’s desire to continuously improve the work environment for all employees. The firm’s Diversity & Inclusion Committee led the effort in conjunction with firm management and the Staff Parental Leave Sub-Committee (comprised of both lawyers and non-lawyer staff members).

IMPACT

The response from Dickinson Wright employees has been very positive and the firm has seen an uptick in morale from both attorneys and staff. Recognizing that its non-attorney policy was outdated and did not reflect the current dynamics of working families, the firm demonstrated that it values its staff and believes in supporting all employees.  Further, the firm is showing its commitment to retaining and recruiting highly talented staff members. This initiative has strengthened the culture of inclusivity at the firm and will be seen as an asset when recruiting prospective employees.

 

Please share your Diversity & Flexibility Bright Spots with us by downloading and completing THIS SHORT FORM and emailing it to Jane Caldeira at jane@dfalliance.com

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New Study Shows Law Firms Making Promising Improvements to Parental Leave and Flexible Work Policies

Progressive Parental Leave and Flexible Work Programs Becoming a Major Industry Priority

Washington, DC – February 26, 2020 – The Diversity & Flexibility Alliance announced today that the results of its 2019 Law Firm Flexibility Benchmarking Study show that the industry is making measurable improvements to the quality and breadth of its parental leave and flexible work policies.

This study consisted of one-on-one interviews with leaders and talent professionals from 50 major law firms and serves to provide multilayered trends, insights and data about successes and challenges with parental leave and flexible work programs and practices. The goal of the initiative is to examine the availability and accessibility of holistic flexible work and parental leave policies, in particular, the types of policies, the features of these policies, and the support/resources around these policies.

The study found that virtually all firms interviewed have continued to offer formal gender-neutral leave and flexibility to attorneys, and many also offer on-ramping (gradual return-to-work) programs to attorneys returning from parental leave. Additionally, a significant number of firms are demonstrating a strong commitment to these policies by removing caregiver designations, increasing the amount of paid leave time generally, and offering fully-paid on-ramping.

However, the study also found that more firms need to provide better support structures around flexible work programs in order to promote better usage, true acceptance and accessibility for all. More firms should focus on offering education around flexible work, flexible work affinity groups, true-up policies to compensate reduced hours lawyers who work more than their agreed upon schedule, and more comprehensive and consistent monitoring mechanisms. Additionally, the study revealed that there is a substantial, qualitative gap between staff and attorney parental leave and flexible work programs.

“We are cautiously optimistic that the majority of firms are beginning to understand that by making minor adjustments to their leave and flexible working policies they can reap major benefits and meet the needs of a new generation,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “We are encouraged that many firms are committing to more progressive parental leave initiatives, however, we hope more firms will commit to building more robust and inclusive policies for all attorneys and staff,” she added. “These relatively inexpensive tools can mean the difference between retaining and loosing a valuable employee at a pivotal time in their lives,” she added.

The report is available to members of the Diversity & Flexibility Alliance (in the Member Resource Center), as well as other participating firms. Detailed results and analysis will be presented during the Alliance’s Flex Launch! NYC – A Boot Camp for Flex Advisors – on Thursday, March 12 (open to non-members). To access this report, contact Manar Morales for more information on Membership.

The Diversity and Flexibility Alliance is a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

Contact: Manar Morales

manar@dfalliance.com

202-957-9650

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Action Step – Supporting & Encouraging Men to Take Leave

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. 

More organizations are launching gender-neutral parental leave policies so that the amount of caregiving/bonding leave time is the same regardless of gender. According to our 2017 Law Firm Benchmarking Survey, the vast majority of law firms surveyed provided paid gender-neutral leave to attorneys (89% of respondents) and staff (67% of respondents).

There are strong business benefits when all employees utilize parental leave policies. First, there are recruiting and retention advantages. Employees, especially millennials, have indicated that flexibility, work-life control, and family time are important factors when choosing/staying at a job. Second, workplace engagement, productivity, and loyalty will increase when all employees take parental leave by preventing burnout and undue stress. Third, organizations can also lower family healthcare costs by encouraging all employees to take parental leave; new mothers without support face higher medical/mental health issues.  See our Action Step, Paid Leave Policies, for more details on the business benefits of gender-neutral parental leave…

To read this entire Action Step and learn more about gender-neutral parental leave policies become a member of the Diversity & Flexibility Alliance. Contact Eliza Musallam, Director of Membership, for more information. Members can access the complete Action Step in the Member Resource Center. 

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Action Step – Communication is Key: Spread the Word About Your Leave Policies & Resources

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.

Organizations are expanding parental leave policies and offering additional resources for new parents. A common challenge, however, is the utilization of the expanded policies. Similarly, employees and new hires often comment about their lack of knowledge of the parental leave policies and resources available to them. Even though more organizations are starting to pay closer attention to their parental leave policies, it’s equally important how they are communicated and publicized. By using our multi-step “EMAIL” communication strategy, you can increase recruiting and retention by highlighting your parental leave policies and resources.

EDUCATE YOUR LEADERS: Leaders at the organizational, office, and practice group levels should be familiar and aware of parental leave policies; this can be done through new leader training and orientation. Enlist champions among your leaders who will host office/organizational meetings that specifically communicate parental leave policies to employees. Not only does this help with communication efforts, it also increases utilization and reduces bias.

To learn more about effectively communicating about your organization’s leave policies and becoming a member of the Diversity & Flexibility Alliance, contact Eliza Musallam, Director of Membership. Members can access the complete Action Step in the Member Resource Center. 

Trends In Parental Leave

November 28, 2018

Featuring — Manar Morales, President & CEO of the Diversity & Flexibility Alliance

Is your organization a leader or a follower when it comes to your parental leave and on-ramping policies? In this month’s Signature Seminar, Manar Morales (the Alliance’s President & CEO) will highlight current trends/best practices with parental leave and on-ramping policies with insights from our Law Firm Flexibility Benchmarking Survey. She will discuss innovative ways organizations have been addressing these areas by focusing on:

– Enhancing the business case for expanded and best-in-class parental leave and on-ramping policies;

– Using firm metrics to link these policies to retention, recruitment, satisfaction, and diversity and inclusion;

– Developing, revamping, and implementing these policies by engaging firm leadership and effective communication to your workforce.