HSF targets 30 per cent female partnership by 2019

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  • While initiatives to break down barriers should be encouraged and are without doubt a good thing, I'm not convinced that going as far as setting specific targets really does anything other than un-do the good work of such an initiative. I can just imagine an old fashioned chap sat in his partnership chair, sneering at a newly promoted female partner with comments along the lines of "you're only here because of the quota targets". Surely fuelling such attitudes is just as damaging as the orginal barriers?

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  • I may look into male to female gender reassignment surgery. As they say: no pain, no gain. And I am sure the girlfriend will understand...

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  • The preceding comments indicate the entrenched nature of the problem, and the level of ignorance on the issues, namely: (a) the difference between targets and quotas - the former do not compromise meritocracy if designed and implemented appropriately, and (b) the implication that targets represent special treatment or unfair advantage for women - as opposed to levelling the playing field for both genders, removing barriers specific to women, and addressing the unfair advantage that male partners and lawyers continue to enjoy - such as hiring, developing and promoting 'in their own image'.

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