A&O introduces partner flexi-time to improve female retention
Allen & Overy (A&O) is to allow equity partners to work part-time in a bid to retain more of its female workforce.
The arrangement, which will come into place on 1 May, will allow partners to work a minimum four-day week, or to take up to a maximum of 52 days extra leave a year, provided that an agreement is reached with relevant departmental managers.
Under the terms of the firm’s lockstep partners enter the equity on 20 points and gain two a year over 15 years until they accumulate a maximum of 50 points. Those who choose to go part-time will have their total points allocation capped at 30 points - the equivalent of progressing five years on the normal equity track - and will receive their profit shares on a pro rata basis.
Senior partner David Morley (pictured) said in a statement: “The introduction of a part-time equity partnership provides greater career flexibility and removes some of the existing obstacles to promotion faced in particular by women.
“It’s no longer realistic to provide just one option and say ‘take it or leave it’. If you’re going to make any real change you have to address the options available to people at all stages of their career – from associate through to equity partner – to help balance their professional and personal aspirations.
“We don’t pretend this is a cure-all, but it’s a serious attempt to take positive steps and to send a strong signal of our intent to retain talent in our business.”
Less than 20 per cent of A&O’s partners are women, although 40 per cent of those who were made up at the beginning of this financial year are female.
This is one of a series of measures adopted by the firm to promote female career progression, including the proposal to offer workshops to teach female associates “soft” communication skills (14 September 2009).
Clare McConnell, chair of the Association of Women’s Solicitors, said that flexible working can benefit both the employer and the employee.
“There are tremendous business advantages to both flexible and part-time working arrangements,” she said. “The solicitor’s more likely to feel loyal if they feel supported in finding a balance between their commitments and the organisation wins out because they don’t lose talented women.”
McConnell said the key to successful implementation was “communication and discussion” so that “all employees - including those who work flexibly and traditionally feel that they’re treated fairly”.
The part-time working decision comes after 18 months of consultation carried out by a steering committee chaired by partner Geoff Fuller and will continue to be responsible for the initiative.
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Readers' comments (14)
Logan | 22-Jan-2010 3:22 pm
I think some of these comments are misguided. Many women I know (and plenty of men) are driven out of the profession due to an inflexible approach from their employers. As a result these individuals miss out on a promising career and their managers are stripped of some brilliant, well-trained staff. Plus they have to invest in bringing other less able people up to speed or in recruiting.
This is driven not by malice or sexism but a failure to think in depth about the issues. Firms like A&O (and it is clearly not just A&O) that attempt to engage with these issues and think through a long-term solution should be applauded.
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Anon | 22-Jan-2010 3:26 pm
This is not going to change things one little bit. The real problem is structural and relates to capitalist society's over-reliance on unpaid female domestic labour and child-rearing. Until men either GENUINELY take 50 per cent of the responsibility for these activities or appropriately reward women for doing them then we will continue to go round in circles.
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Anonymous | 22-Jan-2010 4:33 pm
Most firms (including A&O) will have an assortment of informal arrangements. You have to applaud the attempt to formalise a policy that balances the flexibility for the individual with the needs of a firm.
The problem in a partnership is that any individual who doesn't contribute fully is essentially leeching the partnership as a whole, so there is a persistent view that part time partners don't contribute fully. By clearly stating that this is not intended to be a permanent arrangement (hence the cap) and by discounting the remuneration rates A&O have made a realistic attempt at a sustainable balance.
To the individual ad the firm there's a cost and a benefit - make your decision. Sounds good to me.
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Female Partner @ Top 30 Firm | 2-Feb-2010 1:36 pm
I agree that the fact this story is deemed to be newsworthy is a relection of the state of the profession. I work 4 days and do one of those days at home. My firm has been very supportive since my return from maternity leave. Firms will have to be more flexible and imaginative about working practices otherwise they will lose female staff. We have a lot to learn from our clients in the technology sectors where home working and hot desking is the norm, and not just for working mothers. But (and it is a big but) you do have to be available if necessary on your non working day. Reading emails and taking calls is unfortunately just what is expected, and client's attitudes are not going to change when they are paying our sort of rates.
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