Draining the talent pool: how law firms can stop the loss of critical expertise
By Debbie Gray
There are many issues vying for the attention of law firm management these days: which firms will merge next (and should it be us?), where and how should we invest resources for strategic growth and, underlying that, how do we attract and retain the kind of talent needed to best support our future business objectives?
Having the right people in the right place is critical for the delivery of any strategic aspiration. Most firms today would say they fully understand this. And yet, in practice, they still cut themselves off from a major source of invaluable expertise: women. For despite the years of in-depth experience shared by a growing number of women in law, how many actually make it to leadership positions, either in the fee-earning or the business services populations?
This point has occupied a large swathe of the legal press lately with firms’ press teams battling it out as to who will promise the highest percentage of female leaders by 2020. This is no bad thing, but a better and more relevant statistic might be to measure not just how many ‘women’, but how many ‘mothers’ there are in leadership roles…
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