Women accounted for 21 per cent of all partner appointments in 2006-07 (a total of 265). This is fractionally higher than the previous year, when 263 women were appointed to partnership. But once again women are more likely to achieve partnership through internal promotion than lateral hire: in 2006-07 they accounted for 24.5 per cent of all internal promotions compared with 17.9 per cent of lateral hires.
A total of just 60 firms promoted female candidates to the partnership in 2006-07, down from 73 the previous year. By comparison, 48 firms laterally hired female partners, up from 39 in 2005-06. Once again DLA Piper’s Emea practice recruited the most, hiring in 28 female partners in 2006-07; but this has not been enough to counteract the firm’s disappointing female to male partner ratio. Only 17 per cent of the firm’s partners are women, while 32 per cent of female partners hold equity. The next big lateral hirer of women was DWF, with 11 external appointments, although these were generated by the firm’s merger with Ricksons on 1 January 2007.
DLA Piper also outstripped the rest of the UK 100 in terms of female partnership promotions, with 11 in 2006-07. Its closest rivals were Clifford Chance, Eversheds and Linklaters, all with eight female promotions. Overall only four firms have double-digit female partner appointments this year DLA Piper with 39, DWF with 13 and Eversheds and Pinsent Masons with 10 apiece.
Despite failing to make up any women this year, Pannone has retained its crown as the firm with the highest percentage of women in its partnership, with 45.1 per cent. However, Shoosmiths is closing in, with women comprising 40 per cent of its partnership after four more were added to the mix in 2006-07.
A recent Law Society report revealed that partnership opportunities for women are reducing, despite the increasing number of women entering the profession.
According to the report, overall female partner numbers in the legal sector fell by 6 per cent in the year to 31 July 2006. It appears that women are no longer in vogue, as the diversity campaign has switched focus to accessibility for ethnic minorities and the working classes.
