The Lawyer Asia Pacific 150 is the only research report to provide a ranking of the top 100 independent local firms and top 50 global firms in the region. The report offers critical review of some of the fastest growing firms and their strategies, a country-by-country guide to leading legal advisers and legal services market trends, plus exclusive insight into the current business development opportunities in the Asia Pacific. Read more
This year, The Lawyer’s annual ranking of the largest UK law firms by turnover is available as an interactive, digital benchmarking tool. For the first time this will allow you to manipulate each data set against the metrics of your choice.
One of the biggest stories last week was the report by the Equality and Human Rights Commission (EHRC) saying that the number of women in power and influence had dropped since its last survey five years ago.
The EHRC singled out the judiciary for criticism, but it didn’t survey the UK’s top commercial law firms or chambers. So we at The Lawyer thought we’d do their work for them.
The bar does okay – just about. As we revealed last month, the ratio of male to female tenants has remained steady at 3:1 for the past three years. No wonder the EHRC has predicted that the bench won’t change its mix anytime soon.
Back in March this year TheLawyer.com began a rolling blog on partnership promotions at the top UK law firms. A week into the process, when compiling the running total for the print edition, we had already noticed that women were suddenly becoming more visible in the promotions rounds. At Herbert Smith a third of its new partners were women, while at Olswang it was nearly half.
This was no blip. Our lead story today shows how that trend applies across the top 100 firms from The Lawyer UK 200 Annual Report 2008. Nearly 20 per cent of all partners at the top 100 firms are now female. It would be even more interesting if we knew how many of these women have children, of course. In the professional workplace it tends not to be a gender gap, but a maternity gap.
However, we can intuit one thing: flexible working practices have helped. Most firms can point to one or two senior women who have taken advantage of such schemes. That in itself is a mark of how much the debate has changed since the 1990s, because such women who work flexibly have almost become trophies; some even get profiled on their firms’ websites.
Most heartening of all, women are doing better than ever at getting into the equity – and this at a time when the number of equity partners across the top 100 law firms has actually dropped. Now, that’s another story…