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.
Welcome to The Hot 100 2013: as you’ll see, this year we’ve devoted a lot of space to our highly anticipated feature.
But there’s more; in our extended treatment we have video interviews with no fewer than 80 of the participants in the Hot 100.
This took three days of shooting - and a lot of coffee - back in December. What’s so fascinating when you get so many high-achieving lawyers in a room is how they interact with other people. One very grand participant would only speak to other lawyers; the ‘staff’ - aka our art and production team - were ignored. Another was so abrupt that she blanked everyone in the room and occasionally barked the odd response while fiddling with her BlackBerry. Both, you won’t be surprised to hear, were hard work to interview. Sometimes this lack of social skills can backfire; I’m reminded of a previous Hot 100 photoshoot when a City managing partner brusquely and wordlessly handed our art editor his coat. He didn’t get the best lighting after that.
But you won’t be surprised to hear that aside from these charmless individuals, our Hot 100 lawyers were uniformly delightful. And despite some anxiety on their part, their personalities really come through on the videos.
Even better, we’ve got 46 women this year. And here’s the thing: not one of them put themselves forward. When lawyers blithely talk of meritocracy when it comes to gender in the law, consider this. One household name firm nominated five lawyers. All were men. We ignored their submissions, by the way, and went with our own research; the female lawyer we picked is outstanding in every way. When we mentioned her name to senior people within the firm they collectively clapped their hands on their foreheads and agreed: yes, she was indeed a superstar, both in client work and in mentoring younger members of the team. And yet, this firm at no point realised that it had ignored an entire gender in submitting its nominations.
The fact that we got to 46 women in the Hot 100 isn’t because we had institutional help. We went out there and found them. What does that tell you about the invisible barriers senior women face in the workplace?