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UK’s top firms fail to increase female equity partner figures

In my experience one of the main objections of women rising through the ranks in law is not always outright discrimination per se (though that does exist, but is often difficult to prove), but the host of 'micro-inequities', tiny, day-to-day things which create an environment in some firms which is subtly hostile at the upper end to women (this situation is also very live for minority lawyers of various different situations). This ranges from pretty flagrant stuff - deal commencement meetings always on a Saturday, choice of male-orientated social events - to almost intangible things which give women the idea that a firm is run by and for the 'Boys' Club'. Positive discrimination seems to me to solve little, causing resentment on both sides. An acknowledgement that there is a problem, and a spreading of awareness that there is no level playing field as things stand are key elements, but ultimately an organisation has to want to change and many men - as some of the comments show - just don't want to or don't see why they should. Clients, obviously, have the potential to try to force their suppliers' hands but this seems unlikely to be able to affect partners in any meaningful way, even if the desire were there, which I'm not sure it is. The profession as a whole may ask itself whether it is healthy for its upper echelons to be so entirely dominated by men, but unless there is widespread cultural change, I can't see any radical improvement on the horizon.

12-Sep-2011

4:05 pm