Revealed: females make up less than 10 per cent of top 100's equity partner ranks

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  • Why the sob story all the time. If they want to make partners they should work and they ll get made up. There is no magic to it. This is not government job...any private sector job should be on merits and same sacrifices that everyone makes to get there.

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  • I agree with Eddy, setting target is not the best way to change the situation. However, sometimes having a specific target will help firms stay focused and get there faster. But the underlying same old difficulty really goes down to the personal and life style choice made by women when they have a family. If law firms' way of working and business driven nature don't change, the fundamental change won't happen.

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  • Given the average age of equity partners and the rigid (and long) locksteps most firms employ, it is hardly surprising that a high female intake hasn't filtered through yet. It simply reflects recruitment figures from the 70s.
    Rather than providing one-off 'shock value' figures it may be more helpful to gve a breakdown of how female/male ratios change with PQE and whether there is an upward trend in female partner appointments (which may let us forecast future equity figures).

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  • So what?

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  • Can anyone from Weightmans, Filed Fisher Waterhouse, Bond Pearce, BLP, Taylor Wessing and Mcfarlanes let us know how you have less than a whole number of female equity partners, I hope this is not dwarfism discrimination in practice.

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  • It's amazing to see even from the comments that men just dont get it - dear Harris, unfortunately it is not the same - if a man and a woman decide to have a child - this does not reflect in a negative way on the father's career at a law firm, but a woman has to take time off, is not able to work at her best for 9 months before the birth (due to generally feeling extremely tired and sick) and for some time when she is back, especially if she is back only after a few months. This multiplies if you have two children - again no impact on the father's career but the woman out of say 4 years at a law firm, would have only worked less than a year when she was not either pregnant or on the maternity leave, so when the law firm thinks considers those two for a partnership - guess whom they are going to chose?
    And Phil - 70s was 40 years ago - average lawyer is considered for a partnership after around 7-8 years - there was plenty of time to change the ratios...

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  • The real question is: why do we somewhat naively think that women would, or should, be 50% of all equity partners in what is a remorseless profession that destroys home life, turns relationships sour, makes parents total strangers to their children and warps even initially balanced people into workaholic maniacs?
    Thank God that at least part of the population has more sense that to want to become an equity partner at a City law firm.

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  • Male Chauvinists

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  • If women has a strong interest in equity partnerships, they will get them in the existing firms or go out and risk starting up new, female oriented ones. That shall either make the existing top firms change to keep the best with them, or the new firms will be challenging for top ranking with the best among their ranks. In either case the current top firms will adapt to continue to hold their valued position, not to demean women, or keep control in the hands of men or anything of the sort.

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  • Brecher statistics :
    15 partners -7 women
    4 EP's -2 women.
    It would be interesting to see the statisitics for those (few) firms where the managing partner is female.

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