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.
Never before have law firms been so attuned to the subject of diversity.
Allen & Overy has introduced part-time working for equity partners (see story), Herbert Smith has just established a multiculturalism network (see story) and four firms have made it into the Stonewall Workplace Equality Index for the first time (see story).
Nevertheless, exclusive research carried out by The Lawyer, The Law Society and the InterLaw Diversity Forum for LGBT networks - and published today in The Lawyer Diversity Report 2010 - finds that there is still a long way to go before the law can be considered an inclusive and fair profession.
Some of the firms that blazed a trail on senior female partners back in the 1990s, such as Simmons & Simmons, have seen their female representation drop off a cliff in recent years (see story).
In fact the Diversity Report finds that only five of the top 30 have a female senior or managing partner at all. Clifford Chance has said it wants to double female partner representation to 30 per cent, what better place to start then than by electing M&A superstar Daniela Weber-Rey to the senior partner post, which is currently up for grabs? (see story)
Elsewhere in the Report there’s shocking revelations that some black and minority ethnic (BME) lawyers are working for free (see story), that a fifth of all LGBT lawyers are discriminated against at work, and, as far as social background is concerned, if your name’s not David (or Sarah) your not coming in.