Dear WOMAN LAWYER SEEKING MORE:

Dear JESSICA:
‍

I’m inspired by the recent wave of women’s achievement: A woman presidential candidate on a national party ticket! Female Olympic athletes earning 53% of our country’s medals, after (finally) comprising half of the 2024 Olympic athletes!  

It leaves me wondering why we aren’t seeing those types of wins in my profession. I’m a law firm attorney, and despite the fact that women comprise over 56% of law school students (Jurist article) and 50% of associates in law firms in 2023, we still aren’t experiencing equivalent gains in leadership roles within private practice. It’s disheartening to know that women only make up 27.6% of all partners - and only 23.7% of all equity partners - in firms (NALP Jan 9 press release).  

Women lawyers face so many industry-wide headwinds that keep them from achieving firm leadership or partner positions - caregiver demands, lack of mentorship, gender bias, chronic underpayment, burnout from billable hour expectations, inflexible workplace structures and zero opportunity to establish a practice of our own. Even though many of us feel a sense of helplessness as we toil away for success within the traditional firm model, it is also terrifying to think about stepping outside of age-old norms of what private practice looks like to bet on myself in a different structure.

Is career advancement actually within my control? Can I find professional satisfaction outside of the traditional legal path I’ve so dutifully chosen to take?

‍

Sincerely,
WOMAN LAWYER SEEKING MORE

_______________________________________________

Dear WOMAN LAWYER SEEKING MORE:

I’m so glad you asked these questions - the answer to both is YES!  

Over the past 20 years, I’ve recruited and coached hundreds of BigLaw women attorneys at every seniority level, so I’m intimately familiar with the unfavorable headwinds you mention. And they are a big reason why I decided to join a modern, remote-first law firm. This emerging model of legal practice promises to be different, even better, for attorneys by offering autonomy, flexibility and transparent compensation systems. It is a perfect match for women lawyers with a desire to take control of their practice and professional experience!  

In order to attract talented women attorneys to the firm, I knew that we would have to beat back a formidable foe - a/k/a the traditional firm model. After all, it’s human nature to stick with the devil you know vs. taking a chance on the devil you don’t. But women also struggle with the pervasive “imposter syndrome” that plagues professional women (particularly attorneys) (She Belongs article), which leaves many grappling with feelings of inadequacy and self-doubt despite having strong track records and qualifications. However, I knew that our remote-first business model would offer real solutions to many of the hurdles that have kept women attorneys on the sidelines in terms of career advancement and enjoyment. So, my advice to many who’ve walked in your shoes is tackle imposter syndrome head on.
‍
How do you take on imposter syndrome in order to achieve both career advancement and a rewarding practice? Here are the strategies that I believe can help:

1. Distinguish between risk and risky. Yes, there is risk associated with stepping away from the known path. But risky is stepping into a pit of vipers or shaking up a beehive. For women attorneys betting on themselves, risk is the currency of opportunity! Few achievements have been realized without at least a hint of risk; it’s often what makes the payout that much more sweet.
‍
You also need to recognize that there are risks associated with not pursuing an opportunity, and given the stats, we don’t have to guess what those are for women attorneys. Career stagnation, being chronically underpaid and supporting other attorneys’ clients without the bandwidth to develop your own practice are just some of the risks of tolerating the uninspiring status quo of today’s legal industry. When Deputy Managing Partner Heather Cantua took the leap to Scale, LLP, the self-doubt thoughts were alive and well.  Now, four years after joining the firm, she “finally has a career that accommodates my life instead of a life that accommodates my career.”

‍

2. Acknowledge the power of choice. You’re making choices all the time. Staying in what may feel like a secure job and accepting the limitations that come with it is a choice. Leaving for something new with great potential upside is a choice. Even choosing not to pursue an opportunity is a choice. You’re not putting off a decision; you’ve made the decision.  

Framed from that perspective - ask yourself: is this the choice that you want to make? Before joining Scale, partner Jamie Wells felt her professional goals were often being defined by someone else. “It was really a reflection moment of ‘is this how I see my day-to-day for the rest of my life?’” After joining Scale over three years ago, a weight has been lifted. “I have more ease and time in my day, and that allows me to actually be better at providing service to clients.”

‍

3. Your first responsibility is to yourself. You have the right to expect that your career will be rewarding, fun and exciting for YOU. Your career should not be a reflection of the preconceived notions of family, parents, friends or the equity partners at your firm. But as women, we often prioritize responsibilities to others over ourselves. Remember - you’ve put in the work at every step of your professional practice.

What do you owe to yourself? Satisfaction, engagement, success. When partner Kristen Smith Dayley transitioned from her boutique practice to Scale LLP, the first two self-centric questions she asked were: What is the type of work that I want to take on? What clients do I want to serve?  “What I love about the Scale model is that it really gives me the control over what my practice looks like. My husband and children couldn’t be prouder or more supportive.” When you make the choice to prioritize yourself professionally, you’re not disappointing those around you. You’re creating supporters.

‍

4. Your clients are betting on you. Women comprised roughly two-thirds (67%) of the 43 general counsel appointments at Fortune 500 companies in 2022 (www.legaldive.com article). Those women lawyers knew the challenges inherent in traditional law firms - and they made the choice to pursue a different professional path. They learned that their corporate clients wanted to see them succeed. When you choose to make a similar career leap, you just may discover that you have a built-in fan base among potential clients.

‍

5. Be inspired. It’s true that the legal profession has lagged behind other industries in terms of equal opportunities for advancement and career satisfaction among women. But there are success stories. Kamala Harris comes to mind. You can also find inspiration in the attorneys whose practice and personal lives authentically align with your own goals and aspirations. Cantua shares her inspiring message with other women attorneys looking for a change. “You’ve already proven that you have what it takes to deliver excellent legal advice to clients. And so…come here, and build a practice for yourself.”

If you think imposter syndrome may be holding you back, I promise that you CAN squash your inner doubting voice and step towards a more rewarding professional experience.

‍

You’ve got this.

JESSICA