Gender Diversity in Law Firms – A Little Less Talk and A Lot More Action

By Caren Ulrich Stacy –

The lack of women lawyers in the upper ranks at law firms has been a problem for decades, and it’s only getting worse.

Although there is typically a 50/50 gender split at the entry-level, only 16% of partners are women. And, to further exacerbate the pipeline issue, this year marks the fourth consecutive annual decline in the number of mid/senior level female associates in large law firms.

No one seems to dispute that this is an important issue that warrants attention. But it also seems that no one knows exactly what to do about it. So, we talk about it. We brainstorm. We come up with ideas and then dissect them to the point that nothing ever gets done because the solution is not easily achievable.

15 top law firms (listed below) are finally moving past the “talk” stage into serious action. To replenish the leaky pipeline, they are banding together to pilot the first “Returnship” ever launched in the legal profession called the OnRamp Fellowship.

The OnRamp Fellowship is a re-entry platform that matches experienced women lawyers returning to the profession with law firms for one-year, paid positions. This unique experiential learning program gives returning women lawyers – many of whom have opted out of the legal field for a period of time to raise children – an opportunity to demonstrate their value in the marketplace while also broadening their experience, skills, and legal contacts.

2014 OnRamp Fellowship Law Firms – Pilot Participants

(*Founding Supporters of the OnRamp Fellowship)

Together, these 15 law firms have posted more than 50 Fellowship positions across the country in markets like Atlanta, Birmingham, Boston, Charlotte, Chicago, Dallas, Miami, Nashville, New York, Philadelphia, San Francisco, Washington, D.C., and Silicon Valley. Opportunities exist in more than 15 practice areas, including antitrust, corporate, emerging companies, FDA regulatory, finance, intellectual property, labor and employment, litigation, real estate, securities, and tax.

Women lawyers who are selected to participate in the Fellowship are provided with a partner advisor at their firm, an external career counselor, unlimited online CLE through PLI, and a variety of training from experts in negotiations, oral advocacy, social media, technology, project management, and business development. Check out the list of contributors donating their time to this incredible program – it’s probably the most comprehensive who’s who of the legal consulting world ever assembled to tackle this challenge.

Our overall goal is to increase gender diversity in law firms with women who have the desire and ability to be leaders.

But, for this initiative to succeed, the word must get out to women lawyers who want to return. You can help by telling two people and asking them to tell two people. Post an announcement about the Fellowship on LinkedIn and Twitter. “Share” this blog post with your colleagues. Direct anyone who is interested to www.OnRampFellowship.com.

A little “action” on your part will go a long way in helping to increase gender diversity in the profession.

Thank you for your help.

Blog Author

Caren Ulrich Stacy is the founder of the Legal Talent Lab, OnRamp Fellowship, and the Talent Think Tank Blog.  She has a passion for researching, developing, and investing in legal talent management projects that will improve the profession.