"According to a recent study of women executives undertaken by Phoebe, 98 percent of women want to continue employment full time post-pregnancy and only 15 percent of participants noted any decreased interest in work. Yet a 2023 ABA study found that 61 percent of mothers have experienced demeaning comments about being a working parent (versus only 26 percent of fathers)."
"Yet a 2023 ABA study found that 61 percent of mothers have experienced demeaning comments about being a working parent (versus only 26 percent of fathers). Women's commitment is steady, but perceptions about them change as a result of parenthood. Unfortunately, this bias contributes to women leaving firms when they otherwise would not. Leaders do, however, have the power to establish a productive environment and even disrupt long-standing norms."
Parental leave outcomes in law firms hinge on managers' behavior and coordination among supervising partners. Most women executives intend to return to full-time work after pregnancy, yet mothers face disproportionate workplace bias and demeaning comments. These perceptions, not reduced commitment, drive attrition of female lawyers. Managerial support, clear processes for planning leave and reintegration, and deliberate efforts to counteract bias can retain talent and maintain productivity. Leaders possess the authority to create inclusive norms, provide practical strategies, and lessen the mental load on parents. Effective management practices improve employee well-being, firm culture, and long-term success.
Read at Above the Law
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