The legacy of one-income households and male-dominated workforces permeates the law profession, even as so much has changed in legal education, opportunities for young female lawyers, and the U.S. workplace generally. That means that taking leave is still perceived as contrary to firm goals and a net loss for a team and the individual. Systems are not structured to plan the time, optimize it, and identify and appreciate long-term benefits of parental leave.
I worked at four different law firms before starting my own practice. One of the shops was a smaller law firm that did not pay associates as much as other practices. This usually meant that people could take time off without too much trouble since everyone understood there needed to be advantages to receiving such low pay. For some attorneys, this also meant that shouting matches were tolerated since associates did not feel like they should take abuse from higher-ups for such little pay.
In addition to the celebrity status that I've garnered since this column catapulted me to a guest appearance on the Daily Show, the legal profession itself has experienced its own glow-up. The pandemic made remote practice mainstream, artificial intelligence is reshaping everything from research to drafting, and younger lawyers are demanding more humane work environments. But one concept remains constant: starting a law firm is a radical act.
Partners have reportedly taken a break from the million-dollar summer homes their associates toil to make possible to let the rabble know that their hefty bonuses might be "in jeopardy" because they haven't done enough hallway waving this quarter.
