Biglaw

The Top Law Firms For Gender Equity & Family-Friendly Policies (2020)

Plus, details on firms that require employees to sign mandatory arbitration agreements and nondisclosure agreements.

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Gender equality is given a lot of lip service in the legal profession, and yet women continue to face many disparities when they head into the office each and every day. From pay to partnership promotions to the composition of leadership committees to family policies, there are many areas where law firms must change to keep up with the times. Thankfully, some law firms are becoming more progressive, but which firms are doing the best they can for women in all areas?

For the second year in a row, the Yale Law Women have released a ranking of the Top Firms for Gender Equity, coupled its annual list of the Top Family-Friendly Firms. We’ve written about the latter ranking every year (see our coverage from 2018, 2017, 2016, 2015, 2014, 2013, 2012, 2011, 2010, 2009, and 2008), and covered YLW’s important new dual ranking for the first time last year (2019).

Which firms made the cut in 2020? Let’s take a look at the latest rankings.

This year’s list is different from all prior ones produced by the Yale Law Women. This time around, they’ve eschwed a Top 10 ranking altogether. From the report:

Recognizing the individualized experiences and distinct needs of law firm employees, as well as the multitude of factors leading to workplace equity, we are no longer publishing holistic Top Ten lists. Instead, individual firms are honored for excelling in specific categories that relate to overall gender equity and family friendliness. Our report attempts to respect the diverse needs and preferences of those in the legal profession with the understanding that creating equitable workplaces will not entail a one-size-fits-all solution.

This year’s rankings were based off seven distinct categories, with honors given reflecting top firms’ strengths. Without further ado, these are the firms being honored:

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  • Firm Structure
    • Hiring Practices
      • Allen & Overy LLP
      • Cadwalader, Wickersham & Taft LLP
      • Jenner & Block LLP
      • Linklaters LLP
      • Munger, Tolles & Olson LLP
      • Wilson Sonsini Goodrich & Rosati
    • Hiring Practices
      • Morrison & Foerster LLP
      • Munger, Tolles & Olson LLP
      • Steptoe & Johnson LLP
  • Training, Mentorship & Diversity
    • Inclusion Initiatives
      • Cahill Gordon & Reindel LLP
      • Cleary Gottlieb Steen & Hamilton LLP
      • Jenner & Block LLP
      • Paul, Weiss, Rifkind, Wharton & Garrison LLP
      • Pillsbury Winthrop Shaw Pittman LLP
      • Wachtell, Lipton, Rosen & Katz
    • LGBTQ+ Representation
      • Allen & Overy LLP
      • Cadwalader, Wickersham & Taft LLP
      • Jenner & Block LLP
      • Sheppard, Mullin, Richter & Hampton LLP
  • Promotion & Leadership
    • Promotion Practices
      • Ballard Spahr LLP
      • Blank Rome LLP
      • Cravath, Swaine & Moore LLP
      • Kramer Levin Naftalis & Frankel LLP
      • White & Case LLP
    • Women in Leadership
      • Latham & Watkins LLP
      • Morgan, Lewis & Bockius LLP
      • Ropes & Gray LLP
      • Sidley Austin LLP
  • Part-Time & Remote Work
    • Flexible Work Options
      • Hogan Lovells US LLP
      • Littler Mendelson P.C.
      • Orrick, Herrington & Sutcliffe LLP
      • Perkins Coie LLP
    • Advancement for Part-Time Attorneys
      • Kramer Levin Naftalis & Frankel LLP
      • Orrick, Herrington & Sutcliffe LLP
      • Ropes & Gray LLP
      • Winston & Strawn LLP
  • Work-Life Balance & Parental Leave
    • Parental & Caregiver Leave
      • Ballard Spahr LLP
      • Foley Hoag LLP
      • Kirkland & Ellis LLP
    • Working Mothers & Family Planning
      • Akin Gump Strauss Hauer & Feld LLP
      • Cravath, Swaine & Moore LLP
      • WilmerHale
  • Billable Hours & Compensation
  • Mandatory Arbitration & Non-Disclosure Agreements

Here’s a round-up of useful information about some of the YLW study’s findings:

  • Among equity partners, women averaged 21%
  • 29% of non-equity partners at the average firm identified as women
  • 65% of firms required implicit bias training for all employees
  • 36% of attorneys promoted to equity partner at the average firm identified as women
  • 7% of attorneys promoted to equity partner at the average firm identified as women of color
  • 4% of associates worked part-time schedules at the average firm
  • Among associates who worked part-time schedules, women averaged 83%
  • 63% of firms promoted someone who had taken caregiver leave in the last five years to equity partner in 2019
  • 90% of firms offered equal caregiver leave for birth and adoption of a child
  • 90% of firms had a committee specifically designed to address work-life balance

And now, a word on mandatory arbitration agreements. This has become a very hot-button issue in Biglaw, and given that law students are taking to the streets to do away with agreements that seek to strip them of their rights, of course the Yale Law Women delved into the topic. Here are the relevant details:

Reporting firms that do not require mandatory arbitration contracts covering at least some types of dispute as a condition of employment:
Junior & Senior Associates: 47%
Equity Partners: 38%
Other Attorneys: 43%
Non-Legal Employees: 36%

Reporting firms that do not require mandatory arbitration contracts covering allegations of sexual assault or sexual misconduct as a condition of employment:
Junior & Senior Associates: 47%
Equity Partners: 41%
Other Attorneys: 43%
Non-Legal Employees: 46%

Reporting firms that do not require non-disclosure agreements covering allegations of sexual assault or sexual misconduct as a condition of employment:
Junior & Senior Associates: 48%
Equity Partners: 46%
Other Attorneys: 45%
Non-Legal Employees: 47%

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Now you know what you may be up against if you decide to sign on the dotted line with any of the Biglaw firms surveyed for these important rankings.

Please click here (PDF) to see the full report from Yale Law Women.

While vast improvements have been made in terms of gender equity and parental accommodations offerings at large law firms, there is still a lot of work to be done. We said this in the past, but it bears repeating in times like these: “The legal profession has come a long way in terms of attempting to afford equal opportunities for success for both men and women, but it’s still got a long way to go. Why are lawyers still hurrying up and waiting for change?” Be forces for good at your firms. Women deserve to be treated equally, and allies have never been more important. Offer help where help is needed, and together, we can achieve true greatness.

Congratulations to all of the Biglaw firms that made the Gender Equity rankings and the latest edition of the Yale Law Women Family-Friendly Firm and How did your firm do? Email us, text us at (646) 820-8477, or tweet us @atlblog.

Staci ZaretskyStaci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.

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