The Top 10 Most Family-Friendly Law Firms (2015)

Which firms had the best options available to both women and men? Let’s take a look at the latest rankings.

Women in the law continue to get the short end of the stick when it comes to work/life balance issues, but at least some law firms are trying to stop this cycle of abuse.

Earlier this week, the Yale Law Women came out with their annual list of the top ten family-friendly firms. We cover this list every year (see our posts from 2014, 2013, 2012, 2011, 2010, 2009, and 2008).

How has this list changed year over year? Which firms made the cut in 2015? Which firms had the best options available to both women and men? Let’s take a look at the latest ranking for the most family-friendly firms.

Here’s the list of the most family-friendly firms according to Yale Law Women:

  • Arnold & Porter
  • Cadwalader Wickersham & Taft
  • Duane Morris
  • Hogan Lovells (U.S.)
  • Hunton & Williams
  • Kirkland & Ellis
  • Morrison & Foerster
  • Munger Tolles & Olson
  • Orrick Herrington & Sutcliffe
  • WilmerHale

In 2015, the following firms were booted from the list after having just made an appearance last year: Baker Botts, Paul Weiss, and Vinson & Elkins. We wonder what could have happened at these firms for them to be given the old heave ho.

The seven returning firms are Arnold & Porter (an institution on this list; it’s been recognized every year since we began our coverage), Hunton & Williams, Orrick (both honored for the third year in a row), HoLove, K&E, MoFo, and Munger Tolles (all four honored for the second year in a row). These three are now joined by Cadwalader, Duane Morris, and WilmerHale (which is making its comeback after a noticeable absence for the past two years; previously, the firm was on the YLW list from 2009 to 2012).

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Ms. JD has a round-up of useful information about some of the YLW study’s findings:

  • Part-Time & Flex-Time Policies – Among participating firms, 11% of attorneys promoted to partner in 2014 were currently working or had previously worked part-time or flexible full-time schedules.
  • Family Leave – Many law firms adhere to an emerging industry norm of offering 18 weeks for primary caregivers and ­­4 weeks for secondary caregivers, but eligibility for leave varies.
  • Gender Equity – Among participating firms, 45% of associates were women, 19% of partners were women, and 29% of attorneys promoted to partner in 2014 were women.
  • Bonuses & Billing – 52% of participating firms required full-time associates to work a minimum number of billable hours to receive a bonus; for those firms, the median minimum was 1,950.
  • Parental Accommodations – 42% of participating firms offered on-site childcare, and 40% had policies in place to allow attorneys to take several years of leave with the option of returning to the firm.

After 10 years of conducting the study, the Yale Law Women noted that while vast improvements had been made in terms of parental accommodations offerings, their usage rate was “stagnant.” When Biglaw firms feel comfortable making big jokes out of work/life balance, it’s no wonder that these programs go unused. It’s a pernicious cycle of sadness that these lawyers will never be able to escape unless their firms begin to take seriously the concept of a life outside the billable hour.

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? We shouldn’t be applauding a system that, in most cases, penalizes parents. Demand the change that you need now, and keep raising the issue until your requests are acknowledged. There is power in numbers, and Biglaw firms will eventually be forced to listen.

2015 Top Ten Family Friendly Firms List [Yale Law Women]
Press Release: Yale Law Women Announces 2015 Top Ten Family Friendly Firms [Ms. JD]
Which law firms are most family friendly? Yale Law Women names top 10 [ABA Journal]

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