For the past seven years, the National Association of Women Lawyers has tracked women’s progress at the 200 largest firms in the nation by comparing their careers and compensation with similarly situated men. And for the past seven years, reading NAWL’s report has been like drinking a fifth of gin, and then watching Requiem For A Dream: it’s really freaking depressing.
For every two steps forward the legal industry takes, female attorneys seem to move two steps back. Despite Biglaw firms’ purported support for gender equity, women just aren’t achieving the same success as their male peers, either economically or in terms of attaining leadership roles. From associates to partners, women are always left holding the bag.
With that backdrop, let’s check out the excruciatingly discouraging news for women in Biglaw….
Staci here. Earlier this week, in response to a reader question, Vivia Chen at The Careerist engaged in a discussion about female lawyers who curse like sailors. She noted that she found cursing to be “rather cathartic,” but her takeaway was this: “If four-letter words just roll off your tongue, go for it. And if people have problems with your style, you can tell them where to stick it.”
And while staying true to yourself and unleashing as many f-bombs as you can may be alright in some circumstances (i.e., social settings), in the workplace, it can lead to some rather negative consequences — for both women and men. But that’s really beside the point, because cursing on the job is just plain disgusting, no matter which gender it’s coming from.
I know that I may get my bra-burning card revoked for this, but I think that it’s even more appalling when it’s coming from a woman. Of course, not everyone agrees with me — one of my fellow editors thinks women should be able to drop as many expletives as they want. Before you tell me where to stick it, let me explain…
As this is the first week after I made my New Year’s resolution, I can happily report that I am on track. Well, I did eat an entire coffee cake on New Year’s Day which probably did not fit within my new diet plan, but otherwise I am still resolute. Other than getting a hot bod for 2012, I have resolved to maintain a healthy work/life balance.
If I listened to the gospel of Facebook C.O.O. Sheryl Sandberg, I would worry that my resolution may stand in my way of attaining a leadership position. As some of you may recall, last January Sandberg identified “premature work-life balance concerns” as one of the three reasons many women fail to occupy the C-suite. As an example, Sandburg discussed a young woman in her office who was already worrying about how to juggle family, love, and work despite the fact that she was single and childless. (Way to kick a girl when she’s down, huh?) Vivia Chen, writing about Sandberg, agreed that there is an “increasing concern (maybe obsession) about the issue” of work/life balance among female lawyers and law students.
Luckily, I am not making this decision based on my concerns over hypothetical family obligations. No, I am just lazy and do not like to work. And I am not alone….
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We currently have a number of active openings for associate roles at US and UK firms in HK / China, Singapore and two new in-house openings. As always, please feel free to reach out to us at email@example.com in order to get details of current openings in Asia, as well as to discuss the Asia markets in general and what we expect for openings later this year. Our Evan Jowers and Robert Kinney will be in Beijing the week of March 25 and Evan Jowers will be in Hong Kong the week of April 1, if you would like to meet them in person.
The US associate openings we have in law firms are in the usual areas of M&A, cap markets, FCPA / white collar litigation, finance, and project finance. The most urgent of our top tier (top 15 US or magic circle) law firm openings in Asia (among many other firm openings that we have in Asia) are as follows:
• 2nd to 5th year mandarin fluent M&A associates needed in Beijing and Hong Kong at several firms;
• Korean fluent 2nd to 4th year cap markets associate needed in Hong Kong;
• 2nd to 5th year Japanese fluent M&A associates needed in Tokyo;
• 4th to 6th year mandarin fluent cap markets associate needed in Hong Kong;
• 2nd to 4th year M&A / cap markets mix associate needed in Singapore.
The last time I flapped my wings your way, I tried to make at least enough noise about your mobile phone to make you more than a little bit uncomfortable. I hope I did. If enough of us become anxious enough about the known and unknown unknowns and knowns in our mobile phones, then we can start making wise decisions about how to manage that information and its resultant investigations.
Today, I’d like to put a finer point on the last installment’s topic by asking a question that seemed to catch most attendees off-guard at a conference panel that I moderated last week: is there discoverable personal information in a mobile app? Our panelists’ answer was a uniform “yes” with one stating that, if he had to choose only one type of data that he could discover from a mobile phone, he’d choose app data. Why? Because there’s simply so much of it and because almost all of it is objective – not just user-created like an email – but machine-tracked like GPS, usage duration, log in and log out times, browsed web addresses, browsed actual addresses. Also, most of us seem to have the idea that data doesn’t actually “stick” to our mobile devices the way it “sticks” to our hard drives. Maybe there’s a disconnect based on the fact that our phones are mobile so we assume the data is mobile to?
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