* And Professor Josh Blackman has some ideas about the identity of the conservative professor discussed in the controversial emails. [Josh Blackman's Blog]
* Villanova hired ESPN’s Andrew Brandt to be the director of the school’s Center for Sports Law. Students would probably be more excited if this meant ESPN was interested in hiring them. [SB Nation Philly]
* Sumner Redstone of Viacom just donated $18 million to Boston University Law. Quick, Boston College, hurry up and find an old rich guy to make a multi-million dollar donation to your school! [Hollywood Reporter]
* Reality TV hottie Reichen Lehmkuhl, perhaps better known for being Lance Bass’s ex-boyfriend, reports that he’s going to law school. He should be required to attend class without his shirt on. [Instinct Magazine]
Lately, it seems that all of the regular legal media outlets have turned an eye toward women and their success in the profession. For example, earlier this week, we discussed whether women will ever be able to close the gender gap in Biglaw equity partnership ranks. Now, we’re faced with another “important” question: can older career women sport longer hairstyles?
According to some, such a look isn’t considered age-appropriate for the office. In fact, you could end up looking “rather sad and dated,” which may have an impact on your legal career. But then again, the National Law Journal’s survey on women who make partner didn’t include a question about the length of partnership candidates’ hair. Because at the end of the day, who cares? If a woman is great at her job, then the length of her hair shouldn’t matter.
Why can’t older women be successful and feminine at the same time?
Major law firms like to tout their dedication to furthering women’s success in the law, but if you look more closely, you’ll find that many Biglaw firm talk a big game, but have little proof back up their words. Take, for example, the fact that according to a recent survey conducted by the National Law Journal, the percentage of women lawyers in partnership positions has increased only 2.8 percent since 2003. In the meantime, the National Association of Women Lawyers says that the percentage of women in equity partnership positions has been “fixed” at just 15 percent for the past 20 years.
Well, whoop-dee-doo at all of these wonderful statistics that we’ve been choking down for the past decade. Women are apparently supposed to be happy about this kind of painfully slow progress. But what about the firms that have actually honored their commitments to women lawyers?
Or at least that’s what one Biglaw firm seems to think.
Over the weekend, lady lawyers got a serious case of the vapors when word got out that a firm that’s had its fair share of bad press was busy promoting a cooking class for one of its women’s initiatives programs.
Yes, a cooking class — because nothing says “I’m a successful attorney” quite like the ability to serve masterfully prepared hors d’oeuvres (bonus points if the cooking is done while barefoot and/or pregnant).
It’s almost enough to make these women wish they were Lathamed….
It’s getting hard to keep track of all the partner departures from Dewey & LeBoeuf. Thankfully, over at Am Law Daily, Sara Randazzo and Nate Raymond have this handy round-up. The bottom line is that the firm has 53 fewer partners than it did in January: one retired, one left for personal reasons, one went in-house, and fifty (50!) jumped over to rival law firms. You can review the biggest beneficiaries of Dewey defections over here.
So what Dewey do about the problem of fleeing partners? We get medieval on the cowards….
There’s actually some data driving this discussion. According to Chen, citing research by Professor Henderson, graduates of Loyola University Chicago School of Law are six times more likely to make partner at a major law firm than graduates of the higher-ranked University of Chicago Law School, located just a few miles to the south. It seems that even though Chicago Law grads may have an easier time breaking into Biglaw than their Loyola – Chicago counterparts, the Loyola folks who do make it in the door tend to have longer-lasting law firm careers.
Let’s not pick on U. Chicago. There are other elite law schools with even higher Biglaw “washout” rates….
Kyle McEntee (left) and Patrick Lynch (right), co-founders of Law School Transparency (LST).
Late last year, plaintiffs’ lawyer David Anziska pledged to make 2012 “the year of law school litigation.” Anziska, who’s currently spearheading efforts to sue law schools over allegedly misleading employment statistics, told my colleague Staci Zaretsky that he and his team members “want to sue as many law schools as we can to bring them into the fray.”
That’s all well and good — for plaintiffs’ lawyers, and for news outlets like ours seeking juicy stories to cover. But there are other ways to achieve reform. So here’s another thought: Could 2012 instead be the year of law school transparency? Transparency achieved voluntarily, by law schools coming forward on their own to share comprehensive data about how their graduates are faring in the job market?
In the weeks since we wrote about the University of Chicago Law School providing very detailed employment data about its recent graduating classes, based on our interview with Dean Michael Schill, we’ve heard from deans, professors, alumni and students of other law schools, all with similar messages. They believe that their schools, like Chicago, are also transparent about graduate employment outcomes — and they want to be recognized for it.
This chorus of “me too!” messages raises a promising possibility: Is law school transparency becoming, for lack of a better word, “cool”? Will honesty about employment data become the hot new trend for U.S. legal education?
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….
Specialty bar associations can be great opportunities for in-house lawyers to grow their network and develop their careers. Unlike some mega bar associations, they tend to feel more intimate and collegial, even if their membership numbers are pretty large, because the members share a common interest.
A couple of weeks ago, I attended the NAPABA (National Asian Pacific American Bar Association) convention in Atlanta. This organization represents the interests of over 40,000 attorneys and about 65 local bar associations. And let me tell you, they had a lot going on at their annual gathering. And I don’t just mean the after-hours partying….
Transitioning in-house is something many (if not most) firm lawyers find themselves considering at some point. For many, it’s the first step in their career that isn’t simply a function of picking the best option available based on a ranking system.
Unknown territory feels high-risk, and can have the effect of steering many of us towards the well-greased channels into large, established companies.
For those who may be open to something more entrepreneurial, there is far less information available. No recruiter is calling every week with offers and details.
In sponsorship with Betterment, ATL and David Lat will moderate a panel about life in-house and we’ll hear from GCs at Birchbox, Gawker Media, Squarespace, Bonobos, and Betterment. Drinks, snacks, networking, and a great time guaranteed. Invite your colleagues, but RSVP fast, as space is limited.
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past seven years. You can reach them by email: firstname.lastname@example.org.
It’s that time of year again when JDs are starting to apply for 2L summer jobs and 2L summers are deciding which practice area to focus on.
For those JDs with an interest in potentially lateraling to or transferring to Asia in the future, please feel free to reach out to Kinney for advice on firm choices, interviewing and practice choices, relating to future marketability in Asia, or for a general discussion on your particular Asia markets of interest. This is of course a free of cost service for those who some years in the future may be our future industry contacts or perhaps even clients.
For some years now Kinney’s Asia head, Evan Jowers, has been formally advising Harvard Law students with such questions, as the Asia expert in Harvard Law’s “Ask The Experts Market Program” each summer and fall, with podcasts and scheduled phone calls. This has been an enjoyable and productive experience for all involved.
Whether you’re fresh off the bar exam or hitting your stride after hanging a shingle a few years ago, one thing’s for certain: independent attorneys who start a solo or small-law practice live with a certain amount of stress.
Non-attorneys would think the stress comes from preparing for a big trial, deposing a hostile witness, or crafting the perfect contract for a picky client.
But that’s nothing compared to the constant, nagging, real-life kind, the kind you get from the day-to-day grind of being a law-abiding attorney.