Have you ever wondered why women lawyers leave law firm jobs?  It is written about a lot, and sometimes over-inflated statistics accompany those articles.  It also is often reported that women lawyers leave their jobs because they prefer to stay at home with their children.  But is that correct, or do women lawyers leave law firm jobs because of the failures of law firm policies to address their challenges?

It is an interesting question, and my interaction with young women lawyers leads me to believe that they enjoy working.  The problem is that law firms still need a lot of help understanding the challenges for young women lawyers and how to address those challenges as incentives for women to stay on those jobs.  I have written a lot about that in my work at Best Friends at the Bar, including on this Blog, and I know how complicated it can be.

Here is a recent article that addresses the issues to help you decide how you would answer the question:  Why do women lawyers leave their law firm jobs?

All legal news outlets are bursting with the news that Skadden has announced a backtracking of its prior blended model for return to the office in favor of a mandated four days in the office. And, to date, Davis Polk has followed suit.

That is not a huge surprise because when Skadden talks starting salaries, Biglaw often says “how high?” on the way up. It is proven that Skadden sets the bar in that fact setting. But, as pointed out by several reliable legal commenters, approaches to back-to-office differ from salary announcements — because the former is integrally related to law firm culture and involves issues of work-life balance that often attract lawyers to a practice. As a result, changing policies on these issues can have serious backlash effects.

Keep your eyes open for other firms that follow suit with Skadden. My hope is that is will not be many. I am a big supporter of the blend of “in office” and working from home. I know that a certain amount of in office is necessary for effective mentoring and client development, but I also know that commuting at the high cost of mass transit and dedication of time does not make sense in our current professional environment and the advances in technology. When boards of directors are meeting over Zoom, and depositions and hearings are being conducted in similar spaces, it is hard to argue that the business of law cannot effectively use this same technology to successful ends. At least part of the time.

And any talk of a “ding” to profits from a blend that includes working from home is not supported by the facts. Let us not forget that Biglaw INCREASED profits during the pandemic when working from home five days a week was the rule rather than the exception.

Greed should not be driving decisions that are so central to the success of young lawyers in an increasingly complicated world that includes two working parents and very demanding schedules. I have to believe that we can do better.

I have spent considerable time wondering about this since we entered what is arguably the post pandemic phase. There are benefits to working from home for certain, but there also are benefits to being in the office among colleagues, joining in impromptu conversations that can be important for career development, and observing how seasoned lawyers lead and manage teams and develop clients.

Until now, I did not have any statistical evidence. But now, thanks to my friend Phyllis Weiss Haserot, an expert on multiple generations in the workplace, I have more guidance on what Gen Xers and Gen Zers in the workplace think about that question.

Although it is true that the Dell survey cited in the article below is not specific to young lawyers, I have to believe that the stats for young lawyers would be more in favor of “in person” work because of the limitations to virtual work in a profession like the law where being “seen” in the traditional way holds such high value among managers and decision-makers.

Here is what Ms. Haserot had to say in her recent Practice Development Counsel blog:

News Flash! The Younger Generations DO Want to Be In-Person

Let’s ’s stick a big fat pin in the myth that Gen Z and young Millennials only want to meet on their screens. It’s a split decision and open to change. A recent Dell survey found 29% of Gen Z respondents prefer to be in person. 29% want flexibility, which translates to in-person some days and outside the office space some of the time as expedient and most appropriate to get the work done.

My personal experience is that many ARE interested in being in person and know what they are missing when being only virtual!!! Just not all the time, so they have flexibility to incorporate other important things in their lives.

So, the verdict seems to be that flexibility rules. Which makes me feel very good because I have been preaching flexibility for women lawyers for a very long time and, most recently, for all young lawyers as increasing numbers of male lawyers are participating in childcare and other family responsibilities that depend on flexibility for success at work and at home.

Where do you fall on this question? Deciding whether you are an “all virtual lawyer”, a “one day of the week in the office lawyer” or some combination of the two is likely to be very important to your future. Give it lots of thought, and build your case. It is sure to come up, and you want to be ready for the discussion. Your future may depend on it.

Taking care of yourself, the welfare of your family, and also taking care of your clients and your team — it sound like a very heavy lift. And it can be. But it also is the smart thing to do to enhance your career and future prospects.

Check out this article to find out how one lawyer approaches all that lift. And then riff on it. Situations and circumstances differ, and approaches will differ as well. It is the goals that are consistent.

So if you are a woman lawyer — or a male lawyer with primary childcare responsibilities — and a profession to safeguard, develop your own plan and approach to taking care of business on both ends. Be the example you want to be to others on your team — both at home and at the office.

You CAN do this!