Top BigLaw Firms Supporting Working Mothers
Discover leading BigLaw firms excelling in support for mothers through family benefits, flexible policies, and advancement opportunities.
Balancing a high-stakes legal career with motherhood presents unique challenges in BigLaw, where long hours and demanding client needs often clash with family responsibilities. However, several prominent firms have pioneered supportive environments that enable mothers to thrive professionally while nurturing their families. This article examines leading firms recognized for their family-friendly policies, drawing from recent industry rankings and data on benefits like extended parental leave, flexible scheduling, and childcare assistance. We also outline practical steps other firms can take to enhance support for working parents.
Recognized Leaders in Family-Friendly BigLaw Practices
Industry evaluations, such as those from Seramount and Working Mother Media, consistently highlight firms that excel in retaining and promoting women, particularly mothers. These rankings assess factors including the percentage of women in equity partnerships, parental leave duration, and utilization of flexible work arrangements. For instance, firms achieving top spots demonstrate that 42% of their lawyers are women, with 27% reaching equity partner status, far surpassing industry averages.
Key performers include:
- Arnold & Porter: Frequently tops lists for its comprehensive benefits, including gender-neutral parental leave averaging 17 weeks across top firms.
- Morrison & Foerster: Ranked #1 for diversity multiple years, boasting 42% women lawyers and strong promotion rates for female attorneys.
- Dechert: Noted for progressive packages that support parenting, including flextime adopted by 98% of top companies.
- Jackson Lewis P.C.: Secured 2nd place in Law360’s rankings for female attorney representation at partner levels.
- Finnegan, Henderson, Farabow, Garrett & Dunner: Recognized on Working Mother’s best companies list for family benefits.
These firms not only offer robust policies but also foster cultures where mothers return post-leave at high rates and advance to leadership.
Essential Benefits Driving Success for Mother Attorneys
Top firms prioritize benefits tailored to modern family needs. A comparative overview reveals common threads among high performers:
| Firm | Women Lawyers (%) | Equity Women Partners (%) | Paid Parental Leave (Weeks) | Childcare Subsidy |
|---|---|---|---|---|
| Arnold & Porter | 42% | 27% | 17 | Yes (90% of top firms) |
| Morrison & Foerster | 42% | High promotion (39% women) | 17 | Yes |
| Jackson Lewis | Top-ranked | Strong partner rep. | Competitive | Available |
| Dechert | Progressive | Above average | 17 avg. | Yes |
| Perkins Coie | 42% | 27% | 17 | Yes |
Data sourced from 2022-2023 evaluations shows 99% of these firms offer telecommuting, enabling mothers to manage childcare without career penalties. Subsidized childcare, present in 90% of leaders, alleviates financial burdens during early parenthood.
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Flexible Work Models Empowering Parental Balance
Flexibility is the cornerstone of retention in BigLaw for mothers. Nearly all top firms (98%) provide flextime, allowing attorneys to adjust schedules around school runs or family obligations. Telecommuting, at 99% adoption, has proven vital post-pandemic, with firms like WilmerHale and Kirkland & Ellis leading in hybrid models.
Part-time tracks with full partnership eligibility are increasingly common, countering the myth that reduced hours hinder advancement. Firms such as Orrick and Perkins Coie report 39% of promotions to equity partner going to women, many utilizing these options. This approach not only boosts satisfaction but also diversity, with 23% of lawyers being women of color.
Parental Leave Policies: A Benchmark for Excellence
Generous, gender-neutral paid leave sets elite firms apart. The average of 17 weeks among top firms dwarfs traditional offerings, encouraging father involvement and easing mothers’ transitions. Policies often include phased returns, lactation support, and backup childcare, as seen in lists from Seramount’s 2023 report.
For example, firms like Littler and Morrison & Foerster ensure high return rates by pairing leave with mentorship programs that guide mothers back to high-billable roles without stigma.
Strategies for Career Advancement Amid Motherhood
Beyond benefits, cultural shifts are crucial. Top firms invest in sponsorship programs pairing junior mothers with senior women partners, accelerating promotions. Representation matters: 27% women equity partners in leaders vs. industry lows.
Mentorship, bias training, and clear promotion criteria free of “face time” biases help. Firms like Skadden and Latham & Watkins track metrics to ensure equitable opportunities.
Childcare and Family Support Innovations
Forward-thinking firms subsidize childcare and offer on-site facilities or emergency backups. 90% of top firms provide this, recognizing it as key to retention. Additional perks like fertility benefits and eldercare assistance address diverse family needs.
Coaching for returning parents and affinity groups for mothers build community, reducing isolation in intense BigLaw settings.
How Firms Can Elevate Support for Working Mothers
To join the ranks of top performers, firms should audit policies against benchmarks:
- Implement 16+ weeks gender-neutral leave with phased returns.
- Guarantee 100% flextime and remote options without career impact.
- Subsidize childcare at 90%+ levels and add fertility coverage.
- Target 25%+ women equity partners via sponsorship and tracking.
- Foster inclusive cultures with bias training and parent ERGs.
Data-driven goals, like Seramount’s criteria, yield measurable gains in retention and billables.
Challenges Persist Despite Progress
While leaders advance, industry-wide hurdles remain: only 27% equity women partners overall, with motherhood penalties lingering. Post-leave billable hour pressures and partnership biases demand ongoing vigilance.
Frequently Asked Questions (FAQs)
What are the top BigLaw firms for mothers?
Firms like Arnold & Porter, Morrison & Foerster, Dechert, Jackson Lewis, and Perkins Coie lead, per Seramount and Working Mother rankings, with strong leave and flexibility.
How much parental leave do top firms offer?
Average 17 weeks paid, gender-neutral, with 90% subsidizing childcare.
Can mothers reach partnership on flex schedules?
Yes, top firms promote 39% women to equity partner, many using part-time paths.
What percentage of lawyers are women in leading firms?
42% overall, 23% women of color, exceeding BigLaw norms.
How do firms measure family-friendliness?
Via women retention, partner promotions, benefits adoption, and surveys from Seramount/Working Mother.
Conclusion: A Call for Industry-Wide Change
Exemplary firms prove that supporting mothers drives success. By emulating these models, BigLaw can unlock talent and innovation.
References
- Working Mother’s list of 100 best companies includes these five law firms — ABA Journal. 2019. https://www.abajournal.com/news/article/working-mothers-best-companies-list-includes-these-five-law-firms
- Parenting and BigLaw — Chambers Associate. Accessed 2023. https://www.chambers-associate.com/where-to-start/commercial-awareness/parenting-and-biglaw
- The 10 Best BigLaw Firms For Female Attorneys — Quarles & Brady. 2016. https://www.quarles.com/assets/htmldocuments/uploads/2016/04/The-10-Best-BigLaw-Firms-For-Female-Attorneys.pdf
- Elite Law Firms Recognized As Some Of The Best For Women Diversity 2023 — Above the Law. 2023-06. https://abovethelaw.com/2023/06/elite-law-firms-recognized-as-some-of-the-best-for-women-diversity-2023/
- Jackson Lewis Named A “Top BigLaw Firm for Female Attorneys” — Jackson Lewis. 2016-04-22. https://www.jacksonlewis.com/firm/news-and-press/jackson-lewis-named-top-biglaw-firm-female-attorneys
- The Best Law Firms for Women and Minority Attorneys — BCG Attorney Search. Accessed 2023. https://www.bcgsearch.com/sp/bcg-reports/law-firm-rankings/the-best-law-firms-for-women-and-minority-attorneys.php
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