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mitted to her job anymore. And senior partners have little time in their days to mentor anyone. So whom should they mentor? Tat pregnant woman who may or may not come back from maternity leave, or someone else? So before
pregnant women hit the glass ceiling, they are stopped by the maternal wall.” Calvert says there are many things that firms or in-
If a woman does great work, it is often attributed to good fortune,” she says, “while a man gets credit for his skills. It has been documented by social scientists that men get promoted based on their potential, including their potential to bring in business. Women only get promoted for their actual achievements.”
house legal departments can do to counter the effects of the pay inequity exposed by the AJD study. Adopting transpar- ent compensation systems will allow attorneys to under- stand what kinds of lawyer activities will be rewarded. Also, make mentoring count. If mentoring is encouraged but time spent mentoring plays no role in compensation, no one will benefit. Firms should make such changes without delay. As
Sterling, the survey leader, puts it in her 2013 law review article, “Despite 20 years of research that documents gen- der bias in the legal profession, it would be fair to say that change has come slowly. It is time to pick up the pace. We have tried endurance, now we need to sprint.” D&B
Jonathan Groner is a freelance writer in Washington, D.C., and a former managing editor of Legal Times. He can be reached at
jonathangroner@gmail.com.
MCCA.COM JULY/AUGUST 2014 DIVERSITY & THE BAR®
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