firms, according to the ABA’s November 2019 report, “Walk- ing out the Door,” by Roberta D. Liebenberg and Stephanie A. Scharf. “Why the massive gap?” the
authors write. “Why have women been fleeing law firms and the legal profession in droves?” Female attorneys are as intel-
lectually challenged in their work as men, according to the report, but they do not advance along the same trajectory. They report having less access than their male counterparts to the building blocks of success. In particular, female attorneys cite being overlooked for promotions, salary increases and business develop- ment opportunities. Despite efforts by law firms
to address such discrepancies, including endorsing women’s initiatives and creating women’s leadership networks, glass ceilings persist. When it comes to the prac-
tice of law, gender is irrelevant, Murphy says. “If you’re dedicated, prepared and do really good work for your client, those are the things that make you successful in your career.” Murphy is grateful for the
senior female attorneys who came before her. “The path was forged for us,” she says, “and that path was much harder.” While women continue to be
underrepresented in management and equity positions, they are making headway.
Work-life balance Monica T. Monday, manag-
ing partner of Gentry Locke Attorneys in Roanoke, was the first female lawyer to lead a large law firm in Virginia — a position she has held since 2013. Other female partners
have followed suit since then: Margaret Hardy, president of Sands Anderson and managing shareholder of its Fredericksburg office, and Courtney Paul,
Photo by Don Petersen
president of Hirschler in Richmond. But their numbers are few,
considering that w omen have been entering the legal profession in large numbers for the past four decades. “I can’t speak for everyone —
only to my personal experiences,” Monday says. “I hope my story will show how all lawyers — whether women or men — can carve their own paths.” Monday, 53, started at Gen-
try Locke in 1993 as a full-time lawyer and became a partner within six years. When the opportunity arose
for ownership, she was pregnant and her commute to Roanoke was more than one hour each way. Monday’s son was born in
2004, the same year she became an owner. She worked part time and from home at least one day a week. “The arrangement enabled
me to balance my life,” Monday says. “The firm gave me the flex-
ibility to do what would work for me.”
She was provided leadership
opportunities, including serving as chairwoman of several com- mittees, before advancing into management. Firms invest time and
resources to develop their employees, Monday says. “They do not want to lose lawyers.” Attorneys should also ask for
what they need to be successful, Monday says. “It’s important for law firms to be open and recep- tive to the needs of individual attorneys, male and female.” The gender issue has been
plaguing the profession for too long, she says. “In the 25 years I have been practicing law, it’s been the same conversation.” Monday recalls speaking
years ago with a senior female attorney who was lamenting the fact that women were leaving the profession. To this day, that attorney’s words echo in Monday’s head:
Monica T. Monday has been the managing partner at Gentry Locke Attorneys in Roanoke since 2013.
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