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This is going to be very real, very soon. And there’s no reason to think people are going to somehow learn to be more discerning that they are already. “Let’s put this all together. False memories fester when they make sense to our political worldview, when it’s familiar and repeated ad nauseam, when we trust…
The Burgeoning Business Cost of E-mail tags: MM LitSupport Schneier on Internet of Things Security: “It’s Going to Come Crashing Down” tags: MM Security Litigators Who Don’t Know Enough About E-Discovery Should Be Afraid, Very Afraid tags: MM LitSupport The 2015 Verizon Data Breach Investigations Report is Out! –“23% of recipients open phishing messages and…
This is really the big question many of us have, and rightfully so. Hopefully, your workplace is smart enough to encourage you to disconnect during off hours, or take care of your mental health needs, and speak up if you’re feeling burned out. But, what do we do if that same employer also rewards the folks who don’t do any of that? How does an employee keep up healthy boundaries and not get left behind in their career when they watch the peers who work all hours of the day/night, never disconnect, and work in an absolutely non-sustainable way are praised for their “grit and commitment”, and maybe even promoted over folks who work harder at maintaining a sustainable work-life balance?
Quite a lot going on today, thanks to everyone who has been blogging and twittering up a storm to keep the rest of us in the loop! If I missed anyone blogging the conference, drop a link in the comments! More thoughts on the ground LegalTech 2009 On the ground at LegalTech NYC 2009 LegalTech…
There’s No Better Time To Future-Proof Your Firm Than Now
6 steps to creating a workplace mental health & well-being strategy
How To Cope At Work When Anxiety And Depression Take Over
Why Your Staff Are Your Cybersecurity Weak Link
Worried About the Election? Microsoft Launches Deepfake Detection Tool
Working from Home and Boundaries in 2020
4 Ways To Destigmatize Mental Health At Work
At ILTA>ON, Reconnecting Community Through A Virtual Conference
Why the Connection Between Biometric Data and eDiscovery Will Continue to Grow
Business comment: Tackling the stigma of workplace mental health
8 skills for career success in the digital age
The question I’ve always had though, is what exactly changed and when did it change? Because I can’t believe most women go to law school and graduate planning on working at a large law firm for a few years and then leaving to go solo, in-house, public sector, or teaching at law school, despite the fact that it happens a lot! Again, in my anecdotal experience, it happens much more often than it does for male associates.
If we have a system that “works” for male lawyers this much more often than female or gender non-binary lawyers, maybe it’s not a good system.
If you’re a female attorney who’s left a law firm and wants to share your experience and reasons, I’d love to hear about it and possibly write about it. (You can reach out to me privately if you’d like to remain anonymous.) I am truly curious about what it’s like to graduate law school versus the reality of law firm life a few years later, and what law firms could have done to keep you.