Shared Links (weekly) Sept. 14, 2025
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Shared Links (weekly) July 13, 2025
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Linked – Female Expats on Why They Left Paul Weiss, Hogan, Paul Hastings
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.
The Myth of “A” Players
These are risks when it comes to employee retention and engagement. Treating your employees as if they could only be the best of the best is not dealing with reality, and most employees will not enjoy working for a boss who has trouble with reality. It is implausible that everyone in the organization is an exceptional hire. Accept that. It’s OK. Companies have worked with many average folks who do a solid job for decades. It works, and it allows you to reward and recognize exceptional achievements instead of always downplaying them.Â
Thoughts From Retaining Legal Tech Talent Webinar – Law Firms Are Going to Struggle
Yesterday, I tuned into an ILTA webinar titled Retaining Legal Tech Talent. The speakers included a legal tech recruiter, Jared Coseglia, and two Litigation Support/Litigation Technology leaders working inside of firms, James Bekier of Baker Hostetler and James Bandes of Quinn Emanuel. Early on in the webinar, all 3 talked about a success story they…
Linked: Women in the Workplace
This is an acute problem for many of us, who want to participate in doing the work of promoting diversity and inclusion but are still getting measured by everything other than that. And, as the survey points out, it is oftentimes women who take on this work, in an effort to help other women and minorities achieve.
But, as much as the C-Level folks talk about the importance of this work, it is not a part of the job performance, nor is time and effort really allocated for it.
How many of you volunteer to take on this work, running an employee resource group, putting together presentations, leading group discussions, often at the behest of top management, and then when it comes times for performance reviews, the only thing that matters is time spent on bringing in revenue?
The message seems to really be, “It’s great that you want to do this work for us, but make sure you do it on your time because your productivity will be measured against the people who don’t spend any time at all doing this work”
A Mixed Set of Results on Workplace Mental Health
My take away from reading about a recent APA survey, is that there’s good news, and bad news. First, the good news I found in the article: Roughly half of American workers say they are comfortable talking about their mental health in the workplace Younger workers are much more likely to feel they can discuss…
