After you have kids, you are done unless you are willing to work more than anyone else around you, drop everything for work without notice, and leave all parental duties to your partner -- who preferably should stay home. Quinn worships the billable hour, but if you're a mom, simply billing as much as everyone else or being as good (or better) than everyone else is not enough to succeed there. If you ever go part-time or take a counsel position, you are off partner track forever, too. In addition, on most case teams, women are expected to run the case and manage discovery while men are given focused opportunities to develop expertise. When women are given the chance to write briefs or conduct other more substantive work, their organizational responsibilities are not reduced -- this makes it harder to excel on substantive projects. The more senior you get, the worse it gets. Further, as with many firms, men are judged by potential, but women are judged on whether they have checked off every box, said yes to every project, and never shown a moment of weakness.
Women are not promoted fairly particularly when they have children
As long as you are willing to work 2400+ per year, the leadership generally treats women fairly. However, the firm worships the billable hour and views time off for things like weddings, maternity leaves, etc. as indicative of your lack of commitment to the firm. It is not uncommon for well-regarded female associates to get explicit pushback on the length of their maternity leaves, honeymoons, etc. This is a double standard because regular vacations, while not encouraged, don't incite the same type of "are you committed to this" conversations at annual reviews. If you want a good indicator of how Quinn Emanuel feels about supporting attorneys' families, just look at the paternity leave policy, which allows male attorneys only two days of paid paternity leave. Of the male associates whose wives had babies while I worked at Quinn, not one took more than a week off.
The treatment of staff vs attorneys are quite different. Attorney women get more time off for maternity, vacation etc. In terms of women, this is an equal opportunity workplace. Great place for attorneys of either gender.
Will respond later. Too busy billing.
There are many women partners who set excellent examples for other female associates.
Women have an equal opportunity to succeed here.
Have things gotten better, worse, or stayed the same for women at Quinn Emanuel Urquhart & Sullivan, LLP in the past year?
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Women still have to work twice as hard as men to succeed and still are judged by different standards than male colleagues.
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