litigation Job Reviews
Women who work in litigation departments have an overall job satisfaction level of 3.5, 60% of them believe there is gender equality in their firms, and make an average salary range of $100k-$150k.
Gender imbalance is not really the problem, the problem is a lack of a path to promotion or a path in general for senior associates. The firm could help itself by actively working to place associates in-house with clients, instead it acts hurt when attorneys leave to go anywhere else. Terrible long term thinking.
Dentons maternity leave policy varies based on roles. For non-partner attorneys it allows 13 weeks full-pay, plus 4 weeks half-pay. Attorneys can take an additional 8 weeks unpaid (for a total of 6 months leave). The firm offers paid paternity leave as well. It has a very robust associate review system that seeks to get input from several different sources. The review system impacts salary and promotion. I feel like I have been treated fairly at Dentons. My office is very family friendly and supportive. Most attorneys - especially those over age 30 - have families. Thus, most people truly work 8:30-5:00 in the office each day.
My prior job was at Wilson Elser Moskowitz Edelman and Dicker, a national law firm, where I worked for 2 years. Even though lip service was given to diversity, there are currently 7 women attorneys and 25 men attorneys in the office in a western U.S. city where I worked. The culture was male dominated, with all of the subtle and not so subtle characteristics that come with a traditional caste system. The office where I worked was originally formed by the merger of a male partner from one firm, along with his lackeys, and a male partner who left another firm, taking a large book of business and male and associates who were elevated to partner level at the new merged firm. During my time there, the heads of the two seminal groups were always at odds. After I left, one of the two original founding partners of the office was ousted. He is the partner who had hired me. He was replaced by a female partner, so things may have improved for the women lawyers, but I doubt it. During my tenure, the most powerful equity partner, who had not hired me, was a total bully who lacked communication skills. Other male attorneys cow-towed to him even while he was publicly mistreating female associates. The bully partner did not hesitate to berate female associates in public emails. Overall, there was a lack of leadership in the office. The firm has a 401K but no matching. About 180 hours billable per month were required, which is not terribly high but not as low as at some firms where I have worked. Overall, from a female perspective, the experience was a nightmare. I cannot speak for the male attorneys there.
I think that there could be more partners here who are women, but I don't know what the factors are for that decision. People take maternity leave, but I think that people are discouraged from taking the full leave and full paternity leave when they are close to being up for partner.
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.
If you want to work a reduced hours schedule, that is available to you when you return from maternity leave, and most mothers take advantage. It is also common to take more than 18 weeks, but the rest of the leave is unpaid.
Work hard and get involved. Get to know the people who work in Philadelphia. You want people to know who you are. Be a team player. Make a name for yourself. Take advantage of marketing opportunities.
Don't stress so much about making your hours--you inevitably will. Enjoy the down time!
Very generous maternity leave.
The top is male-dominant and promotions are male-dominant. Women are given more administrative tasks than men and are asked to serve on non-substantive firm committees (ie- pro bono committee, happiness committee) that take valuable time away from practice development and are not compensable come bonus season. Senior women overwhelmingly tend to leave this place and the ones that stay are poor role models for the working mom.