Factors that Make Lawyers Leave Need to be Addressed
By John Higgerty, QC, Chair, Equity, Equality and Diversity Committee
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 Mea culpa. Mea culpa. Mea culpa.
As a 50-something lawyer of European descent, I will confess to some weariness at the prospect of being blamed again for the various ills of society. This time it is the failure of the legal profession to retain women.
But you know what? The shoe kinda fits. Perhaps it is even a little bit too comfy.
In 2006 and 2007, the Law Society of Alberta conducted exit surveys of its members. Just as we need to encourage lawyers to come to Alberta to properly serve the public in these boom times, we need to address the factors that make them leave.
Of the survey respondents, about 70% of those departing the profession at under the age of 40 were women. The top two factors for both years was a lack of work-life balance, and more personally rewarding opportunities elsewhere. |
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Probably some overlap there. Significantly, nearly 70% took a pay cut to go elsewhere.
So what are we doing wrong?
This grumpy old white man will take a chunk of the blame. As a breed we may own the world, but what is work-life balance? A breakfast cereal?
Notwithstanding some notable exceptions, we as lawyers have been long on talk, and short on action.
Half way through my fifties, I want my fellow lawyers to consider me for a fractional position. I know I will get some of the bias I have helped to prop up. “O.K. for support staff. But lawyers? Cracking up, old man? Can't handle the load anymore? He never was a team player. Tut tut.”
As Chair of the Equity, Equality and Diversity Committee, I would appreciate your input. How do we keep the people we already have? 
John.higgerty@gov.ab.ca |
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Profitability and Lawyer Retention
continued from page 04
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| Diversity management within law firms is becoming increasingly significant to the continued viability of the legal profession. In an increasingly competitive market, law firms should make it a priority to address these issues, not only as part of the hiring and retention of lawyers but also as a means of promoting clients. |
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Some large corporate clients in the U.S. are demanding that their lawyers demonstrate a commitment to the promotion of equality and diversity, and Canadian law firms may ultimately feel the same pressures. Accommodation of diversity is, therefore, more than just an ethical or moral obligation. It is simply good for business. |
The graph above was created using 2006 data, and demonstrates the numbers of females and males called to the bar from 1971 to 2005. The number of females and males still in private practice or in-house positions in 2006 is also shown. | |
Equity Ombudsperson Acts as Independent Resource
By Mona Duckett, QC, LSA Past President (2006-2007), Council Member, Federation of Law Societies of Canada
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