Apparently, the same applies to the lawyers questioned in the present study, as nearly half of the female lawyers surveyed experience interruptions in meetings, compared to only about a third of the men. They often interrupt other people, but if a woman expresses her opinion on a conference call, she is immediately criticized for interrupting, as described by a lawyer from the study. More than half a century after Congress enacted the Civil Rights Act of 1964, which prohibits gender discrimination, too many women continue to face a glass ceiling that prevents them from obtaining the promotions and other promotion opportunities they have earned. Bachman frequently writes about issues related to discrimination in promotion, harassment, and other employment discrimination issues on the Glass Ceiling blog on Discrimination.
Zuckerman Law has outlined what it takes to prove gender discrimination when presenting your case. Visit the “How to Prove Gender Discrimination” page. These data suggest that not only do women leave companies because of a lack of opportunities for promotion, but that, even if they are promoted to a leadership position, they may leave because of the resistance they encounter as a woman in a position of power. Women Supreme Court justices are more likely to be interrupted, as 65.9% of all interruptions in court are directed to the three female judges in office (Ruth Bader Ginsburg, Sonia Sotomayor and Elena Kagan).
And the present study reveals that female lawyers are much more likely than their male counterparts to bear the brunt of these domestic tasks in the office. A lawyer summarized: “Recently, a man was given a promotion because Human Resources discovered that he was being paid much more than me, with the same position. If your metrics reveal inequities in a particular department, help that department analyze why there may be biases in how they treat employees. Women lawyers are forced to travel a narrow path in representing their clients before judges, juries and fellow lawyers plagued by implicit prejudice.
In addition to the common struggles women face in the workplace, such as wage inequality and sexual harassment, women working in the legal profession also have to fight against certain gender biases. And about a quarter of the female lawyers surveyed say they have been sexually harassed at work. According to the survey, 56% of white lawyers were free to express assertive behavior, compared to just 40% of women lawyers of color and 44% of white lawyers. Providing women with mentoring opportunities, creating an exclusive network for women lawyers to connect with other women outside their practice area or office, and celebrating women lawyers' achievements can also increase the retention of women lawyers.
Berry Appleman Leiden, chosen as the number one law firm for women by the National Law Journal for the second consecutive year, attributes its successful retention of female lawyers to its large representation of women in leadership positions, as well as to its opportunities for remote work and flexible hours, which are attractive to women trying to juggle their professional and family responsibilities. To eliminate hiring bias, organizations must note exactly what qualifications are expected for a particular job. Not only are female lawyers confused with people who are not lawyers, but female lawyers end up taking care of more of the non-legal domestic tasks of the office.
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