What We Love
Two years ago, when this Chicago-based firm started requiring business plans from senior associates eligible for partnership, results were mixed: Some were in line with the firm’s strategic goals; others missed the mark. In response, the firm created the Chapman Leadership Academy last year, a voluntary program open to senior-level associates. The two-year program, comprised of eight training modules, covers topics important to would-be partners, such as firm economics, business development plans and client relationships. Each participant is also assigned a partner as a mentor. Associates say the program has brought much-needed transparency to the process of becoming partner. More improvements are under way: At the end of last year, the firm adopted a formal flextime policy for associates, which will track usage for the first time.

 

Female equity partners: 18%

Female nonequity partners: 27%

Female counsel: 27%

Female associates: 44%

Female lawyers promoted to nonequity partner, 2004–2008: 27%

Female lawyers promoted to equity partner, 2004–2008: 33%

Lawyers working reduced hours: 8%

Lawyers working reduced hours, 2004–2008: 2%

Weeks paid maternity leave: 12

Weeks paid paternity leave: 2

Weeks paid adoption leave: 12

Offer phase-back program for new moms?: Yes

Offer reentry program for lawyer moms?: No

Offer formal flextime program for associates & counsel?: Yes

Lawyers working flextime schedule: 4%

Offer support groups for reduced-hours lawyers?: No

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