The 2019 Working Mother 60 Best Law Firms for Women | Working Mother

The 2019 Working Mother 60 Best Law Firms for Women

Honoring the firms most committed to advancing women.

lawyer

For the 12th year, Working Mother recognizes law firms that hire and promote more women lawyers.

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For 12 years, Working Mother has recognized the U.S. law firms that utilize best practices to recruit, retain, promote and develop women lawyers.

For the third year, Working Mother collaborated with the ABA Journal as a knowledge partner in recruiting firms and publicizing results. At these 60 law firms, women made up 37 percent of new equity partners—compared with only 27 percent five years ago. The percentage of women lawyers in the ranks of the most highly compensated partners also jumped from 11 percent to 15 percent in five years. Plus, these firms offer more extended parental-leave benefits, encourage more lawyers to work remotely and use flexible hours, and are increasingly offering reimbursements for egg freezing and other fertility procedures.

A few key parental-leave, work-life balance and career-advancement initiatives taking place at firms featured on the list include:

  • 15 weeks of paid parental leave is the average minimum;

  • One firm on the list, which strives to set reduced schedules that enable both professional growth and work-life balance, reported that attorneys on reduced schedules comprised 33 percent of those promoted to partnerships as of the start of 2019;

  • Several firms offer parent-resource groups, which support moms and dads;

  • Many firms have expanded their women’s initiatives and programs dedicated to the mentoring, sponsorship and promotion of female lawyers, as well as diversity and inclusion programs.

The following profiles of the Best Law Firms for Women highlight the impressive benefits they offer and the progress they are making.

Click here to see aggregated data on the 2019 Working Mother Best Law Firms for Women.


 

EQUITY PARTNERS = Equity partners who are women

NON-EQUITY PARTNERS = Non-equity partners who are women

 

Arnold & Porter
★Washington, D.C.
Chairman: Richard Alexander
Women's Initiative Leader: Anne Davis
Equity Partners 22%
Non-equity Partners N/A
• The new Lattes with Leaders and Pearls of Wisdom speaker series explores career trajectories of women leaders at the firm and highlights the variety of pathways to success.

Baker, Donelson, Bearman, Caldwell & Berkowitz
★Memphis, TN
President and Chief Operating Officer: Jennifer Keller
Shareholder, Chair of Women's Initiative: Christy Crider
Equity Partners 20%
Non-equity Partners 32%
• For the fourth consecutive year, the new shareholder class is more than 50 percent women. Nearly half of the new shareholders utilized the firm’s parental-leave policy.

BakerHostetler
★Cleveland, OH
Chairman: Paul M. Schmidt
Chair, Women’s Committee: Emily Crosby
Equity Partners 15%
Non-equity Partners 23%
• The firm now works with Ellevate, a global professional network for women. This gives attorneys in-person events, mentoring, leadership workshops, access to a professional- development resource library, and thought-leadership opportunities.

Baker McKenzie
★Chicago, IL
Hall of Fame
North America Managing Partner: Colin Murray
Managing Partner, Chicago Office: Regine Corrado
Equity Partners 21%
Non-equity Partners 33%
• Following its pilot program in 2017, the firm last year launched Leaders Investing for Tomorrow (LIFT), focused on elevating female non-equity partners to equity partner/principal. Twenty-five percent of pilot participants advanced to principal.

Ballard Spahr
★Philadelphia, PA
Chair: Mark Stewart
Partners: Denise Plunkett and Melanie Vartabedian
Associate Leaders: Lea Phillips and Jane Siegfried
Equity Partners 25%
Non-equity Partners N/A
• Sponsorship pilot program Invest provides career-development opportunities to lawyers who have overcome significant obstacles in pursuit of a legal career, come from a disadvantaged background, or are from underrepresented groups, including women.

Bass, Berry & Sims
★Nashville, TN
Managing Partner: Todd Rolapp
Chair, Women's Initiative: Lisa Rivera
Equity Partners 20%
Non-equity Partners 33%
• The Women’s Initiative (WIN) group launched a mentoring program open to all women attorneys. Goals include educating on the structure of the firm, guiding client development strategies, supporting leadership positions, and sharing experiences on professional and personal demands.

Blank Rome
★Philadelphia, PA
Managing Partner and CEO: Grant Palmer
Partner, Chair of Women's Forum: Deborah Skakel
Equity Partners 15%
Non-equity Partners 23%
• The 2018 Women’s Leadership Summit assembled 120 women lawyers who collaborated to “hack” the topics of leadership, diversity and inclusion, and delivering value and increasing organizational efficiency.

Brownstein Hyatt Farber Schreck
★Denver, CO
First-Timer
Managing Partner: Rich Benenson
Shareholders: Nicole Ament and Ali Metzl
Equity Partners 29%
Non-equity Partners 32%
• Daunting to Doable, a six-month pilot program, was launched to provide high-performing attorneys with an individualized plan to enhance the generation of business. Seven of nine participants were female. The second cohort launched in January 2019 with four women out of six participants.

Chapman and Cutler
★Chicago, IL
Hall of Fame
Chief Executive Partner: Timothy Mohan
Women's Affinity Group Chairs: Rebecca Wallenfelsz and Kim Ahlgrim
Equity Partners 23%
Non-equity Partners 32%
• In 2018, three of five partners advanced to equity partner, and half of those promoted to income partner were women. Over the past three years, promotions to equity partner and to income partner were 50 percent women.

Constangy, Brooks, Smith & Prophete
★Atlanta, GA
Chairman: Neil Wasser
Chair, Women's Network: Kimberly Seten
Equity Partners 30%
Non-equity Partners 48%
• Over the past five years, 60 percent of internal promotions to partner—both equity and non-equity—were women. Fifty percent of the firm’s governing body and practice/office leadership are women.

Cooley
★Palo Alto, CA
CEO: Joe Conroy
Partners: Shira Nadich-Levin and Kay Chandler
Equity Partners 23%
Non-equity Partners N/A
• The six-month Pathways to Sponsorship program matches influential partners with female and multicultural associates, serving as mentors and sponsors, and providing feedback and advocacy.

Crowell & Moring
★Washington, D.C.
Chairman: Philip Inglima
Co-chairs, Women’s Initiative Counsels: Sima Namir-Kalantari, Tiffany Wynn and Alexis DeBernardis
Equity Partners 20%
Non-equity Partners 26%
• On March 15, 2018, the firm hosted more than 300 clients, lawyers and staff to celebrate National Women’s History Month with a panel discussion. The subjects: advancing women and diverse attorneys, and the importance of relationship-building with sponsors and mentors to achieve this goal.

Culhane Meadows
★Dallas, TX
Co-managing Partner and COO: Kelly R. Culhane
Co-managing Partner and CTO: Heather C. Haughian
Equity Partners 60%
Non-equity Partners 37%
• The largest national women-owned firm uses a formula for its compensation system based on merit, and most attorneys work from home. In the past year, five of the top 10 highest earners were women.

Davis Wright Tremaine
★Seattle, WA
Managing Partner: Jeffrey Gray
Partners: Bonnie MacNaughton and Jaime Drozd Allen
Equity Partners 27%
Non-equity Partners 29%
• In 2018, the Peer Mentoring Circles program was revamped, and now supports more than 100 women attorneys of all practice areas and career levels to broaden their network and support professional and personal development.

Debevoise & Plimpton
★New York, NY
Hall of Fame
Presiding Partner: Michael Blair
Co-chairs, Women's Resource Group: Jennifer Chu and Courtney Dankworth
Equity Partners 24%
Non-equity Partners N/A
• The firm launched a program that gives women lawyers real-time feedback from senior lawyers in four one-hour sessions focusing on engagement, guidance across differences, approaches for soliciting advice, and continuing positive behaviors.

Dechert
★New York, NY
CEO: Henry Nassau
Co-chair, Global Women's Initiative: Abbi Cohen
Equity Partners 16%
Non-equity Partners 18%
• Women2Women (W2W): Defining My Success is a panel series hosted by the firm’s women attorneys and external guests. Topics include overcoming perfectionism, building confidence, closing the deal, getting a seat at the table, understanding barriers to success, building your brand, and taking smart risks.

Dentons US
★Washington, D.C.
CEO: Mike McNamara
Partners and Co-chairs, WomenLead: Christina Carroll and Maria Livanos
Equity Partners 19%
Non-equity Partners 28%
• The Preparing for Rain program, which helps women hone rainmaking skills and improve business development, was expanded to include more networking opportunities and presentations by senior women partners and firm leadership.

DLA Piper
★New York, NY
U.S. Managing Partner: Stasia Kelly
Partners and Co-chairs, Leadership Alliance for Women: Stefanie Fogel and Lisa Haile
Equity Partners 21%
Non-equity Partners N/A
• As part of their diversity and inclusion action plans, leaders of all practice groups started comparing average billable hours worked by diverse versus nondiverse lawyers on the 50 highest revenue clients to see if there are inequities they can resolve.

Dorsey & Whitney
★Minneapolis, MN
Hall of Fame
Managing Partner: William Stoeri
Partner, Women's Attorney Group Co-chair: Beth Forsythe
Equity Partners 22%
Non-equity Partners 32%
• A pilot sponsorship program for three new female partners was created to assist with their trajectory from income to equity partner. They were matched with mid- to senior-level equity partners in similar or related practices from other offices, who provided work referrals and coaching on business-development techniques.

Drinker Biddle & Reath
★Philadelphia, PA
Executive Partners: Judith Reich and William Connolly
Partners and Co-chairs, Women's Leadership Committee: Lynne Anne Anderson and Jennifer R. Breuer
Equity Partners 22%
Non-equity Partners 21%
• In 2018, a firm-wide Women’s Retreat brought together women lawyers to network and identify strategic goals to support career and personal success. Work started there continues through regular meetings of subcommittees and programming focused on business development, work-life balance and enhancing personal connections within the firm.

Faegre Baker Daniels
★Chicago, IL
Hall of Fame
Chair and Managing Partner: Tom Froehle
Director of Diversity and Inclusion: Brita Horvath
Equity Partners 25%
Non-equity Partners 35%
• The firm launched a customized data-analytics project to improve diversity and inclusion initiatives. Data on gender was presented to firm leadership and all women partners, and has become the basis for strategic planning efforts.

Finnegan, Henderson, Farabow, Garrett & Dunner
★Washington, D.C.
Managing Partner: Mark Sweet
Partner, Liaison for Women's Initiatives: Erika Arner
Equity Partners 23%
Non-equity Partners 38%
• The women partners launched a group for women attorneys called Finnegan FORWARD: Focused On Raising Women’s Advancement, Representation and Development, with three main objectives: establish business initiatives; increase internal and external networks; and provide business-development and career-advancement training programs.

Fish & Richardson
★Boston, MA
President and CEO: Peter Devlin
Principal and Chair, EMPOWER: Teresa Lavoie
Equity Partners 17%
Non-equity Partners 28%
• In 2018, 64 percent of eligible legal staff took advantage of the firm’s Parental Leave Phased Hours Program. Primary caregivers may elect to take a 25 percent reduction in billable hours for up to four weeks prior to and following parental leave.

Foley & Lardner
★Milwaukee, WI
Chairman and CEO: Jay Rothman
Partner: Adria Warren
Equity Partners 14%
Non-equity Partners 27%
• Career-development retreats for women attorneys were implemented, focusing on leadership and business development, executive presence, and paths to partnership.

Frankfurt Kurnit Klein & Selz
★New York, NY
Managing Partner: Jeffrey Greenbaum
Partner: Terri Seligman
Equity Partners 37%
Non-equity Partners 29%
• The firm launched a Parent Initiative—an internal group dedicated to supporting and educating moms and dads. The firm’s parental-leave policy allows the primary caregiver to take up to 20 weeks of paid leave, and the nonprimary caregiver to take up to six weeks.

Fredrikson & Byron
★Minneapolis, MN
President: John Koneck
Director of Recruiting, Inclusion & Diversity: Nancy Howard
Equity Partners 33%
Non-equity Partners N/A
• All women attorneys are invited to attend a social lunch every other month to get to know each other and learn more about one another’s practices and discuss current events that affect women in the workplace.

Gibbons
★Newark, NJ
Hall of Fame
Chairman and Managing Director: Patrick Dunican Jr.
Co-founder, Women's Initiative: Christine Amalfe
Equity Partners 18%
Non-equity Partners 19%
• Three of seven promotions to equity director in 2018 were women, two of whom also were named leaders of significant firm practices—appellate and higher education. Women lead the child advocacy team and the Gibbons Workplace Training Academy, both launched in 2018. A woman equity director was named chair of the environmental department.

Gray Plant Mooty
★Minneapolis, MN
Principal, Managing Officer: Michael Sullivan Jr.
Principal and Chair, Women's Initiatives: Julia Dayton Klein
Equity Partners 28%
Non-equity Partners N/A
• The firm sponsored an event in November for more than 120 lawyers, clients and students for networking and screening of the film RBG, which documents the life of U.S. Supreme Court Justice Ruth Bader Ginsburg.

Hanson Bridgett
★San Francisco, CA
Hall of Fame
Managing Partner: Andrew Giacomini
Partner: Megan Oliver Thompson
Equity Partners 38%
Non-equity Partners 27%
• A diversity mentoring program was launched with quarterly lunches to support, retain and promote diverse attorneys by deepening formal and informal relationships. Eighty-five percent of diverse women associates participate.

Haynes and Boone
★Dallas, TX
Managing Partner: Timothy Power
Partners: Tamara Devitt and Erin England
Equity Partners 19%
Non-equity Partners 33%
• The Women’s Initiative Committee annually hosts the Women’s Leadership Academy, which supports midlevel and senior female associates through executive coaching, mentorship and business-development opportunities.

Hogan Lovells
★Washington, D.C.
Partner: Eve Howard
Partner: Leigh Oliver
Equity Partners 26%
Non-equity Partners 28%
• The firm launched a U.S. National Diversity Committee—led by Global CEO Stephen J. Immelt—to evaluate the high-potential pipeline, which is more than 75 percent women. The committee reviews policies, practices and processes to ensure they are inclusive of women and underrepresented groups.

Holland & Hart
★Denver, CO
Managing Partner: Thomas O'Donnell
Partner, Women's Forum Co-chair: Leslie Boyle
Equity Partners 30%
Non-equity Partners 27%
• The Attorney Mentoring program was launched in July 2018 and successfully matched 85 mentees with 82 mentors (some mentors volunteered to take on multiple mentees). Fifty-seven percent of mentees and 35 percent of mentors are female.

Jackson Lewis
★White Plains, NY
Co-chairs: William Anthony and Kevin Lauri
Principal: Sarah Ryan
Equity Partners 28%
Non-equity Partners 41%
• In 2018, the firm elected its most diverse board of directors with 13 members, four of whom are women principals. The board directs the firm’s activities and selects committee members responsible for other key leadership initiatives.

Katten Muchin Rosenman
★Chicago, IL
Hall of Fame
Chairman: Roger Furey
Partner: Laura Keidan Martin
Equity Partners 21%
Non-equity Partners 31%
• The firm hosted its inaugural Women’s Partner Summit in November, where attendees identified solutions to challenges for women, such as criteria and processes for pay and promotions, improved transparency and feedback, working-parent support, and mentoring.

Kirkland & Ellis
★ Chicago, IL
Chairman: Jeffrey Hammes
Head of Women's Initiatives: Linda Myers
Equity Partners 17%
Non-equity Partners 32%
• In 2018, women represented 30 percent of the firm’s promotions to equity partnership in the U.S. Thirty women also were promoted to non-equity partners, nearly 30 percent of the U.S. total.

Latham & Watkins
★New York, NY
Hall of Fame
Chair and Managing Partner: Richard Trobman
Co-chair, Women Enriching Business Committee: Mary Rose Alexander
Equity Partners 17%
Non-equity Partners 38%
• Approximately 29 percent of promoted U.S. partners are women. One-third of those are women of color. In 2018, nearly half of the firm’s executive-committee members were working mothers.

Littler
★San Francisco, CA
Hall of Fame:
Co-presidents and Managing Directors: Tom Bender and Jeremy Roth
Co-chairs, Women's Leadership Initiative: Jennifer Youpa and Margaret Parnell Hogan
Equity Partners 30%
Non-equity Partners 53%
• The Career Advocacy Program pairs women and other underrepresented groups as protégés with shareholder advocates. They also meet with an external general counsel, who serves as their champion. Protégés have represented 18 to 40 percent of each new shareholder class since 2015, with women attorneys representing 47 to 61 percent of each class.

Lockridge Grindal Nauen
★Minneapolis, MN
First-Timer
Managing Partner: Harry Gallaher
Partner: Heidi Silton
Equity Partners 33%
Non-equity Partners 75%
• The firm submitted female-leadership slates in multidistrict litigation cases, providing its female attorneys with high-profile assignments, allowing them to build leadership skills, a national profile and co-counsel relationships. This facilitates future business generation and advancement opportunities. It also organized and hosted women-only seminars and networking events.

Lowenstein Sandler
★Roseland, NJ
Chairman and Managing Partner: Gary Wingens
Litigation Partner: Lynda Bennett
Equity Partners 12%
Non-equity Partners 27%
• The Women’s Initiative Network developed its Safe Space Discussion Series, a forum for women attorneys to explore sensitive and professionally impactful topics, reducing stigmas that can impact professional growth.

Manatt, Phelps & Phillips
★Los Angeles, CA
Hall of Fame
CEO and Managing Partner: Donna Wilson
Women's Initiative Chair: Timi Hallern
Equity Partners 19%
Non-equity Partners 30%
• Modifications to income partner and associate compensation were made to add a ramp-down and ramp-up period before and after leaves to smooth the transition, eliminating the impact this previously had on billable-hours review.

Marshall, Gerstein & Borun
★ Chicago, IL
Managing Partner: Jeffrey Sharp
Partner and Chair, Diversity & Inclusion Committee: Lynn Janulis
Equity Partners 24%
Non-equity Partners 17%
• The firm strives to set reduced schedules that enable both professional growth and work-life balance. Attorneys on reduced schedules comprised 33 percent of those promoted to partnerships as of January 1, 2019, up from 25 percent the previous year.

Mintz
★ Boston, MA
Managing Partner: Robert Bodian
Chair, Women’s Initiative: Meredith Leary
Equity Partners 21%
Non-equity Partners 28%
• The firm started offering a service that ships breast milk home for mothers who are traveling. Also, if requested, returning mothers are provided a mini fridge and privacy setup (with door locks and privacy shades) in their personal offices.

Morrison & Foerster
★San Francisco, CA
Hall of Fame
Managing Partner: Tessa Schwartz
Director, Attorney Development and Women’s Initiatives: Janet Herman
Equity Partners 26%
Non-equity Partners N/A
• The Parents’ Resource List offers attorneys the chance to speak about their experiences as working parents at the firm. Attorneys becoming parents can be paired with a mentor who can be a resource before, during and after leave.

Ogletree, Deakins, Nash, Smoak & Stewart
★Greenville, SC
Managing Shareholder: C. Matthew Keen
Shareholder: Kerri Reisdorff
Equity Partners 21%
Non-equity Partners 41%
• As a result of the inaugural women’s sponsorship program for top-performing non-equity shareholders, nine sponsees were partnered with sponsors, and seven were elected equity shareholders.

O’Melveny & Myers
★New York, NY
Chairman: Bradley Butwin
Director, Diversity and Engagement: Mary Ellen Connerty
Equity Partners 22%
Non-equity Partners 40%
• Women are 33 percent of the members of the partner-compensation committee and 36 percent of the partner-admissions committee. Women also are 43 percent of U.S. office-managing partners.

Orrick, Herrington & Sutcliffe
★New York, NY
Hall of Fame
Chairman: Mitch Zuklie
Partner, Chair Women’s Initiative: Leah Sanzari
Equity Partners 20%
Non-equity Partners 25%
• The firm has created a Women’s Advisory Board composed of general counsels from important clients and diversity thought leaders. The board meets quarterly with firm senior attorneys to provide feedback and discuss best practices. Also, senior leaders of corporate legal departments are participating on a Diversity Advisory Board.

Perkins Coie
★Seattle, WA
Hall of Fame
Managing Partner: William (Bill) Malley
Partners: Lucy Park and Jennifer Understahl
Equity Partners 20%
Non-equity Partners 34%
• A two-year pilot sponsorship program is designed to increase retention, development and advancement of high-potential diverse attorneys, including women. Nine attorney pairs are participating; six of those being sponsored are women. Each pair has clear goals and metrics, including increasing client opportunities and developing subject-matter expertise.

Pillsbury Winthrop Shaw Pittman
★ New York, NY
Hall of Fame
Firm Chair: David Dekker
Partner: Brooke Daniels
Equity Partners 17%
Non-equity Partners 30%
• The firm started sending a leader of its Women Attorneys Network (WAN) to the Hastings Leadership Academy for Women at the University of California, Hastings College of the Law, a course for women law-firm partners and in-house counsel. Feedback from the participant helps WAN determine internal and public events.

Quarles & Brady
★Milwaukee, WI
Managing Partner: Kimberly Leach Johnson
Partners and Co-chairs, Women's Forum: Jean K. Baker and Marian LaLonde
Equity Partners 24%
Non-equity Partners 40%
• Business-development and leadership-training opportunities for women associates include Quarles & Brady University, a series of training programs; QBU Junior, an orientation program for entry-level associates; and QBU Mid-Level, for fourth-year associates, focused on client relationships, improving communication, marketing, supervision skills and preparing for partnership.

Reed Smith
★Pittsburgh, PA
Global Managing Partner: Sandy Thomas
Global Chair, Women’s Initiative Network: Cristina Shea
Equity Partners 19%
Non-equity Partners 27%
• The Ramp Up Program for lawyers returning to work from long absences, such as maternity or disability leave, was launched, providing 16 weeks of reduced work-hour expectations with full base salary or compensation.

Seyfarth Shaw
★Chicago, IL
Partner: Peter Miller
Partner: Ellen McLaughlin
Equity Partners 21%
Non-equity Partners 26%
• Half of the newly appointed national department chairs and the newly elected executive committee members are women. Female partners hold office-management leadership positions in the firm’s largest offices, including New York, Los Angeles and Chicago.

Sheppard, Mullin, Richter & Hampton
★Los Angeles, CA
Chair: Guy Halgren
Partner: Rena Andoh
Equity Partners 19%
Non-equity Partners 25%
• The firm pilots business-development mentoring circles for women income partners. The groups—all of which are led by two equity partners—meet regularly to discuss business-development strategy and encourage peer-to-peer information sharing.

Shook, Hardy & Bacon
★Kansas City, MO
Chair: Madeleine McDonough
Partner and chair, Women's Management Council: Jennifer Voss
Equity Partners 25%
Non-equity Partners 34%
• The new Diversity Sponsor Award highlights partners who sponsor women and minorities by providing opportunities for growth, leadership, advancement and visibility. The award also encourages other partners to increase their sponsorship of women.

Sidley Austin
★Chicago, IL
Hall of Fame
Chair, Executive Committee: Michael Schmidtberger
Co-chairs, Committee on Retention and Promotion of Women: Laurin Blumenthal Kleiman, Jennifer Hagle, Angela Zambrano and Kara McCall
Equity Partners 25%
Non-equity Partners N/A
• The Management Committee holds partners accountable for fielding client teams inclusive of women and multicultural lawyers, and identifying client- relationship successors. Partner compensation can be impacted by significant diversity and inclusion contributions.

Squire Patton Boggs
★Cleveland, OH
Chairman: Mark Ruehlmann
Women's Enterprise Co-chair: Aneca E. Lasley
Equity Partners 24%
Non-equity Partners N/A
• Women hold 32 percent of leadership positions, including 29 percent in practice-group leadership, 16 percent in industry-group leadership, and 13 percent in office leadership.

Steptoe & Johnson
★Washington, D.C.
Chairman: Philip West
Partner: Amanda Varma
Equity Partners 22%
Non-equity Partners 19%
• In 2018, the Women’s Forum had three main areas of focus: connecting women lawyers and professionals through networking events; providing programming on professional and business development to develop and enhance skills; and input to firm leadership on actions to support women.

Stinson
★Kansas City, MO
First-Timer
Managing Partner: Mark Hinderks
Chief Diversity & Inclusion Officer: Ann Jenrette-Thomas
Equity Partners 24%
Non-equity Partners 21%
• The women’s employee-resource group hosts business and professional-development training on topics such as firm economics and self-promotion. One-third of participants in the Collaboration Catalyst equity-partner business-development pilot program are women.

Waller
★Nashville, TN
Chairman: Matthew Burnstein
Partner: Elle McCulty
Equity Partners 17%
Non-equity Partners 18%
• To reduce the influence of implicit bias in entry-level hiring, the firm narrowed callback interviewers from 50 to 16 attorneys, provided in-depth interview training, graded writing samples on a standard rubric, and gave applicants a behavioral assessment followed by standardized questions about work-style preferences and ability to work on a team. After implementing this program, the firm will have six men and seven women summer associates.

Wiley Rein
★ Washington, D.C.
Managing Partner: Peter Shields
Chair, Women’s Forum: Rachel Alexander
Equity Partners 22%
Non-equity Partners 32%
• The managing partner discusses strategies for elevation with women partners and adopts support systems to help them advance. This includes a review of the partner’s staffing to ensure she is able to increase her business.

WilmerHale
★Boston, MA and Washington, D.C.
Hall of Fame
Co-managing Partners: Susan Murley and Robert Novick
Chief Legal Personnel and Development Officer: Peggy Giunta
Equity Partners 25%
Non-equity Partners N/A
• Of the cases tried to verdict by the firm in 2018, women partners chaired or played major roles on 73 percent of the trial teams. Female partners also had lead roles on 60 percent of the 20 largest investigatory matters.

About the Methodology

The 2019 Working Mother Best Law Firms for Women application includes more than 300 questions about attorney representation at different levels, schedule flexibility, paid time off and parental leaves, and development and retention of women. Profiles are culled from the applications and reflect 2018 U.S. data.

Is your law firm a Best Law Firm for Women? Register today for our 2020 initiative to find out.

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