The study presents data from 219 attorneys at major US law firms about how they feel about their profession, their jobs and their firms. The report helps its readers to answer questions such as: how happy are lawyers at their jobs? How many would once again become lawyers if they had to do it all over again? What would they have done differently whether or not they decided to become lawyers? How satisfied are they with their levels of compensation, their work-life balance, their workplace experience and their level of engagement in their work. What do they feel are the best aspects of their jobs? The worst aspects? What could their firms do to make their work experience better? Do they feel that they are better or worse off - overall - than professionals in banking and finance, medicine, engineering and higher education? The report is an ideal tool for law firm administrators and senior partners who want to find out what makes their lawyers happy. It is also invaluable for law students of those simply contemplating the study of law, as a guide to the experience of others. The data in the report is broken out for firm size, gender, age, work title and other variables. Just a few of the report's many findings are that: *73.52% said that they would choose to become a lawyer again if given a second chance.*Lawyers from firms with more than 200 lawyers ranked the happiness of their peers in the same firm the lowest, they rated the happiness of lawyers from other firms the highest.*Female lawyers are slightly less satisfied than male lawyers with their pension provisions but both men and women are relatively dissatisfied with their pension provision. *55.56% of lawyers over age 60 feel that individuals working in higher education are happier in their work than lawyers. An additional 18.06% think professionals in higher education are much happier than lawyers.

Introduces the elite corporate law firms and some of their unique contributions to economic, social, and political developments in recent years.

You Don't Look Like a Lawyer: Black Women and Systemic Gendered Racism highlights how race and gender create barriers to recruitment, professional development, and advancement to partnership for black women in elite corporate law firms. Utilizing narratives of black female lawyers, this book offers a blend of accessible theory to benefit any reader willing to learn about the underlying challenges that lead to their high attrition rates. Drawing from narratives of black female lawyers, their experiences center around gendered racism and are embedded within institutional practices at the hands of predominantly white men. In particular, the book covers topics such as appearance, white narratives of affirmative action, differences and similarities with white women and black men, exclusion from social and professional networking opportunities and lack of mentors, sponsors and substantive training. This book highlights the often-hidden mechanisms elite law firms utilize to perpetuate and maintain a dominant white male system. Weaving the narratives with a critical race analysis and accessible writing, the reader is exposed to this exclusive elite environment, demonstrating the rawness and reality of black women’s experiences in white spaces. Finally, we get to hear the voices of black female lawyers as they tell their stories and perspectives on working in a highly competitive, racialized and gendered environment, and the impact it has on their advancement and beyond.

This book provides examples of innovative and successful business models from remade law firms to inspire change that goes beyond thinking and planning, and leads straight to implementing change and better client service.

This report looks closely at how lawyers at major law firms track their billable hours and other hours worked. The study helps its readers to answer questions such as: how often do lawyers record their billable and other hours? What are the penalties for tardy or non-submission of timesheets? How do lawyers record time while on the road and how does this differ from their practices while in the office? What percentage of lawyers use paper, or laptops, desktops, tablets or smartphones to record time? How often do they underestimate billable hours for fear of over-billing clients when they lose track of hours worked? What is the economic cost of such actions? What are the most popular billing apps and software programs? What do lawyers recommend to their peers, in terms of apps, software and firm-wide time tracking and billing policies?