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Women lawyers continue to struggle against male counterparts; survey

As women attorneys struggle and strive for recognition in law firms, there exists a wide gap between the pay packages of females and male attorneys, states a survey conducted by Allegheny County Bar Association. The survey, which included responses from 1250 bar members, highlights the fact that issues of lack of pay and respect continued in law firms continue to make it difficult for females to reach higher ranks in the firms. In terms of pay scales, a greater percentage of males were found in all income categories of $150,000 and above, and women were far more likely to earn less than $100,000. Moreover, one in five male attorneys made at least $250,000 last year, while only one in 20 women made the same.

The most striking observation of the survey was that females are twice as likely to be dissatisfied as are men with salary decisions and promotion policies. The obvious reason could be the difference between practices for men and women. Female attorneys often choose family law, a relatively low-paying specialty as compared to male attorneys who practice business/corporate law, which is considerably more lucrative.

Legal experts have expressed their dismay over the findings of the survey. The results have prompted the Bar Association to form a gender equality task force to analyze pay and other disparities and to recommend corrective steps.

09-20-2006

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Perkins Coie expands international litigation practice in China

Perkins Coie will open a new office in Shanghai after setting up office in Beijing. Two resident attorneys, Fabiola Suwanto, and Zhaohui Zoe Wang, will take charge. The addition of a new office of Perkins Coie has induced fresh competition between U.S.-based law firms in China who are vying for a larger market share in the region.

Perkins Coie's new office will cater to the requirements of both U.S. and China clients, and attorneys at the firm's LA office will support the firm's IP practice in China. With China becoming a member of the World Trade Organization, the law firm is anticipating increase in work from the business community in the region. Fabiola Suwanto, who will be the Chief Representative of the Shanghai office, focuses her practice on international estate planning and estate and trust administration whereas Zhaohui Zoe Wang focuses her practice on patent infringement and validity opinions, freedom-to-operate analyses, patent litigation, patentability analyses, patent prosecution, technology transfers and licensing.

09-07-2006

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Middle-level attorneys tipped as potential business generators for law firms

The demand for middle-level lawyers is on the increase. Attorneys with three to six years of experience, who are not demanding high salary packages, are tipped to become potential junior partners. In the past year, major legal recruitment firms have observed a sharp increase in the number of job opportunities across the country especially in the Pacific Northwest region.

Earlier, law firms used to curtail operational costs by hiring young associates instead of experienced attorneys. Recently, however, they have reworked their hiring approaches and are aggressively looking for experienced legal talent. The potential hires are making lateral moves from small firms to larger ones or into corporate counsel positions. The additional advantage for firms is that middle level lawyers bring clients with them. Dorsey & Whitney, with more than 600 attorneys in 19 locations, expands its Seattle office primarily with lateral hires with this specific benefit.

Moreover, real estate, taxes, and patents are considered as potential practice areas, and attorneys with significant experience in these practices are good targets for big law firms who are always looking to grow and expand geographically. The coming years will witness an increased dependence on experienced attorneys who can also generate valuable business for the firms.

09-07-2006

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Alston & Bird plans to boost commercial litigation practice

Alston & Bird has embarked on a new growth strategy to boost its commercial litigation practice and bring it on par with its already established IP practice. The first steps in this process have been the appointment of John Baron to lead the tax group in the firm's Charlotte office and Mark Vasco, the new partner in its Litigation and Trial Practice group.

Alston & Bird believes that there are better chances for the firm to grow in the region, as it specializes in diversified practice areas and has legal professionals to handle individual practice groups. The firm wants to build up the securitization component and syndicated lending, as well as the employment and Employee Retirement Income Security Act (ERISA) expertise.

The change in the firm's growth strategy is also reflected in the fact that Alston & Bird has maintained the lead in the top law firms across the country. Fortune magazine has ranked the firm at No. 19, the highest ranking of any law firm, an accomplishment largely attributed to its quality internal communication skills. In addition to this, the firm was ranked 10^th in the Corporate Counsel survey and bagged the fifth position for its IP and litigation practice groups.

09-07-2006

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Clients inspire focused approach on diversity in law firms

High profile corporations and institutions have set high diversity benchmarks for law firms, in turn prompting the firms to raise standards in related issues. Diverse businesses are in demand these days, and as a result law firms are investing more time and money on making sure they exceed the basic required standards.

For instance, Seattle-based Davis Wright Tremaine, whose large corporate clients include Microsoft, Starbucks, Bank of America, General Motors, and Wal-Mart, is required by its clients to participate in diversity conferences and report diversity numbers. This has pushed firms to nominate special lawyers to look into this aspect and to form diversity committees. The increased demand for diversity also gets mirrored in the recruitment process. Firms like Lane Powell PC have started educating their staff members on related issues and has instituted diversity scholarships such as Lane Powell's George Powell Scholarship, which provides a summer job to second- year minority law students and $6,000 for a minority student's third year of school.

An additional effect of this trend is the hiring of diversity managers who are responsible for implementing diversity objectives in line with other key firm constituencies. Kirkpatrick & Lockhart Nicholson Graham hired the first ever diversity officer solely responsible for the creation and maintenance of a diverse workplace.

09-07-2006

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Work at law firms lures in-house attorneys from corporations

In-house attorneys working with big corporations are increasingly switching over to law firms in search of a better job profile and a more comfortable working environment. The move is welcomed by the firms, which appreciate the experience and perspective of attorneys who have worked in in-house positions.

Most firms find ready work for the corporate skills of in-house attorneys. Recently, law firm Ashurst strengthened its securities and structured finance team with the hiring of James Coiley, was former head of structured derivative products in the legal and transaction management department at BNP Paribas. Coiley rejoined Ashurst after previously being an associate at the firm prior to his move in-house. Dennis P. Duffy, former vice president and associate general counsel for labor and employment for Time Warner Inc., joined Baker Botts as a partner in the firm's Labor and Employment section based at Houston.

Unlike corporations where attorneys get to know specific details about the client's business and are involved at the strategic and financial level, law firms offer a team environment free from cost concerns. While General Counsels are engaged in similar projects, attorneys at law firms can try their hand at different works, including involvement in pro bono activities and be a part of diversity committee.

For many in-house attorneys, the law firm path turns out to be a good choice due to the wide variety of options and firm cultures that are available in an expansive search. Law firms most often offer generous salaries and comfortable surroundings. Many attorneys practicing in law firms also find the work interesting and derive satisfaction.

As part of law firms or individual practice, attorneys are also expected to possess sales or marketing skills that could ultimately help grow the firm they are working in. As part of a corporation, an attorney has extended responsibilities wherein he might have to attend social events or community activities in addition to a routine business day, while in law firms or individual practice, an attorney has somewhat more liberty to enjoy his personal life after a busy day at work.

On the other hand, in-house attorneys on average are better paid lawyers in terms of salaries and compensation packages than their counterparts. The value of each option depends as always on the attorney's interests and priorities.

09-07-2006

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Greenberg Traurig ropes in founder and director of Rossi & Company P.C.

Colorado-based Rossi & Company P.C. is set to join forces with corporate and securities practice group operations of Greenberg Traurig. He will join Greenberg Traurig's Denver office, providing assistance to individuals and firms through structural changes and complex financial matters, including public and private equity restructuring, leveraged buyouts, and M&A. His arrival at Greenberg Traurig is intended to boost the firm's corporate and securities practice.

Rossi was earlier an attorney at Mayer, Brown & Platt. Rossi is a member of the Denver Bar Association's corporate, banking and business law committees, the Colorado Bar Association's judicial, bankruptcy, legal education and administration law committees, and the American Bar Association's corporate, banking and business law committees.

09-07-2006

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