While women have entered law in numbers nearly matching men for more than a decade, equal representation in law firms drops as seniority increases. Women are asking why, despite years of effort, the climb to the top remains slow.
Denver-based intellectual property partner Elizabeth Manno, with Holland & Hart LLP, recently spoke on “The Brilliance of Women Lawyers Today” at the Activation Summit for the National Association of Women Lawyers. A NAWL board member, she used data from NAWL to tell a story of incremental progress for women lawyers alongside persistent disparities.
The Perspective of ‘Lived Experience’
In her talk, Manno emphasized how “the brilliance of women lawyers” can enrich a firm.
“Lived experience matters,” she said, with women generally encountering educational systems, reproductive rights and workplace dynamics differently than men.
As research across industries shows that diverse leadership teams produce stronger outcomes, she added, women are critical to law firm success. “Different viewpoints make better business decisions,” she said.
A Full Pipeline, a Narrowing Path
Nonetheless, although “women are entering the legal field at a rate equal to, and often exceeding, that of men, we are losing women along the way,” Manno said.
Since 2005, women have comprised about 47% of law firm associates, according to a NAWL report. At the senior level, however, representation decreases: Women hold only one-third of nonequity partnership positions and one-fifth of equity partnerships.
The Compensation Gap
Manno also highlighted pay disparities: Women are paid less than men at nearly every level of firm hierarchy, according to the report. The largest gaps occur among equity partners.
Compensation structures may reward certain practice areas more heavily than others, she noted, potentially reinforcing inequities embedded in culture. For example, fewer women go into intellectual property law, like Manno, than family law.
Opaque Evaluation Systems
As for why progress has stalled, Manno pointed to a recurring theme in NAWL’s findings: unclear evaluation systems.
“If you lack transparent criteria for performance evaluations, work assignments and succession planning, it becomes harder to ensure everyone is competing on an even field,” she said.
The NAWL report concludes that firms frequently articulate commitments to diversity but fail to formalize the mechanics of advancement. Manno asked, “Who receives high-profile work? How are associates evaluated? What metrics determine partnership?”
Transparent, consistently applied processes, including succession planning, are among NAWL’s most recommended structural changes. “Having clear procedures for everything matters,” she explained. “That’s how you ensure the best candidates are advancing.”
Retention and Belonging
A 2023 in-house survey by NAWL reveals one reason women stay in practice: a sense of belonging.
Lawyers working in-house reported stronger feelings of inclusion and connection compared with traditional firm environments. “When people feel like they belong, that helps avoid burnout,” Manno said.
A generational shift may also make a difference in retaining women in practice. “In a demanding career like this, having a supportive partner at home is important,” she said. Studies show younger partners increasingly share caregiving responsibilities, empowering women lawyers to focus on their career as well as their family.
Mentorship and Sponsorship
Manno credited much of her own success to mentorship. Early in her career, two senior women sponsors guided her path to partnership, an uncommon find in the mostly male domain of patent litigation. “They really showed me how it was done and supported my career,” she said.
She urged new lawyers to be intentional about professional relationships. “Be thoughtful about who you work with and who supports you,” she said. “Having the right allies — male and female, senior and junior — makes a difference.”
Historical Perspective, Fresh Optimism
Founded in 1899, NAWL predates women’s suffrage, and its earliest members practiced law at a time when they were prohibited from voting. “They didn’t give up when things were far worse,” Manno said. “We’ve come a long way.”
Although the data may not reflect the pace of change many hoped for, she sees momentum. “The arc is still moving forward,” she said. “Women lawyers are here to stay. And they will continue improving the profession for everyone.”