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Can Flextime Create Work-Life Balance if Lawyers Aren't Comfortable Using It?
In theory, benefits like extended maternity leave, part-time options and telecommuting are the hallmarks of a robust and effective law firm work-life balance initiative. But as it turns out, in practice, less than half of eligible attorneys feel comfortable availing themselves of these options, at least according to the results of this survey jointly sponsored by Above the Law and Lateral Link. Of the 1 ,669 respondents, only 45 percent of women and 18 percent of men said they would feel comfortable asking to go part-time after having a child, while 39 percent of women and 25 percent of men would feel comfortable asking for an extended unpaid leave. Finally, roughly one third of respondents of either gender said they would feel comfortable asking to telecommute after having a child. At the same time, most lawyers -- two third of men and 59 percent of women -- did feel comfortable leaving the office at 6 p.m. to be home with children and then continue to work remotely.
My guess is that lawyers are comfortable with leaving earlier because they could do so on an ad hoc basis, rather than through a formal law firm program. Thus, they would not suffer the same stigma that they might if the firm were required to make a special accommodation, as it would with initiatives like telecommuting or part time work.
It seems that even in these supposedly more enlightened times, the "parent track" doesn't run parallel to the partnership track. As Ellen Ostrow suggests in this piece, unintentional biases still remain within the workplace -- and that for retention programs to succeed, firms must develop mechanisms for preventing biases from influencing judgments and behavior. (H/T to Women Lawyers Back on Track.)
Posted by Carolyn Elefant on May 12, 2008 at 02:20 PM | Permalink
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