Listen to this articleSybil Dunlop, partner at Greene Espel PLLP, says the law firm’s success in recruiting women and diverse talent in general is due to creating an environment based on equality and inclusion.
Every lawyer who starts at the firm is a “member” with voting rights at monthly meetings and the ability to attend any committee meeting, unlike other law firms where associates may have “no say,” Dunlop said. “These are smart people coming from the best law schools, and they want to hit the ground running, feel like they belong and be involved in a position.”
Lawyers find the democratic workforce attractive and are more likely to stay with the firm, which helps the firm retain diverse talent. “If you have a diverse community, you’re more likely to retain a diverse community,” Dunlop said. “It’s a self-fulfilling prophecy.”
Greene Espel also participates in external diversity initiatives to support its internal work. For example, the firm is a member of the Leadership Council on Legal Diversity (LCLD), which includes more than 400 chief legal officers and managing partners of law firms.
Internally, the company changed the way it interviews applicants a few years ago. Instead of an interview, there is now a structured meeting where each applicant is asked the same questions. In addition, according to Dunlop, the hiring committee has started to review anonymous writing samples from applicants against best practice recommendations.
The firm offers 16 weeks of parental leave for births or adoptions and no office duties for attorneys. This results in a staff mix where 60% of members and 50% of partners are female. Several female partners also chair firm committees, including Dunlop.
Challenges remain. “Until clients regularly call women to lead their cases, law firms are not going to change because the power of a law firm depends on who calls and who does business,” she said. “But at least in our firm, clients have many great female partners in leadership roles that they can turn to when they need help.”
