Darling Hill

I've blogged before that there's a silver lining to the struggling economy: the potential for mega interest in flexibility as a cost-savings tool within the law. I'm talking cost-savings that translates into meaningful work/life balance options for lawyers, like telecommuting, "real" part-time work, and creative talent retention strategies. The newly released 2009 Best Law Firms for Women by Working Mother Magazine and Deborah Epstein Henry's Flex-Time Lawyers, shows that BIG firms might be catching on. 

Note, I insert BIG here because as much as I admire this annual list, I think it's critical that lawyers, working women, and law firms keep well aware that this is a list of surveyed BigLaw firms (at least 50 lawyers).  And, while the survey reports that these firms are "leading the charge for change", it's important to remember that there are lots, maybe hundreds or more-- I simply don't know the exact number--of other (small and mid-size) law firms that have seen the value in flexibility for years.  Many just haven't yet had the spotlight shine on them, though some have received recognition for their family/parent friendly approaches (e.g., benefits, flex-hours, job share offerings, policies, compensation, part-time partner tracks), like those firms honored this past Spring by the Palm Beach Chapter of FAWL.

Importantly, however, this year's list--which looks different than last year's list (some firms have fallen completely off the list)--is good evidence of what's to come in the new economy:  that creative cost savings approaches and flexibility aren't going to go away any time soon within the legal profession.  For lawyers and firms (and clients), this is a win-win.

What will this win-win look like?  More work/life options for female and male lawyers, like increased telecommuting options (Working Mother's List found 62% of surveyed firms allowed full-time telecommuting) - hey, there's a reason why virtual law practice is the latest buzz, the law is portable and why the need for overprized office furniture or overhead when a cozy chair in a home office or beach lounger works just as well), reduced hours that still allow for benefits retention like health and retirement contributions), "hourly" gigs, contract-lawyer substitutes to cover maternity-leaves, sabbaticals, and alternative billing structures like flat-rates.    

Meaningful, mutually-beneficial (lawyers/law firms) change is happening in the law.  Let's keep the positive changes rolling. 

Flexible lawyering is finally in.