{ "media_type": "text", "post_content": "My company did an analysis of the diversity of our outside counsel based on hours billed and spend. Women billed more than half the hours but were far less than half the spend 😒", "post_id": "60538c96f83182002a71f294", "reply_count": 6, "vote_count": 19, "bowl_id": "5da60c126e5f0d001f32f497", "bowl_name": "Women in Law" }

My company did an analysis of the diversity of our outside counsel based on hours billed and spend. Women billed more than half the hours but were far less than half the spend 😒

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I was expecting to see discrepancies for BIPOC and women but the BIPOC numbers weren’t off as far as hours versus time billed. Although I think the category should have been more specific since BIPOC is super broad. The difference between hours and spend for women was much larger than I anticipated. Not really shocked but very disappointed.

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If you’re not using that as leverage to get a pay raise I’m judging you

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It has nothing to do with my pay. I am arguing that we need to hire firms that have more women partners and women making the same salary as their male counterparts though.

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Going in house next week... I’m gonna do this. Thanks for sharing

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I wish more companies did this.

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I guessing a lot of male partners and female associates is how this comes about? Sigh. Good on your company for doing the analysis. I hope you also plan to communicate this message to outside counsel in some way. It doesn’t even need to be a “guideline” you implement, just telling them you care enough to measure it can go a long way to making them actually think about it and be more thoughtful with future staffing.

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