The gender pay gap in the law has long been a festering sore . . but it would appear that experienced women lawyers are slowly gaining ground - meaning more money and power.

Reports from the UK and the US show that seasoned lawyers are gaining traction with more ability to either gain promotions within their own firms or to make lateral moves that work well to their advantage.

According to a report from The American Lawyer, experienced, senior female lawyers are in high demand and low supply - a supply/demand situation that they are using to their advantage.

The American Lawyer wrote that corporate clients are also seeking greater diversity in outside counsel, which also augers well for in-house jobs for experienced female lawyers.

Many seek to avoid claims of gender-based pay gaps, not to mention harassment or other issues and to that extent the change in fortunes for women may be seen as being somewhat cynical.

Nonetheless, it is happening and experienced females lawyers, although relatively few in number, are taking advantage of the situation.

Problems Remain

Nothing, however, is perfect and certainly not so far as women in the law are concerned.

To quote American Lawyer -

". . while demand may be on the rise, supply remains an issue in Big Law, which has a checkered history of advancing women to prominent positions in the legal profession.

For one, there is the statistical pattern of female lawyers entering law firms at the same rate as men, but exiting at an even higher rate before they reach partnership status.

“Firms are looking around and saying, ‘Oh my god, what happened to all the women? They are coming in but they are going out the other door,’” said Bass, who earlier this year oversaw new ABA guidelines designed to combat sexual harassment.

ABA Results

The American Bar Association is due to release the results from a study to look at why female lawyers actually leave law firms prior to making partner.

We can guess at the results because similar studies in the UK, Australia, New Zealand and elsewhere show it is gender discrimination, family and flexible hour issues and similar.

The ABA results will doubtless be little different.

But it is time to seize the opportunities present says Bass.

“Generally, the #MeToo movement has caused firm managers to focus on these issues,” Bass said. “[A year ago] if I talked to firm management about harassment or pay disparity, their eyes glazed over,” she recalled. “But when I talk to them today, those same people say: ‘I’m not aware of it, but it’s probably happening at my firm.’”

Kent Zimmermann, a principal at law firm consulting outfit the Zeughauser Group, agreed with Bass on now being an ideal time for female lawyers to seek pay raises.

“It’s a perfect storm in a good way,” he said. “It’s a heightened environment because of #MeToo. I think firms are understanding gender diversity is the right thing to do.”

Zimmermann, citing a recent study by consultants at Palo Alto, California-based DecisionSet showing that gender-balanced litigation teams outperform all-male or all-female teams, said firms without enough seasoned women litigators risk suffering from a competitive disadvantage.

“It’s a moment and it shows no sign of waning,” added Eliza Stoker, a frequent commentator on hiring and employment affairs, as well as an executive director for the in-house practice group of the eastern region at legal recruiting giant Major, Lindsey & Africa, about the trend.

So its time for women lawyers to make the best of the current situation - and hope also that a more genuine intention to improve the lot of women lawyers will also take hold in the profession globally.