In 2003, my firm examined the composition of its attorneys and realized two things: that it had successfully hired, nurtured and trained many talented women attorneys; and many of those women were likely to experience family demands within a few years. The firm considered the consequences to its “clients first” commitment and future success if even one of these attorneys, let alone several, decided to leave simply because of the birth/adoption of a child or other family demands.

The firm also recognized that attorneys, by nature and training, prefer to consider all the options in making reasoned decisions about their careers. So the firm decided to draft a written alternative work policy that would help attorneys in their decision-making and encourage them to stay with the firm long-term, notwithstanding changes in family situations.

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