For many of the women who head large law firms, gender-based pay equity isn’t just a management issue, it’s a bitter memory.
The $100 million putative class action filed by a female Chadbourne & Parke partner in August and a similar suit by a former LeClairRyan partner in January represent an overdue shake-up of the profession, say four female leaders. For them, tracking and reducing the pay gap data at their firms is a matter of great personal importance, not simply a way to avoid litigation liability.
