Washington Lawyer - March/April 2025 - 24

FEATURE
sions from the inside out. These leadership roles are instrumental not
only for individual advancement but also for cultivating a professional
environment where women lawyers can thrive, innovate, and lead.
" Clearly, we have been moving the needle through our networking by
promoting women in law firms and in the companies [that] become our
clients, " says Anne K. Walsh, director of Hyman, Phelps & McNamara, P.C.
" I think all of that reflects more acceptance of women lawyers, and it has
led to getting more women seen, hired, and trusted in this space. "
A new generation of women attorneys is assertively reshaping the landscape
of white-collar practice, infusing it with fresh perspectives and
forward-thinking strategies to dismantle long-standing barriers. At the
same time, law firms are undergoing a cultural revolution, increasingly
recognizing that diverse teams are not merely a talking point or moral
imperative toward fairness
but a strategic advantage in
a competitive market.
REEM SADIK
Steptoe LLP
As corporations themselves
grow more diverse, law firms
are expressing the need to
mirror this evolution to effectively
serve their clients. In
high-stakes cases, cultural fluency
is not a luxury but a critical
asset - one that enables
lawyers to navigate the subtleties
of a client's background
and deliver nuanced, strategic
representation.
" You don't have to change
your standards to hire a woman
lawyer, " says Ilene Jaroslaw,
partner at Elliott Kwok Levine
Jaroslaw Neils LLP. " You have
more qualified women out
there in the pool because they're underutilized. You've got this pool of
incredibly talented people, and you would be foolish not to hire them. "
INSTITUTIONAL BARRIERS PERSIST
One of the enduring challenges for women in white-collar practices lies
in the continued dominance of male partners at law firms, many of
whom remain active well into their 80s, and in some cases, their 90s.
These senior figures, often regarded as pillars of the firm, can unintentionally
act as gatekeepers of client business.
Despite frequently carrying the lion's share of client work, including
relationship management, women still feel overlooked when it comes
to receiving credit. " While firms are making meaningful progress through
diversity, equity, and inclusion initiatives - bolstered by the advocacy
of male allies and firm leadership - there is still significant ground to
cover, " says Reem Sadik, a partner in Steptoe LLP's white-collar defense
practice.
" A male partner might have originated a client 10 or 15 years ago, " continues
Sadik, " but today a female partner might be managing the relationship
- attending dinners, overseeing document production, and
24 WASHINGTON LAWYER
* MARCH/APRIL 2025
providing day-to-day support. Despite that, the male partner often receives
the credit. "
Encouragingly, there has been some progress, particularly within the
general counsel offices of Fortune 500 companies. Corporations are implementing
their own frameworks for assigning cases, determining credit
for client relationships, and evaluating compensation for legal service
providers. " Clients are driving the change, " says Walsh. " They have their
own goals to reach for diversity. "
In addition to credit recognition, women in white-collar defense face
persistent challenges surrounding work-life balance, a particularly pronounced
issue in a field defined by demanding hours and high-stakes
cases.
However, the pandemic has served as a catalyst for change, accelerating
shifts in workplace culture. Many firms have embraced flexible work arrangements
and have begun placing greater emphasis on mental health
and well-being, changes that hold promise for a more inclusive and sustainable
future within the profession.
A BRIGHTER FUTURE
Despite continuing hurdles, the outlook for women in white-collar defense
remains one of steady progression and promise. In 2023 women
for the first time constituted the majority of law firm associates, according
to the ABA's 2024 Profile of the Legal Profession. Additionally, women
now represent 41 percent of all practicing attorneys in the United States,
a figure that, while increasing gradually each year, underscores a slow
but constant shift in the legal landscape. Today women comprise 56.2
percent of law school enrollment, consistently outnumbering men, a gap
that continues to widen year after year.
The scope and frequency of government investigations and litigation
have accelerated progress on diversity within the field. Two decades ago,
such investigations were relatively limited in scope, but today they span
all levels of government and touch companies of every size and sector.
This broadening landscape presents a wealth of opportunities for women
to showcase their expertise and leadership.
Popp says the rise of women in white-collar defense is a powerful testament
to perseverance, exceptional talent, and the strength of collective
action. Over the last two decades, women have redefined the industry
by shattering barriers and setting new benchmarks for excellence.
Through determination and ingenuity, they have forged pathways not
only in the profession but also for the clients they serve.
Jaroslaw emphasizes the significance of building meaningful connections
and nurturing opportunities for others. " If you build relationships
by referring people to new business, at least stochastically, I believe it
comes back to you, " says Jaroslaw. " I have found through experience, the
more business you're doing and the more you're a connector to other
people, it will redound to your benefit. "
Sarah Kellogg is a freelance writer based in the Washington, D.C., area.
Woman attorney stock image, Shutterstock; Karen Popp, courtesy of Karen Popp; Susan Bozorgi, courtesy
of Susan Bozorgi; Reem Sadik, courtesy of Steptoe

Washington Lawyer - March/April 2025

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