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The Over Representation of Men at the Top of City Law Firms

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The Over Representation of Men at the Top of City Law Firms THE OVER REPRESENTATION OF MEN AT THE TOP OF CITY LAW FIRMS POWER, CULTURE, STRUCTURE AND THE PARADOX OF TIME Camille Joly Submitted in partial fulfillment of the requirements of the Degree of Doctor of Philosophy Statement of Originality I, Camille Joly, confirm that the research included within this thesis is my own work or that where it has been carried out in collaboration with, or supported by others, that this is duly acknowledged below and my contribution indicated. Previously published material is also acknowledged below. I attest that I have exercised reasonable care to ensure that the work is original, and does not to the best of my knowledge break any UK law, infringe any third party’s copyright or other Intellectual Property Right, or contain any confidential material. I accept that the College has the right to use plagiarism detection software to check the electronic version of the thesis. I confirm that this thesis has not been previously submitted for the award of a degree by this or any other university. The copyright of this thesis rests with the author and no quotation from it or information derived from it may be published without the prior written consent of the author. Signature: Date: 22nd June 2018 Abstract Despite the growing importance attributed to the development of a more representative legal system in England and Wales by the legal community, men remain significantly over represented in large City law firms. A puzzling aspect of this disparity is that in recent years many firms have developed an array of initiatives aimed at retaining female talent and helping women progress. This empirical study asks why men working for City law firms continue to enjoy advantages in career progression, propelling them to the top of their profession. Altering the focus away from women solicitors’ underrepresentation to men’s overrepresentation draws on recent scholarly writings that argue in favour of shifting the conceptualization of inequality from marginalized identity groups to dominant ones. This new train of thought has a notable effect on how we understand the problem and its potential solution. Namely, it exposes how patriarchal power remains at the root of gender inequality. This study’s main findings have strong links to the concept of ‘time'. First it finds that time spent at work remains City firms’ primary measure of success. Second it argues that diversity programmes, often based on reduced time at work, paradoxically encourage users to do less of what firms continue to value most, invariably triggering career limitation. Third, it posits that despite their shortcomings, women lawyers remain the main consumers of diversity initiatives due to the persistence of a domestic gendered division of labour, often leaving them with less time for the workplace than their male colleagues. Fourth, it maintains that as gendered organisations, City firms operate on the basis of this open availability, particularly in terms of their promotion process. Finally, it queries whether the patriarchal workplace template may be disrupted by greater gender fluidity and a societal and organisational move away from stereotypical male practices and behaviour. 3 Table of Contents CHAPTER 1 .......................................................................................................................... 7 A. Introduction ................................................................................................................... 7 B. Key Initial Questions ................................................................................................. 11 1. Why study male solicitors’ over representation? .................................................... 11 2. What are the consequences of male solicitors over representation? ............... 13 3. Why focus on large City law firms? ............................................................................... 14 C. Research Questions .................................................................................................... 16 D. Research Strategy and Methodology ................................................................... 17 1. Research strategy ................................................................................................................ 17 (i) Feminist legal theory and interpretivism ............................................................................ 17 (ii) Social constructivism ................................................................................................................... 18 2. Research methods ............................................................................................................... 19 (i) Literature review ............................................................................................................................ 19 (ii) Existing data on men and women City lawyers and on City law firms .................. 20 (iii) Semi-structured interviews .................................................................................................... 21 E. Main Findings .............................................................................................................. 25 CHAPTER 2 ........................................................................................................................ 28 A. The tenacity of men’s power and the cycle of patriarchy ............................. 28 B. The cycle of patriarchy as a conceptual framework ....................................... 31 C. Defining ‘power’ for the purposes of this study ............................................... 32 D. The cycle of patriarchy: Feminist theory on male power, the gender binary, hegemonic masculinity and the invisibility of men ............................. 34 1. The cycle of patriarchy: Male power ............................................................................ 34 2. The cycle of patriarchy: The gender binary ............................................................... 41 3. The cycle of patriarchy: Hegemonic masculinity ..................................................... 45 4. The cycle of patriarchy: Invisible and silencing masculinity ............................... 50 E. Conclusion ..................................................................................................................... 53 CHAPTER 3 ........................................................................................................................ 55 A. Male advantage within large City law firms: Chasing profits above all else ............................................................................................................................................... 55 Part I .................................................................................................................................... 57 B. Historical overview: From professional occupation to global organization ...................................................................................................................... 57 1. The stratification of the legal profession .................................................................... 57 2. The ‘golden era’ of the large private practice – 1960s through to late 1970s 61 3. The destabilization of the legal profession: Towards a hyper competitive market ......................................................................................................................................... 66 Part II ................................................................................................................................... 75 C. The general legal landscape for women and men solicitors today ............ 75 1. Figures on men and women lawyers working for large City law firms ............ 75 4 2. Big Law: Data analysis of the views of today’s lawyers .......................................... 78 D. Conclusion .................................................................................................................... 88 CHAPTER 4 ........................................................................................................................ 90 A. The paradox of time: What City law firms are doing to address gender inequality and why it isn’t working .......................................................................... 90 PART I ................................................................................................................................. 92 B. Current initiatives to address discrepancies between men and women’s career progression, working conditions and experiences ............................... 92 1. Diverse working arrangements: Accommodating female talent ........................ 93 (i) Part-time working: Reduced hours, job sharing, condensed work and reduced contribution ............................................................................................................................................ 93 (ii) Flexible working or remote working .................................................................................... 94 (iii) Consultancy/outsourcing arms ............................................................................................. 94 2. Mentoring and returnship programmes: Championing female talent ............. 95 Part II ................................................................................................................................... 98 C. The origins of working time norms .....................................................................
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