Making Partner and Making Change
By Sophia Benavente
In 1924, Catherine Noyse Lee became the first woman hired by a Wall Street law firm, Cadwalader Wickersham & Taft. Two decades later, in 1944, Wall Street gained its first woman partner, Soia Mentschikoff, at Spencer, Hotchkiss, Parket, and Buryee.
These milestones were just the beginning of women’s presence in elite legal spaces, particularly in Big Law—a term used to describe the nation’s largest law firms, as defined by the number of lawyers, size of revenue and number of offices. Since Lee and Mentschikoff, women have continued to make significant strides in these firms, although challenges remain.
Indeed, according to the American Bar Association, as of 2024, 55.9% of all matriculating law students were women, and went on to become 50.31% of associates in major law firms. However, women only make up 22.6% to 27.8% of equity partners in Big Law firms. Moreover, a 2024 survey by Major, Lindsey & Africa demonstrated that “average compensation for male partners was 29% higher than that of female partners, with male partners’ compensation reaching an average of $1.7 million compared to $1.2 million for female partners.”
This gap is not the only form of discrimination that women in Big Law face. Workplace culture also contributes to the barriers that keep women out of Big Law. A study by Gender Action Portal, a resource created by Harvard Kennedy School’s Women and Public Policy Program, found that male attorneys who expressed anger were more likely to be viewed positively, whereas female attorneys expressing anger would be more likely to be perceived negatively.
A report by Leopard Solutions outlined other factors that create unique challenges for women in Big Law. Among the changes women want to see in law firms are supportive management and leadership, an inclusive firm culture, availability of training, strong employee benefits, and a better work/life balance. The persistence of the “Old Boys Club” culture makes it difficult for women to advance in the field. In recent years, many women have been moving away from high-paying Big Law jobs, many citing the lack of support for maternity leave or childcare. With 43% of survey respondents in the report stating they would not recommend their current field to their daughters, it’s clear that urgent change is needed.
The inclusion of women is not just important for diversity—it also brings valuable perspectives to litigation and strengthens the field as a whole. A report by McKinsey & Company revealed that teams composed of more diverse members financially outperform those that are not. That said, despite the challenges faced by women in Big Law, it is vital for women to continue to enter these spaces and demand equity. The women of WPLSA must advocate for representation, from the classroom to the courtroom, and support one another in their legal journeys.
Sources:
https://www.leopardsolutions.com/wp-content/uploads/Women-in-Big-Law-2023.pdf
https://www.nywba.org/history2/
https://law.usnews.com/law-firms/advice/articles/what-is-big-law
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