3 days ago
Why Work-Life Balance Is One Of The Biggest Challenges For Female Lawyers
Raquel Gomes is the founder and CEO of Stafi.
When we talk about progress in the legal industry, we often point to the rising number of women graduating from law school or the growing visibility of female attorneys in leadership. However, one stubborn truth continues to undermine these milestones: Women leave law firms mid-career at staggering rates.
And they aren't leaving because they can't cut it. They're leaving because the system wasn't designed with them in mind.
According to the American Bar Association, 58% of female attorneys cite caregiving responsibilities as a major reason for leaving law firms. And while women make up more than half of law school graduates, they account for just 22% of equity partners. The pipeline isn't just leaky—it's hemorrhaging talent.
As a psychologist and CEO who supports law firms through strategic staffing and delegation, I see this pattern all too often. Firms spend years cultivating bright, talented women only to lose them when the demands of the job become incompatible with their lives. The irony? These are often the same women clients love most: empathetic, thorough and fiercely committed.
The Outdated Ideal Worker Model
At the heart of the issue is an outdated view of the "ideal lawyer"—someone who is always available, responds to emails at midnight and wears exhaustion as a badge of honor. But this model doesn't serve anyone, least of all women.
The legal profession still rewards visibility and availability over sustainability. For women juggling caregiving, community roles and personal well-being, this model becomes not just unappealing but unlivable.
"We celebrate when women make partners, but we should ask: At what cost did they stay?" That's a question I often pose to law firm owners we work with. Burnout isn't just a personal issue; it's a retention crisis.
Burnout: The Quiet Saboteur
The ABA Journal reports that women in law experience burnout an average of 56% of the time, compared to 41% of the time for men. And in addition to stress, burnout means misalignment. It's what happens when someone's work drains them rather than supports their growth.
Too often, the only way women feel they can find relief is by leaving the profession altogether. This doesn't just affect their careers, but also it erodes the diversity, empathy and strength of the legal field as a whole.
What Can Law Firms Do?
Forward-thinking firms are beginning to see that retaining women requires more than mentorship luncheons and panel discussions. It means:
• Offering flexible work—not just remote options but autonomy over how and when work is done.
• Creating pathways to leadership that accommodate nonlinear career journeys.
• Rebuilding internal cultures to value outcomes over hours.
• Providing mental health support and proactively preventing burnout.
While specific percentages may vary, the positive impact of mentorship programs on female retention in law firms is well-documented. For example, according to The Australian, firms with formal mentorship programs see 23% higher retention among women. But the most important factor isn't a single policy, it's alignment. When a firm's values align with the lives of its people, retention becomes a natural outcome.
A New Definition of Success
I believe the future of law isn't just about how many women we can recruit but rather how many we can empower to stay, thrive and lead.
Success should not demand self-abandonment. It should reflect wholeness. We need to redefine what it means to win, not just for women in law but for everyone.
When women stay, law firms don't just retain talent. They retain perspective, innovation and strength. And that's the kind of firm that doesn't just survive—it leads.
Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
