Legal Powerhouses: Why Moms Enhance Performance and Foster More Inclusive Workplaces

Looking to make your next legal hire?

Hiring managers and HR professionals in the legal field face a continual challenge: locating top-tier talent to fill essential roles, from paralegals to intellectual property lawyers. As the demand for skilled legal professionals increases, it is crucial to look beyond traditional candidate pipelines and consider an often-overlooked yet highly qualified group: moms with legal experience.

Falling Short on Female Representation 

Women will make up 41% of all lawyers in 2024, up 5% from 2014, yet males still account for 59% of U.S. lawyers. According to the National Association for Law Placement (NALP), as of 2023, only 28% of law firm partners were women, rising only 8% in the 10 years since 2013.

Women are also underrepresented in law firm leadership roles. According to a National Association of Women Lawyers survey, only 12% of women are managing partners, 28% are members of governance committees, and 27% are practice group leaders. The disparity between men and women in this field is evident, and actively working to shift the imbalance positively impacts all.

Despite the gap in professional settings, in 2023, there were more than 65,000 female law students and 50,000 male students.  This intelligent group of highly skilled, determined female graduates will likely decide to start a family at some point in their careers.

Finding and Facilitating a Fix

The Mom Project recognizes that law firms likely need support finding women with skillsets and experience to enhance the workplace and effectively meet their client’s and business needs.  With that in mind, The Mom Project recruits talent with the legal skills and versatile backgrounds necessary to succeed. To date, we have over 75k legal professionals ready to take on new opportunities. Be it a corporate attorney, contract specialist, legal assistant, or paralegal, our moms are prepared to enrich any legal team. 

A recent case study with our client partner Meta highlights the impact and successes of strategically leveraging mom talent for the Reconnect Program instituted in 2019.

So, what is it about this group of professionals sets them apart from the rest, and how will hiring moms also help boost employee engagement and retention?

The Hard Skills Moms Bring to the Legal Profession  

Moms who have legal backgrounds come equipped with the following:

• Legal Expertise: Whether they have experience in litigation, compliance, intellectual property, or contract law, these professionals have honed their technical knowledge and are ready to run.
• Attention to Detail: Managing legal documents, conducting research, and drafting agreements require precision—a skill that moms continually refine while balancing complex household and caregiving responsibilities. It’s an innate quality we celebrate with our moms, and they bring it to fast-paced environments.
• Project Management: Overseeing cases or managing multiple legal matters mirrors Mom’s daily organizational skills to coordinate schedules, appointments, and tasks. They prioritize with precision to execute work as efficiently as possible.
• Analytical Thinking: Legal professionals must analyze and interpret complex information—skills honed by problem-solving in caregiving roles.

The Soft Skills That Set Moms Apart

In addition to technical expertise, moms bring critical soft skills that make them valuable legal team members:

• Empathy and Emotional Intelligence: Moms excel at understanding diverse perspectives, an invaluable skill in client relations and conflict resolution.
• Time Management: Balancing caregiving and professional responsibilities cultivates exceptional prioritization skills, enabling them to meet deadlines under pressure.
• Adaptability: Navigating the unpredictable nature of caregiving prepares them to handle unexpected challenges in the workplace with grit, grace, and resilience.

The Data: Why Moms Are a Smart Hiring Choice 

Research consistently shows that moms exhibit higher levels of engagement and loyalty in the workplace. In our latest industry report -

• Higher Retention Rates: Employees with a manager who is also a mother report 40% greater retention and are more likely to stay with their current employer within the following year.
• Enhanced Productivity: parents often develop a "productivity mindset" from managing competing priorities, making them more efficient in the workplace; 12% higher as reported by female employees who either are or report to managers who are also mothers.
• Stronger Engagement: Gallup research indicates that employees with high emotional investment, such as moms, are more engaged at work, leading to better performance and collaboration.  

How to Attract and Support Moms in Legal Roles 

To unlock the potential of this talent pool, legal teams must create an environment that supports moms :

1. Flexible Work Arrangements: Offering remote work options, flexible hours, or part-time roles can make your organization more appealing.
2. Return-to-Work Programs: Structured initiatives help professionals refresh their skills and confidence as they return to the workforce after a caregiving hiatus.
3. Inclusive Culture: Promote a workplace culture that values diversity and supports work-life integration, fostering loyalty and satisfaction.

Tap Into the Power of Moms 

Moms with legal experience represent a powerhouse of untapped potential. Their unique combination of hard and soft skills and proven engagement and retention rates make them ideal candidates for legal teams in enterprise and mid-market companies. By embracing this talent pool, your organization can build a stronger, more dynamic legal department while championing diversity and inclusion.

Are you ready to tap into the power of moms? Start the conversation today to transform your hiring strategy and unlock unparalleled talent for your legal team.

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