Work-Life Balance (vol 16, no 6)

I was pleased to see BarTalk address work-life balance in four articles in the December issue.

I do have one criticism of the approach taken: harmonizing one’s obligations to work, community, family and self were presented as problems capable of solution through the actions of individuals.

Yet this is not a problem that can be solved satisfactorily by lawyers as individuals except in the twilight of their careers. I have found that younger lawyers are afraid to take steps to harmonize their lives and work for fear of negative impact on their career success and advancement in their firms.

Law firm management has to take the lead in facilitating quality of life for lawyers. There have to be changes in law firm culture and work practices, not to mention flexible scheduling, that facilitate work-life balance for individuals.

Suffice it to say that resolution of this issue is intertwined with recruitment and retention and client development in an era when clients expect the law firm to mirror the values and diversity of their community.

Law firms that encourage diversity, flexibility, and quality of life within the firm will appear more attractive to their potential clientele and to law school recruits.

Issues of work-life balance will be addressed by a panel discussion on Managing for Diversity during the business meeting of the National Law Practice Management Section in August at the CBA Annual Legal Conference in Vancouver.

Cheryl Stephens

This letter was published in the June 2005 issue of BarTalk.