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Lack of Gender-Diverse Partnership: Is It the Woman or the Firm?
It is now common knowledge that female headcount within the ranks of Big Law partnership, both equity and non-equity, has held steady for the past few years at around 20%. The obvious question is, why?
First, to resolve that question, it is best to take a step back and reduce the problem to a more immediate issue, one that often simmers beneath the surface in society at-large (e.g., the Google anti-diversity memo). Ultimately, who bears the responsibility for this state of affairs: the woman or the firm?
Let's quickly put that fundamental question to rest. It is true that women may not be soliciting the help they need in certain areas; however, firms are responsible for what occurs within their walls. Firm leaders, if you believe women cannot meet the demands of partnership, then you need to address the reasons why. Are women treated differently from men in your firm? As partners, do they face particular issues men do not? We are often left playing a game of darts on what initiatives and policies may move the needle. New partners are an important source of information for firm leadership as to why there has been a consistent failure to improve gender diversity.
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Major Differences In UK, U.S. Copyright Laws
This article highlights how copyright law in the United Kingdom differs from U.S. copyright law, and points out differences that may be crucial to entertainment and media businesses familiar with U.S law that are interested in operating in the United Kingdom or under UK law. The article also briefly addresses contrasts in UK and U.S. trademark law.
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