 Mintz Levin Cohn Ferris Glovsky and Popeo, P.C. Interview Surveys
Mintz Levin Cohn Ferris Glovsky and Popeo, P.C. Workplace Surveys
Mintz Levin Cohn Ferris Glovsky and Popeo, P.C. Salary Surveys
Mintz Levin Cohn Ferris Glovsky and Popeo, P.C. Business Outlook Surveys
Job Title: Associate
Location: Boston
Submitted on: 13-Mar-05
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Workplace
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Mintz Levin promotes itself as a large law firm with a "family"
culture. While not entirely inaccurate when I began working at Mintz
in 2000, this "culture" has changed drastically.
Mintz has an abysmal retention rate for women. Classes start out 50/50
male/female, but few, if any women, are left when partnerhip times
rolls around. Mintz has excused this as the result of women choosing
family over career. The statistics, however, tell a different story.
The women who leave Mintz go to other law firms, they do not stay home
to bake cookies. Mintz was recently hit with a Fourth Circuit decision
on a retaliation (gender related claim) that spells out the culture
pretty well.
Mintz has recently sought to hire lateral female partners to make its
numbers look better. So far, none have been brought in. There has
recently been talk of a significant defection of powerful female
partners if nothing is done. The firm has hired an expert to advise it
on gender and other h.r. issues, but has made no commitment to carry
out the recommendations of the consultant.
Credit for client services encourages a competitive environment that
rewards being the one attorney to "get the call" from a new client.
Team efforts to provide quality work that either assist bringing the
new client in or sustains the client relationship are entirely
unrewarded in Mintz's compensation scheme. While not an issue for
junior associates directly, it fosters an environment of hostility.
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