CBA Record July-August 2019

Y O U N G L A W Y E R S J O U R N A L

Partner with McDermott, Will & Emery; Sucheta Misra, Associate Director at the John Marshall Law School; and Kristen Prinz of the Prinz Law Firm. The panelists encouraged attendees to not undervalue their skills and experience, and not undercharge for their work. Simi- larly, they explained that female attorneys need to be clear with others about what they want and expect out of their career. They recommended attorneys invest in themselves by having a professional devel- opment budget or paying for a career coach. They also recommended gathering data and information from clients, colleagues and senior lawyers so they could credibly advocate for themselves. Finally, they rec- ommended attorneys treat themselves as if they were their own clients for purposes of advocating for themselves. The Pay Gap: Why It Exists, How to Close It Jane DiRenzo Pigott served as the keynote speaker during the program’sWomen’s His- tory Month Luncheon. She shared that a

significant perception gap exists between men and women as concerns the pay gap. In a 2018 survey of American profession- als, 83% of women perceive a gender pay gap, but only 61% of men perceive it. This “perception gap” is even more significant in the legal profession. According to a 2018 compensation survey by Major, Lindsey & Africa, only 11% of male partners – but 67% of women partners – perceive a gender pay gap. Regardless of perception, the facts demonstrate that a pay gap exists. The 2018 NAWL Survey on Retention and Promotion of Women in Law Firms found the median woman associate makes 95% of what the median male associate makes; the median woman counsel makes 92% of what the median male counsel makes; the median woman non-equity partner makes 97% of what the median male non-equity partner makes; and the median woman equity partner makes 91% of what the median male equity partner makes. The 2018 Partner Compensation Survey

environments where people can be their authentic selves. For those looking to change their own firms, use what other law firms have done well and bargain for those models to be implemented within your own firm. Because data speaks loudly, when bargaining for improvements within your firm, make sure to do your research and know your facts. Finally, the panelists acknowledged that change doesn’t happen overnight. They encouraged attendees to be patient . . . but not too patient. The next panel discussion, “Overcom- ing Obstacles at Every Stage in Your Legal Career,” addressed the unique obstacles that can prevent female attorneys from achieving equal footing with their male counterparts, and strategies to overcome these obstacles. The panel was moder- ated by Alexis Crawford Douglas of K&L Gates and included Trisha Daho, CEO & Founder of Empowered; Paige M.R. Greene, the Pre-Law Program Director for Ms. JD and an Associate with Katten Muchin Rosenman LLP; Andie Kramer,

Legislation Affecting Women in the Workforce

Current

Pending

• Federal Equal Pay Act, 29 U.S.C. § 206(d) • Illinois Equal Pay Act, 820 ILCS 112

• Paycheck Fairness Act, HR 7; S 270 • Illinois No Salary History, HB 834

Equal Pay

• Federal – Title VII, 42 U.S.C. § 2000e, et seq., 29 C.F.R. § 1604.11 • Illinois Human Rights Act, 775 ILCS 5/2- 101(E), 775 ILCS 5/2-102(D) • Federal Pregnancy Discrimination Act, 42 U.S.C. § 2000e(k) • Illinois Human Rights Act, 775 ILCS 5/2-102(I) and (J) • Affordable Care Act/Fair Labor Standards Act, 29 U.S.C. § 207(r) • Illinois Nursing Mothers in the Workplace Act, 820 ILCS 260 • Family and Medical Leave Act, 29 U.S.C. § 2601, et seq. • Illinois Employee Sick Leave Act, 820 ILCS 191

• EMPOWER Act (Ending Monopoly of Power Over Workplace Harassment through Education and Reporting) • Illinois Workplace Transparency Act, SB 1829

Sexual Harassment

• Pregnant Workers Fairness Act, not yet introduced

Pregnancy Accommodations

Nursing Accommodations

• FAMILY Act, HR 1185; S 463 • Illinois Paid FMLA, SB 1723

Family and Medical Leave

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