Most women attorneys don’t want to leave private practice.

But when they don’t see a way forward that allows them to thrive—professionally and personally—they start considering other options.

And the real issue? The conversation about what’s not working either never happens or happens too late, during the exit interview, when nothing can be done.

The Cost of Silence

When open dialogue is missing, here’s what happens:

• Burnout builds quietly until the only solution feels like walking away.
• Firm leaders are blindsided, wondering why they’re losing yet another talented associate.
• The legal profession watches the cycle repeat, asking, So how do we do better?

But this isn’t just about keeping talented women in the profession. It’s about reshaping the way firms and attorneys work together—because retention isn’t just a numbers game. It’s about culture, communication, and a commitment to sustainable careers.

The Solution Isn’t Leaving. It’s Talking.

When both sides commit to regular, open communication—even about tough topics—everything shifts.

• Attorneys don’t have to wait until they’re burned out to speak up.
• Firm leaders don’t have to wait for a resignation letter to learn something is wrong.

Creating a culture where challenges are addressed before they escalate isn’t just ideal—it’s necessary. Because when both sides step up—willing to listen, willing to engage—attorneys thrive, firms thrive, and the profession thrives.

That’s when real change happens.

Are you ready to make it happen? Let’s start the conversation.