How common is sexual harassment in biglaw? (re: WSJ article about Gibson Dunn, Mofo, MB) Forum

[jasper213]

In light of the recent accusations of forced sexual acts by leaders/rainmakers at biglaw firms against their associates (namely at Gibson Dunn, Mofo, and Mayer Brown), how common is sexual harassment in biglaw and is it more common than the rest of corporate america? The detailed accounts mentioned in the recent WSJ article (https://www.wsj.com/articles/at-law-fir ... _lead_pos2) are beyond egregious; they are outright criminal. Is the power dynamic between partners and associates at law firms different than your average corporation? It appears that your typical salaried executive is far more fungible than a rainmaker partner, which is why the problems persist at otherwise "elite" law firms. For the sake of the profession, here's hoping this reality changes.

[Anonymous User]

In light of the recent accusations of forced sexual acts by leaders/rainmakers at biglaw firms against their associates (namely at Gibson Dunn, Mofo, and Mayer Brown), how common is sexual harassment in biglaw and is it more common than the rest of corporate america? The detailed accounts mentioned in the recent WSJ article (https://www.wsj.com/articles/at-law-fir ... _lead_pos2) are beyond egregious; they are outright criminal. Is the power dynamic between partners and associates at law firms different than your average corporation? It appears that your typical salaried executive is far more fungible than a rainmaker partner, which is why the problems persist at otherwise "elite" law firms. For the sake of the profession, here's hoping this reality changes.

I was harassed by a low level staff, not any biglaw partners, at the last biglaw firm I was at. It was a delivery guy who kept stalking me everywhere, constantly getting too close to my personal space, and dropping by my office late at night for no reason. I didn't report him actually. It was my secretary who reported this behavior, but it ended up getting me in trouble - the firm immediately created a record of alleged performance mistakes (ie. suddenly resigning me to another partner who was notorious for giving bad performance reviews and pulling me off my existing teams). When I left, they also asked me to sign a non-disclosure clause regarding the specific incident.

[Anonymous User]

I'm sorry anon. Due to the certainty of retaliation, the choice to complain should have been yours and not your secretary's. That's the most important advice I can give. Do not complain because if you do, the firm will start the mechanism of gaslighting you, falsely criticizing your performance and biding their time until they can terminate you. If it's gotten so bad that you feel like you have to complain, then first go over your situation with a lawyer (and do so secretly), and then decide what to do. Do not trust women partners either. Their allegiance is to the firm that pays them, and some make a living fighting women who complain of sexual harassment.

To answer OP's question, you won't see any crude sexual harassment like grabbing your butt out of the blue, but people might ask you out which can be awkward, especially if it's a superior. I think more employers should implement a no fraternization policy to remove this issue.

[Anonymous User]

Actually I work at one of the firms mentioned in the article and a drunk colleague groped my butt at a work event, so I would say these incidents happen more than you would think for an industry that spends its time advising companies on how to avoid liability.

It’s actually depressing how toned down the response to that article was on places like ATL (not that it’s exactly a paragon of excellent reporting, but still) considering that the allegations described in the WSJ article included what sounded like a sexual assault perpetrated by a partner who a firm chose to retain after prior misconduct was reported.

That said, sexual harassment I think is less common than general sexism with respect to work assignments— for example, women having to do more administrative work on cases (booking conference rooms, sending dial-ins, requesting print jobs, etc) or having to do more nonbillable work. In my experience, the latter is incredibly common (and doesn’t get much better with seniority).

[Anonymous User]

That said, sexual harassment I think is less common than general sexism with respect to work assignments— for example, women having to do more administrative work on cases (booking conference rooms, sending dial-ins, requesting print jobs, etc) or having to do more nonbillable work. In my experience, the latter is incredibly common (and doesn’t get much better with seniority).

This. It’s overt and women end up getting even more administrative work because they’ve done it before. It normalizes sexism and it’s very gross.

[Anonymous User]

It's common. Awkward attorneys. Stuff happens.

At my prior firm, a partner (same guy):
*gave my secretary, a 23 year old woman, a book that looked like a novel but was filled with soft porn
*would stand in female associates' doorways and would lift his shirt up and rub his stomach (SO WEIRD--I've never seen a co-worker's stomach at work)
*was caught screwing a woman our office services company employed in our mailroom from a pool of underpriviledged youth--she was 19, he was forty-something
*had previously been deposed by our firm for bad behavior in the past

He recently left (was forced out after screwing the mailroom employee) and is now happily employed at a rival firm.

Separately, a fifty-year old partner had a very attractive associate accompany him to a client meeting...in Switzerland, which, in actuality turned out to be a multi-day party. The partner himself was not inappropriate, but...the event itself was.

Yes...true stories. Large city (non-NY) biglaw, satellite office.

[Anonymous User]

Watch out for the sexually frustrated nerd who turned into a good lawyer. Sometimes, they lack the self-awareness to realize that a female colleague kisses up to them because of their position, and not because they want to be with them. It can be soooo cringeworthy.

[Anonymous User]

The end result of being a victim in big law is a severance check. The firm will get rid of you and keep the rain maker

[Anonymous User]

It's common. Awkward attorneys. Stuff happens.

At my prior firm, a partner (same guy):
*gave my secretary, a 23 year old woman, a book that looked like a novel but was filled with soft porn
*would stand in female associates' doorways and would lift his shirt up and rub his stomach (SO WEIRD--I've never seen a co-worker's stomach at work)
*was caught screwing a woman our office services company employed in our mailroom from a pool of underpriviledged youth--she was 19, he was forty-something
*had previously been deposed by our firm for bad behavior in the past

He recently left (was forced out after screwing the mailroom employee) and is now happily employed at a rival firm.

Separately, a fifty-year old partner had a very attractive associate accompany him to a client meeting...in Switzerland, which, in actuality turned out to be a multi-day party. The partner himself was not inappropriate, but...the event itself was.

Yes...true stories. Large city (non-NY) biglaw, satellite office.

Did you read this? http://www.abajournal.com/news/article/ ... the_ouste/

[Anonymous User]

I hate to say it, but I’ve found (after personal experience) that the most effective way to prevent being the victim in one of these situations is to make myself as ugly as possible without looking unprofessional. I never wear heels unless it’s for a deposition/formal client meeting. I wear glasses and put my hair up all the time in a bun, though I do wear makeup and sometimes earrings. I wear pants everywhere and avoid skirt and dresses as much as possible (unless I have to wear a suit, in which case I’ll wear skirt). It shouldn’t be my job to look ugly, but after having been harassed and fired once, I can’t afford to take any risks. For what it’s worth, I’m a female minority, really tall, and have a good figure (I was recruited by a top modeling agency when I was younger). So if I don’t take these measures, I can attractive a lot of unwanted attention.

[Anonymous User]

. . . after having been harassed and fired once, I can’t afford to take any risks. . . .

Why did getting harassed cause you to get fired?

[Anonymous User]

. . . after having been harassed and fired once, I can’t afford to take any risks. . . .

Why did getting harassed cause you to get fired?

Women get fired all the time for bringing up harassment - firms would much rather keep the partner than the associate (which is usually the case as higher-level men tend to know they have the power to harrass lower-level women without punishment), so they fire her and the cycle repeats...

[LockBox]

. . . after having been harassed and fired once, I can’t afford to take any risks. . . .

Why did getting harassed cause you to get fired?

Have you not been reading this thread?

[Anonymous User]

. . . after having been harassed and fired once, I can’t afford to take any risks. . . .

Why did getting harassed cause you to get fired?

Have you not been reading this thread?

I hear you, but I'd like to know what happened. Did the firm say, "you can't work here if you complain about Mr. X because he's too important" and fire you? Did they gaslight you for a while and then make something up about your performance? Did they say you were being let go as part of a "standard reduction in force?" The tricks used are interesting.