TY - JOUR
T1 - Men and women lawyers in in-house legal departments
T2 - Recruitment and Career Patterns
AU - Roach, Sharyn L.
PY - 1990/6/1
Y1 - 1990/6/1
N2 - Despite increasing numbers of women lawyers, gender segregation within the legal profession in the United States continues. The present article examines interorganizational differences in the employment of 34 men and 34 women lawyers in 12 in-house legal departments that varied by size and industry in corporations located in the northeast United States. There were differences among the firms with respect to the number, position, and salary of men and women lawyers. The findings suggest that women in-house counsel do not enter the same type of practice or organizations, obtain the same positions, or earn the same salaries as men. The differential employment patterns, the article concludes, stem largely from organizational contingencies, such as a firm's market position, perceived needs, the kinds of rewards and training offered, and recruitment strategies. It also suggests that men's and women's differential location in the labor pool results not from their own career choices but from employer's hiring and work-allocation decisions that provide them with different experiences and expertise, which in turn constrain future employment options.
AB - Despite increasing numbers of women lawyers, gender segregation within the legal profession in the United States continues. The present article examines interorganizational differences in the employment of 34 men and 34 women lawyers in 12 in-house legal departments that varied by size and industry in corporations located in the northeast United States. There were differences among the firms with respect to the number, position, and salary of men and women lawyers. The findings suggest that women in-house counsel do not enter the same type of practice or organizations, obtain the same positions, or earn the same salaries as men. The differential employment patterns, the article concludes, stem largely from organizational contingencies, such as a firm's market position, perceived needs, the kinds of rewards and training offered, and recruitment strategies. It also suggests that men's and women's differential location in the labor pool results not from their own career choices but from employer's hiring and work-allocation decisions that provide them with different experiences and expertise, which in turn constrain future employment options.
UR - http://www.scopus.com/inward/record.url?scp=84973830762&partnerID=8YFLogxK
U2 - 10.1177/089124390004002005
DO - 10.1177/089124390004002005
M3 - Article
AN - SCOPUS:84973830762
VL - 4
SP - 207
EP - 219
JO - GENDER & SOCIETY
JF - GENDER & SOCIETY
SN - 0891-2432
IS - 2
ER -