Law firm culture and the retention of lawyers
This article analyzes issues relating to the retention of lawyers in private sector law firms. It is based on a longitudinal survey of lawyers working in Ontario law firms over a 20-year period. Referencing exponential and segmented survival models, the article examines the organizational and cultural factors that drive lawyers to leave the firms with which they are associated. Research findings reveal a gender difference that cannot be explained by differences in human capital, organizational characteristics or job satisfaction levels. Results indicate that corporate culture is a determining factor in the rate of retention ; in fact, the ability to keep talent is a function of several factors, such as a lawyer’s personal sense of compatibility or “fit” with the culture of the firm at which he or she is employed, individual satisfaction with reward opportunities, the existence of flexible work hours and the contribution of mentors.