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Rainmaking for Women Trial Lawyers

The Bill of Particulars
(a publication of the New York State Trial Lawyers Institute)
Winter 2005

This article was based on Ellen’s presentation at the NYSTLA Women’s Forum program, “How to Brand and Market Yourself: Crafting Your Personal Business Plan” November 30, 2004.

As a woman trial attorney, unless you are quite unusual, the thought of business development is likely to evoke unpleasant images and associations. Typically, words like “selling,” “cold calls,” “begging for business,” and “bragging” come to mind. It’s likely that, while advocating for others is something you do comfortably and well, advocating for yourself is another story.

Try Coaching Your Secretary - For A Top Performance

Women Lawyers' Journal
(a publication of the National Association of Women Lawyers)
Autumn 2005

If you think it’s tough being a woman attorney in a profession traditionally dominated by men, consider what it’s like to be a legal assistant or paralegal. Support positions in legal workplaces are typically occupied by women. In keeping with their lower status, women support personnel are normally expected to assume a deferential and caretaking role. Go ahead, ask an experienced legal secretary how many times she’s been the object of an attorney’s angry outburst — she’s probably given up counting.

Mothers In Law

The Complete Lawyer
Volume 1, Number 4
October 2005

Mothers in law are caught in a double bind. As much as they feel marginalized at work because of their commitments to family, they also feel marginalized at home because they are unable to see what they contribute. It is essential that women come together now to define role expectations that fit the reality of their lives.

Devise Flexible Work Arrangements That Actually Work

Perspectives
(a publication of the American Bar Association Commission on Women in the Profession)
Volume 12, Number 4
Spring 2004
By Holly English, Esq. and Ellen Ostrow, Ph.D.

Given the rather dismal track record of alternative work arrangements in the legal profession, it’s easy to become discouraged about making an arrangement work for you and your employer.

Broader change n the workplace will come about when institutions, such as law firms and in-house legal departments, dedicate themselves to supporting successful alternative work arrangements. In the meantime, the burden is more on the individual to devise a nontraditional schedule. You’ll need cooperation from your employer, but you can maximize the odds of garnering that kind of support by presenting a well-crafted proposal.

How Gender Schemas Shape Women Lawyers’ Lives

The Complete Lawyer
Volume 1, Number 1
March 2004

The expressions of incredulity as I delivered my presentation at a law firm retreat several years ago are vividly engraved in my memory. It was the period in the history of the legal profession in America when firms so feared losing their associates to Silicon Valley that salaries had sky-rocketed and retention initiatives were de rigueur. Since law school enrollments of women had just reached the 50 percent mark, the managing partner had asked me to address the implications of this milestone for law firms.

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