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Flex Success: The Lawyer's Guide to Balanced Hours Paperback – March 17, 2011

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Editorial Reviews

About the Author

Cynthia Thomas Calvert is a lawyer, consultant, speaker, writer and researcher with over 25 years in the legal industry. She was a partner in the D.C. litigation firm of Miller, Cassidy, Larroca & Lewin, LLP and thereafter had her own employment law practice in which she counseled businesses on compliance. She founded the Project for Attorney Retention with Joan Williams in 2000, and served as its co-director until 2010. During her tenure, she and Williams led groundbreaking research projects involving the advancement of women in the legal profession and work/life issues for lawyers, and authored Solving the Part-Time Puzzle: The Law Firm’s Guide to Balanced Hours (NALP 2004). In addition, she was deputy director of the Center for WorkLife Law, PAR’s parent organization, from 2003 to 2010. WLL pioneered the research behind family responsibilities discrimination, and she and Williams authored the only legal treatise on the topic. She continues to work with both PAR and WLL as a senior advisor. She has written numerous articles, has been quoted widely, and speaks across the country to bar associations, law firms, and client groups. For more information, please visit Joan C. Williams is a distinguished professor, the 1066 Foundation Chair, founding director of the Center for WorkLife Law at the University of California, Hastings College of the Law, and director of the Project for Attorney Retention. She is the author or co-author of seven books and over seventy scholarly articles, and was awarded the Margaret Brent Women Lawyers of Achievement Award in 2006. With Cynthia Calvert, she has authored a series of influential studies of work-family balance in the legal profession, including the path-breaking “Balanced Hours” (2000), “Better on Balance?” (2003) and Solving the Part-Time Puzzle: The Law Firm’s Guide to Balance Hours (2004). Williams has run four working groups on stereotyping and cognitive bias. The first founded the study of “maternal wall” bias in social psychology, and led to a special issue of the Journal of Social Issues (2004) (edited by Monica Biernat, Faye Crosby & Joan C. Williams) that won the Distinguished Publication Award of the Association of Women in Psychology. Follow her on her Huffington Post blog. The WorkLife Law website is


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Product Details

  • Paperback: 142 pages
  • Publisher: CreateSpace Independent Publishing Platform (March 17, 2011)
  • Language: English
  • ISBN-10: 1456561952
  • ISBN-13: 978-1456561956
  • Product Dimensions: 6.7 x 0.3 x 9.6 inches
  • Shipping Weight: 11 ounces (View shipping rates and policies)
  • Average Customer Review: 4.0 out of 5 stars  See all reviews (1 customer review)
  • Amazon Best Sellers Rank: #2,301,706 in Books (See Top 100 in Books)

More About the Author

Joan C. Williams has played a central role in reshaping the debates over women's advancement for the past quarter-century. Described as having "something approaching rock star status" by The New York Times, Williams was awarded the American Bar Foundation's Outstanding Scholar Award (2012), the Elizabeth Hurlock Beckman Award (2012),the ABA's Margaret Brent Award for Women Lawyers of Achievement (2006), and the Gustavus Myers Outstanding Book Award for Unbending Gender: Why Family and Work Conflict and What to Do About It (Oxford University Press, 2000). In recognition of her interdisciplinary work, Williams gave the 2008 Massey Lectures in American Civilization at Harvard University, delivered in prior years by (among others) Eudora Welty, Gore Vidal and Toni Morrison.

Williams, who is Distinguished Professor of Law and Hastings Foundation Chair at University of California, Hastings College of the Law, has authored or co-authored six books. She has written over seventy law review articles, including one listed in 1996 as one of the most cited law review articles ever written. Her work has been excerpted in casebooks on six different topics.

As Founding Director of WorkLife Law (WLL), Williams has played a leading role in documenting workplace bias against mothers, leading to the Equal Employment Opportunity Commission's 2007 Guidance on Caregiver Discrimination. Her article "Beyond the Maternal Wall: Relief for Family Caregivers Who Are Discriminated Against on the Job," 26 Harvard Women's Law Review 77 (2003)(co-authored with Nancy Segal), was prominently cited in the landmark case, Back v. Hastings on Hudson Union Free School District, 365 F.3d 107 (2d Cir. 2004). Williams has organized social scientists to document workplace bias against mothers, notably in a 2004 special issue of the Journal of Social Issues titled "The Maternal Wall" (co-edited with Monica Biernat and Faye Crosby), which received the Distinguished Publication Award of the Association for Women in Psychology.

Williams also has played a central role in documenting how work-family conflict affects working-class families, through reports such as "One Sick Child Away From Being Fired" (2006), "Three Faces of Work-Family Conflict" (2010) (co-authored by Heather Boushey of the Center for American Progress), and "Improving Work-Life Fit in Hourly Jobs" (2011). Williams' current research focuses on how work-family conflict differs at different class locations; on the "culture wars" as class conflict; on how gender bias differs by race; and on the role of gender pressures on men in creating work-family conflict and gender inequality.

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1 of 1 people found the following review helpful By Carolin K. Shining on December 11, 2012
Format: Paperback Verified Purchase
Flex Success addresses the problems facing women lawyers and the gender gap: if a woman wants to have family and yet retain her 'place' on the road to partnership consideration, what can she do? Several chapters summarize the research in this area, which establishes that the Gender Gap in women lawyers as partners (only 19% as of 2012) is not merely the time spent in family raising or the lack of women in the pipeline. Rather, the Gender Gap is a result of poor planning by law firm management.

Training associates is obviously expensive work. The more people a firm can retain, the better for the firm in the long run, period. So for male and female lawyers, flexible career paths can even the playing field. And the more they are planned in advance, the better positioned a law firm will be to profit accordingly.

These issues are not limited to raising children. As we enter the aging decline of baby boomers, more and more young attorneys will be asked to care for an elder. Giving attorneys of all stripes the ability to be human, to do the right thing for their family old and young, will be good for simply everyone. Even big firm managing partners.
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