In the latest installment of our special series, "Parental Leave & The Legal Profession," we turn our focus towards an often-overlooked yet crucial player in the parental leave process: the manager. As the legal industry continues to grapple with the dynamics of parental leave, it becomes evident that the success of such policies is not only about the laws on the books but also about the culture fostered within the firm.

Managers are pivotal in this equation. They can either facilitate a smooth and supportive leave process or contribute to stress and reduced productivity. In many law firms, an attorney may report to multiple partners, making it essential for managers to coordinate effectively to support their team members effectively.

A recent study highlighted by Phoebe revealed that 98 percent of women executives intend to continue working full-time post-pregnancy, despite facing significant bias. The same study found that 61 percent of mothers in law have encountered demeaning remarks about their dual roles as professionals and parents, a sentiment less frequently directed at fathers. This bias not only undermines professional commitment but also propels talented individuals away from firms.

Effective Strategies for Managers

1. Mindset Matters: Managers should steer clear of viewing parental leave as a burden. Instead, recognizing the leadership skills and enhanced capabilities that parenting can bring to the workplace may help in appreciating this life stage as beneficial for the firm.

2. Engage in Robust Planning: Beyond compliance, managers should actively participate in planning work delegation, maintaining client relations, and ensuring smooth off-boarding and re-onboarding processes. Organized planning not only eases the transition but also boosts the firm's overall efficiency and morale.

3. Ensure Smooth Re-Onboarding: The return of an employee from leave is critical. Managers should discuss any changes in the firm or the employee’s circumstances before their return. Flexibility in work arrangements can significantly ease this transition, aiding in retention and long-term success.

The approaches highlighted here not only support the individual taking leave but also enhance team cohesion, client satisfaction, and firm loyalty. By viewing parental leave as an opportunity to demonstrate leadership and empathy, managers can profoundly impact an employee’s career trajectory and overall firm success.

Next month, we will delve deeper into strategies for employees as they navigate returning to work post-leave, focusing on balancing new parental responsibilities with professional growth. Stay tuned as we continue to explore how law firms can better support working parents, fostering an environment where every member feels valued and equipped to thrive.