The power of female mentorship
Anne V. Dunne and Tonya M. Esposito.
As we reflect on our journeys through the legal profession, one theme emerges: the power of mentorship, particularly female mentorship. The power of female mentorship cannot be overstated, as it can play a critical role in transforming a talented yet uncertain junior attorney into a highly skilled and autonomous senior attorney.
Female mentorship is also a mutually beneficial relationship that encourages growth, resilience and dedication relative to navigating the challenges of a demanding profession. While women have been graduating from law school in equal or greater numbers to men for years, there is still a gender disparity among practicing lawyers beyond the associate level, and it grows wider with seniority.
Hallmarks of mentorship
One of the key hallmarks of a successful mentor-mentee relationship is an unwavering commitment by the mentor to nurture talent, foster professional growth and provide comprehensive support to the mentee—professionally and personally. Truly successful mentor-mentee relationships are built on a foundation of inclusivity and respect—not unbalanced power.
As the ABA has noted, the higher you look in the legal profession, the greater the gender disparity. In 2021, the ABA issued a report examining the reasons behind the exodus of senior women from the legal profession.
This report examined the challenges faced by senior female attorneys. While the report examined several factors, most notable for this article is isolation and the billable hour and its negative impact on relationship building. In the post-pandemic world, it is harder than ever to connect with colleagues and teammates.
Real-world mentorship
We have been mentor-mentees since 2019. Annie had just returned from her second parenting leave and was navigating the challenges of being a litigator with two children when she first began working with Tonya. Tonya, also a mother of two, had just expanded a client relationship and needed support in a new geographical region where Annie was admitted to the bar. Over the coming months, our relationship evolved from supervising attorney and midlevel associate into one of mentor-mentee.
During the pandemic, balancing work and child care became particularly challenging for working parents, and we worked late nights to accommodate the needs of our clients. For example, during emergencies with tight deadlines, such as preliminary injunction hearings, we never left one another to handle the workload alone. Instead, we would stay up and handle the task at hand, even if it meant staying up until 3 a.m.
We think that this leadership approach makes a significant difference. Knowing that someone else is in the trenches with you makes the work more bearable and motivates everyone to give their best effort. If you’re going to ask someone to take on an unenjoyable task, especially one that will require working all weekend or late into the night, it’s crucial to show that you’re willing to do it with them. It builds trust and loyalty and shows much-needed support.
Mentor-mentee relationships should be considered strategic partnerships. The more that a mentor invests in a mentee, the greater the payout is for both parties. Over the course of our mentorship, Tonya has spent countless hours counseling Annie on navigating difficult professional scenarios, such as unconscious bias and sexist comments at a previous law firm and positive professional transitions into a senior associate and a new firm.
Tonya has advocated tirelessly for Annie to have a seat at the table, including pitching client work, presenting in webinars and serving in a client-facing role. But it is not just Annie who has benefited. As Annie has become more senior, Tonya has gained a valuable first lieutenant on her team.
Evolving mentorship
We have seen firsthand how mentorship is professionally rewarding and deeply inspiring, which is why we think that others can find tremendous benefits. In a successful relationship, a mentee is given the opportunity to observe the mentor’s ability to balance their role as a top attorney and a supportive mentor.
This includes studying how a mentor treats their mentees as equals, respecting their opinions and encouraging healthy dialogue. Over time, a respectful and inclusive mentorship has the potential to have a profound impact upon a mentee.
One of the biggest challenges that we’ve faced is navigating the perceptions and expectations of others in the legal profession. Over time, we’ve encountered situations where others attempted to define our practices, identities and career trajectories based on their assumptions of us, rather than our knowledge and skill set.
It is crucial for us to believe in the value that we bring, even if it doesn’t align with someone else’s perception or fit neatly into predetermined boxes. Building a team, including mentees who understand their mentor’s leadership style, helps to create a supportive environment where everyone’s contributions are valued, and each team member has the opportunity to pursue their career goals.
An empowered mentee has learned the skills to continue the cycle by becoming a mentor to more junior attorneys. The mentee-turned-mentor will be focused on not just professional growth but also building a supportive and collaborative community within the legal practice.
Going forward, the mentorship triad will continue to thrive and grow. With each new attorney added to the mentorship, new skill sets and perspectives are gained, offering new opportunities for personal and professional growth and evolution.
Successful mentorship
Mentorship is more than teaching someone how to draft a brief or win a case. It is about empowering women to have a voice in a room where they are often outnumbered, to trust their instincts and to aspire to leadership positions.
We think that strong female mentorship can play a key role in the continued growth and equality in the legal industry. A junior female attorney benefits immensely from observing strong female leadership, recognizing their potential and evolving over time to mentor those more junior to her.
For more senior attorneys, there is an opportunity to impart legal knowledge and helpful wisdom garnered through years of practice and to learn from their more junior colleagues as they navigate the complexities of ethical dilemmas and professional challenges. Ever-evolving mentorship provides a nurturing environment for growth and development for mentors and mentees.
Anne V. Dunne, a litigation associate in Greenberg Traurig’s Boston office, focuses her practice on commercial litigation, concentrating on financial services, class action defense, government investigations and whistleblower litigation. Tonya M. Esposito, a shareholder in Greenberg Traurig’s litigation practice, focuses on a variety of consumer issues, including financial services, antitrust and marketing and advertising.
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