In this Women Who Wow profile, get to know mid-size law firm Parker Ibrahim & Berg’s Partner and Director of Litigation Procedures (East Coast), Tracy DeWitt.

Tracy works closely with the heads of PIB Law’s litigation team in the day-to-day management of the firm’s East Coast litigation portfolio and the implementation of firm litigation policies and procedures. Tracy brings more than 25 years of litigation experience to her role. Connect with her on LinkedIn.

Here are some tips on how to develop a strong  personal social media content strategy to raise your profile, strengthen relationships and even bring in new business.

  1. Spend the time

Although there are currently more women than men attending law school and research shows women are outpacing men in joining top law firms, it appears that as they advance in their legal careers, many women lawyers leave their firms, don’t make partner, grow disillusioned with the industry and leave the practice of law. These numbers have starkly increased since the pandemic. Some are calling it the “she-cession” where women are downshifting their careers or leaving the workforce completely.

So why are so many women lawyers leaving the practice of law? Why would they abandon a lucrative career path especially after investing so much time and money into obtaining a JD?

In collaboration with ARK Group, Leopard Solutions is conducting a survey to identify the ways in which shifts in the legal profession – particularly over the past couple of years – are impacting women lawyers and their career paths.

Designed to gather information on the experiences of women lawyers who left Big Law firms, this voluntary and anonymous survey aims to offer insight key challenge areas and through the distribution of that information, improve how the industry supports female lawyers. Leopard is seeking to identify what factors or experiences led these women to leave the field and what changes would encourage them to stay in the profession.

Share your experience here by taking the Women Leaving Law survey.

I recently sat down with Laura Leopard, the CEO and founder of Leopard Solutions to find out more about Leopard’s Women Leaving Law survey.

Deciding where to invest your limited time, money and other resources when marketing a smaller or mid-size law firm can be a tricky balance – so it’s critical to evaluate

While women are almost half of the U.S. labor force, they comprise less than 5% of CEOs and less than 10% of top earners in the S&P 500; and for women of color are nearly invisible on both S&P 500 boards and Fortune 500 boards.

Catalyst reports that today, women still get offered fewer of the high visibility, mission-critical roles and experiences that are important to reaching the highest levels of leadership.

When it comes to law firms the numbers are also grim, but they don’t start out that way.

Half – if not more than half – of all law school classes are composed of women.

So men and women enter law firms in almost equal numbers, but then something happens, and the men keep rising and the women become flat or decline, and they wind up leaving their firms according to research by legal intelligence leader Leopard Solutions.

We know that there are a lot of reasons why this happens, including the fact that women are being asked to do more, they have family responsibilities, they’re looking for a complete change since the pandemic and they’re not necessarily always getting the support that they need from their firms in order to succeed.

So why are women leaving the practice of law today? And why aren’t women aren’t making partner like men are making partner in the legal industry today?