Análisis de las hipótesis vs los resultados

In every law firm, mentoring forms an essential feature of knowledge sharing and a means to enhance a practitioner's competence and prospects for career advancement. Hence, mentors are held in high esteem by the mentees.

4.2.2.1. Mentoring

Participating partners MP1 and MP2 were interviewed about mentoring policies in their respective firms. Each partner explained that the firms have policies geared towards offering equal opportunities for all practitioners. They revealed that where such mentoring obligations are not met, the onus falls on the dissatisfied practitioners to make a complaint to management.

MP2 agreed that mentoring represents a prerequisite for success as a solicitor and that a well-managed mentoring system can boost an associates' human capital and expose and improve professional competencies. He stated that existing policies ensure that adequate mentoring is provided to all without any bias. MP2 asserted that it would be difficult for management to be aware of lapses if affected solicitors fail to file reports.

“We consistently review our strategies regarding all spheres of practice including case allocations, mentoring and other opportunities. This is to avoid

183 bias or exclusions. Management can only be aware of any such behaviour through feedback from our solicitors.”

4.2.2.3. Inadequate mentoring opportunities for Female Participants

Some of the female solicitors reported that they often felt excluded due to the attitudes of senior male solicitors who are supposed to mentor them. All four female solicitors thought that a type of "male clique" or bond exist within their firms and leads to male favouritisms to the exclusion of females. PFS1, PF3 and PFS5 expressed this notion. PFS5, a single young white female solicitor, with four years PQE, from the large law firm F’ illustrated her experience as follows:

"When I started my training here, I was very happy and hopeful because the competition was tough. I guess I was chosen due to my first-class university degree. And when I was retained at the end of my training, I was the happiest girl. It was very fulfilling for me, like a dream come true. We all did things together as one. But with time, I noticed a situation where it was like the "boys versus us" and that we didn't matter. I couldn't understand initially."

PFS6, an Asian female solicitor with four years of PQE, said that she had a similar experience in her male-dominated large law firm. She explained that initially, she thought the reason for her marginalization was due to her Asian ethnicity. But she later realised that it was “more of a male versus female thing”.

PFS1, a senior white female solicitor, described her shock when she realised how adeptly the male solicitors in her Mergers and Acquisitions Department "ganged" up against her. She stated that her mentor at the time preferred to take her male colleagues to crucial meetings and on overseas travels instead of her. She explained that she was often given the excuse that such trips were more suitable for the unencumbered male.

4.2.2.4. Mentoring influenced by social connections.

Another factor that was found to influence mentoring opportunities in the large law firms F and G was the impact of social connections, which creates “comradeship” among male solicitors. Participants revealed that attendance at similar higher

184 institutions formed the basis for strong male bonds across the two firms. PFS1 and PFS3 both indicated this aspect when explaining the mentoring culture in their firms. They revealed that male solicitors from similar social backgrounds bonded more than female solicitors. Many male solicitors in their firms shared some form of connection, as they had attended the same public schools or had friends or family members who had done so. They revealed that partners or senior solicitors prefer to engage with fellow males from their alma mater than a “stranger” they know little about.

PFS1 described her observation at work about the male bonding and the selective mentoring opportunities it leads to for male solicitors. According to PFS1:

"The culture here is something else. You must have attended a school or college to belong. You must have the connection, else you remain non-existent as far as things go. You can't complain, or your situation gets worse. It is a culture of intimidation. And the women are worse off."

PFS3, from the other large law firm ‘G’, corroborated similar behaviours about her mentor. She explained that her male mentor always preferred to work with the men at the law firm. They would discuss fundamental issues over glasses of beer at the pub or during their usual male banter sessions, which excluded her. She reported the following:

“I felt really sad at those times because it seemed like there was always a competition between the male and female solicitors. And sadly, the male partners would listen to what the men said than what I had to say. It got worse after I got married. I hardly had any serious mentoring sessions with him.”

The views of PMS4, a black public school-educated male solicitor with four years PQE was different. He noted no discrimination or bias with regards to mentoring opportunities in law firm G. PMS4 confirmed that he shares a good professional rapport with his mentor and has received outstanding opportunities so far. He expressed his satisfaction with his "mates", stating that he knew some of the senior solicitors while at his college and university. He blamed the female solicitors for having strained relationships with some male mentors. He said:

“I am ok with my “mates”. Many male mentors are afraid to get close to the ladies here. Bosses are afraid for their reputations and prefer to take along guys because there’ll be no hue and cry over harassment. Women always claim harassment and that deters many male solicitors from getting close. I think that

185 is a big problem because when you are being mentored, there is always this closeness. You always are in contact with your mentor and work closely together. But ladies tend to misinterpret every step a man takes. Yeah!! I think that’s the problem.”

The data obtained from PFS1 regarding the culture in large law firms which was presented earlier in this chapter, indicates the existence of a culture of silence among participating solicitors. The solicitors seem to remain silent in the face of biases and other challenges.

PFS1 in explaining this culture in her large firm, stated,

“The culture here is something else. You must have attended a school or college to belong. You must have the connection, else you remain non-existent as far as things go. You can’t complain, or your situation gets worse. It’s a culture of intimidation. And the women are worse off.”

The finding confirmed that social connections affect mentoring opportunities in large firms and such social connections are found to exist mostly among male solicitors. An example of a beneficiary of this trend is PMS 4 who found his mentoring opportunities worthwhile. His relationship with his fellow male colleagues from public schools overshadowed any possible bias due to his ethnic background. Secondly, female solicitors in large law firms do not gain adequate mentoring opportunities necessary for growth.

Ashley and Epsom (2013) conducted a study regarding the impact of social class within five elite large law firms in London and revealed that social connections play a role in career advancements. Sommerlad and Sanderson (1998) had also observed similar trends within the legal profession in the UK almost two decades ago.

The explanation of MP1 when interviewed about the existence of such biases indicated that the management might be unaware of these practices. According to MP1, the affected solicitors are solely responsible for informing the management about their experiences. MP2 expressed a similar lack of knowledge about the biased impact of social connections among practitioners.

However, the explanations offered by the two partners (MP1 & MP2) were challenged by the participating solicitors in their responses to other forms of work behaviours. The data from the female solicitors revealed that the culture of silence is prevalent among

186 practitioners. They claimed that the resort to silence is due to the fear of being victimised. They revealed that the option has been to remain apathetic to their situation.