III. PERSPECTIVA DEL ESTUDIO
3.1. Interdisciplina, complejidad y la mirada ecológica en las ciencias sociales
3.1.4. Disciplinas en contacto: propuesta de un marco integrador
3.1.4.4. Aportaciones desde los Estudios Culturales: una síntesis interdisciplinar
(n=36)
1 taking time out from the profession (parental leave) (33%)
2 Better work-life balance (25%) 3 More flexiblity to balance my work
and personal responsibilities (19%) Looking for a change/ something new (19%)
Mental or physical health reasons (19%)
The Bar
Other roles
(n=119)
1 Better work-life balance (65%) 2 More interesting or varied work (52%)
Unhappy with the workplace culture (52%)
3 Better salary/remuneration (45%) 4 Reduced stress and pressure (44%) 5 More flexiblity to balance my work
and personal responsibilities (40%) too much pressure on billable hours (40%)
Figure 17 – 15 most frequent and important reasons for career moves reported by males
Better salary/remuneration Unhappy with the workplace
culture
More interesting or varied work Unhappy with the leadership
and direction of the organisation
Better quality of work
Better work-life balance
Lack of promotional opportunities Better position/ significant job
opportunity Unhappy with the relationship I had with the person to whom I
reported
Looking for a change/ something new Change in practice area/
di erent type of work More flexibility to balance my
work and personal responsibilities Reduced stress and pressure
Better learning and development opportunities More scope for flexible working arrangements 2.30 2.35 2.40 2.45 2.50 2.55 2.60 2.65 2.70 2.75 20% 25% 30% 35% 40% 45% 50%
MOST IMPORTANT, LESS FREQUENT MOST IMPORTANT, MOST FREQUENT
LESS IMPORTANT, LESS FREQUENT
LESS IMPORTANT, LESS FREQUENT High importance
Low importance
Less frequent Most frequent
Figure 16 – 15 most frequent and important reasons for career moves reported by females
More interesting or varied work Better quality of work
Unhappy with the workplace culture Unhappy with the leadership
and direction of the organisation
Looking for a change/ something new
Better work-life balance Better position/ significant job
opportunity
Lack of promotional opportunities It’s part of my career plan
Change in practice area/ di erent type of work More independence/ control in
work
Unhappy with the relationship I had with the person to whom I
reported
More flexibility to balance my work and personal
responsibilities More scope for flexible
working arrangements 2.20 2.25 2.30 2.35 2.40 2.45 2.50 2.55 2.60 2.65 2.70 15% 20% 25% 30% 35% 40% 45%
MOST IMPORTANT, MOST FREQUENT LESS IMPORTANT, LESS FREQUENT
MOST IMPORTANT, LESS FREQUENT LESS IMPORTANT, LESS FREQUENT
Less frequent Most frequent
High importance
the Figures above show there were some similarities in the most important and most frequent factors that led to a career move for males and females. the following factors were most frequent and most important for both females and males:
• unhappy with the workplace culture • unhappy with the leadership and
direction of the organisation • better quality of work elsewhere. When analysing the female cohort more closely, some significant differences can be seen. Female in-house lawyers were more likely than females in private practice or at the Bar to report that the following factors played a role in their career moves:
• better work-life balance (48% compared to 35% at the Bar and 28% in private practice)
• reduced stress and pressure (35% compared to 13% and 20%)
• too much pressure on billable hours (19% compared to 10% and 10%) • wanted to give back to the
community (9% compared to 1% and 3%)
• wanted a change in practice area (35% compared to 22% and 24%) • better position/ significant job
opportunity elsewhere (38% compared to 14% and 31%) • redundancy/ termination of
employment (11% compared to 3% and 7%).
Females in private practice were more likely than females working in-house to report that their career move(s) was due to better mentorship elsewhere (19% and 14% respectively).
Female barristers were more likely than females in private practice to report the following as reasons for their career moves in the last five years: • more flexibility to balance work
and personal responsibilities (39% compared to 19%)
• more interesting or varied work (50% compared to 36%)
• more independence/ control in work (52% compared to 19%).
3.6 Career intentions
Survey respondents were asked to indicate whether they would consider moving to a new job/new employment circumstances in the next five years. As shown in Figure 18, females were more likely than males to consider moving to a new job in the next five years (37% and 31% respectively).Figure 18 – Future career intentions by gender
Base: All respondents n=3,801, females n=2,754, males n=1,047
Respondents considering making a career move were then asked to indicate the timeframe within which they would do this. As shown in Figure 19, females and males were most likely to consider a career move in the next 12 months (31% and 30% respectively), followed by 1-2 years (26% and 23% respectively). Males were significantly more likely than females, however, to report a career move in 3-5 years (25% and 20% respectively).
Base: All respondents considering (yes, maybe) career move n=2,357, females n=1,819, males n=538 37% 34% 29% 31% 49% 21% 0% 10% 20% 30% 40% 50% 60% Yes No Maybe Females Males 31% 26% 20% 23% 30% 23% 25% 23% 0% 5% 10% 15% 20% 25% 30% 35%
Next 12 months 1 - 2 years 3 - 5 years Not sure
Females Males Figure 19 – Timeframe for future career moves by gender
3.6.1 Future career moves
Respondents who reported considering a new job/new employment circumstances within the next five years were asked to indicate where they might consider moving to. Figure 20 outlines where respondents were planning to move from and to.
Females working in private practice were most likely to consider a move to an in-house role (37%) followed by another role in private practice (28%). only 5% of females in private practice reported considering a move to the Bar. there were some notable gender differences in career intentions:
• Females were more likely than males to consider moving from private practice to an in-house role (37% and 24% respectively).
• Males working in private practice were over twice as likely as females to consider a future move to the Bar (12% and 5% respectively).
3.6.2 Reasons for future career moves
Survey respondents considering moving to a new job/employment circumstances in the next five years were asked to indicate the factors that would play a role in their decision to move, and the extent to which these factors would influence their decision to move.
Figure 21 (overpage) provides a breakdown of the 15 most frequent and important factors that females reported would play a role in their future career moves.
Figure 22 (overpage) provides a breakdown of the 15 most frequent and important factors that males reported would play a role in their future career moves.
the Figures overpage show that there were some similarities in the most frequent and important factors for future career moves reported by males and females. For example, better work-life balance and more interesting and varied work elsewhere were frequent and important factors reported by males and females.
However, females were more likely than males to give greater importance to flexibility to balance work and personal responsibilities, and lack of promotional opportunities, when considering future career moves.
Figure 20 – Intended future career moves by females and males
Base: Respondents considering (yes, maybe) a career move in the next five years n=1,882, females n=1,435, males n=447
From Private Practice to F= 60% (n=886) M=67% (n=298) From In-House to F=26% (n= 376) M=1 9% (n=85) Others* F=26% M=20% Other Legal Roles F=9% M=12% The Bar F=6% M=4% Private Practice F=7% M=12% In-House F=52% M=53%
From the Bar to F=4% (n=63) M=9% (n=41 ) Others* F=33% M=46% Other Legal Roles F=40% M=37% The Bar F=8% M=7% Private Practice F=2% M=2% In-House F=17% M=7% Others* F=24% M=29% Other Legal Roles F=6% M=8% The Bar F=5% M=12% Private Practice F=28% M=27% In-House F=37% M=24% Others* F=20% M=30% Other Legal Roles F=32% M=26% The Bar F=8% M=13% Private Practice F=15% M=13% In-House F=26% M=17%
From other legal roles to F=9% (n= 1 30)
M=5% (n=23)
*Non-legal roles/break/retirement/other