The upcoming MothersEsquire National Conference, scheduled to take place next month in Louisville, Kentucky, will center on the theme “We Belong.” This message serves both as an affirmation and a collective call to action for attorney mothers across the country. Research continues to show that women in the legal profession are far more likely than their male counterparts to leave their careers due to the demands of childcare and family responsibilities, making the conference’s theme particularly timely and relevant.
In recent years, women have come to represent more than half of all law school students in the United States. Studies further indicate that approximately 80 percent of these women will become mothers by the age of 44. As a result, the majority of women attorneys find themselves balancing motherhood with their legal careers during what are typically their highest earning and most professionally significant years. Because of this reality, nearly every law firm or legal employer will eventually face the challenge of retaining talented women attorneys during and after their transition into motherhood.
When women exit the legal profession prematurely, both they and their employers experience significant financial and professional losses. The departure of experienced attorneys results in lost earning potential for the individuals and increased recruitment and training costs for organizations. Addressing this issue requires intentional strategies designed to support lawyer mothers and encourage long-term retention.
One effective approach is offering meaningful paid parental leave to all parents, regardless of gender or biological role in childbirth. When both parents are given equal opportunities to participate in early childcare, family responsibilities are more evenly shared, allowing mothers to receive stronger support at home throughout their careers. Another key factor is flexibility. Allowing attorneys autonomy in managing their schedules—while still meeting deadlines and performance expectations—has proven to be one of the most valued and cost-effective benefits for working mothers.
Professional development and community support also play an essential role. Employers who encourage lawyer mothers to attend events such as the MothersEsquire “We Belong” Conference, and who cover related costs, demonstrate a clear commitment to inclusion and retention. These opportunities allow attorney mothers to build networks, find mentors, and develop business connections, helping them not only remain in the profession but succeed within it.
Additionally, firms that sponsor conferences like MothersEsquire strengthen their reputation as supportive and forward-thinking employers. Such sponsorships can enhance recruitment efforts and foster goodwill with clients who value gender equity and family-friendly workplaces. Through intentional support and investment, legal employers can ensure that lawyer mothers truly feel that they belong—and thrive—within the profession.