Therapist Insights / Professional Mental Health
Female attorneys are 4.6x more likely to leave law.
A number travels further than the study behind it. The 4.6 figure attached to women leaving law is real, it comes from a peer-reviewed survey of 2,863 licensed attorneys, and it does not measure what the headline implies. What it does measure is sharper and more useful, and it names a collision that no firm policy resolves by itself.
THE QUICK TAKEAWAY
Women attorneys do report contemplating leaving law over mental health at higher rates than men: roughly one in four, against 17.4 percent of men, in a 2021 PLOS ONE survey of 2,863 licensed attorneys. The 4.6 figure comes from that same study, but it compares women with high work-family conflict against other women with low work-family conflict, and it is an odds ratio for considering leaving rather than a measured exit rate against male colleagues. Read correctly, the finding is more specific: what predicts a woman leaving law is the collision between caregiving load and the years partnership is decided. CEREVITY clinicians treat that collision as a clinical problem, not a scheduling one.
§01 / 09 / Definition
The load that never appears on a review.
Women attorneys carry a second workload that no billing system records: caregiving, household coordination and the logistics that hold a family together. American Time Use Survey data for 2025 shows women in households with a child under six spent 2.8 hours a day on primary childcare, against 1.7 hours for men.
Nothing in a firm's reporting captures the second workload. The billing system records hours. The evaluation records matters closed, client feedback and, at the senior end, revenue attributed. None of those instruments has a field for the fact that one lawyer in a two-lawyer household is the one who knows which child needs a form signed, which parent has a cardiology appointment, and which of the three people depending on her will call first when something goes wrong. The Bureau of Labor Statistics measures this at population scale rather than inside law firms, and the 2025 American Time Use Survey is unambiguous about the shape of it: 87 percent of women and 75 percent of men spent some time on household activities on an average day, women averaging 2.8 hours against 2.1 for men. In households with a child under six, women spent 2.8 hours a day providing primary childcare where men spent 1.7, including 1.3 hours of physical care such as bathing or feeding a child against 38 minutes. Those gaps describe the whole American workforce, not lawyers specifically. A profession built on annual billable targets does not suspend them; it stacks a demanding job on top of a distribution that was already lopsided, and then evaluates everyone as though the second workload did not exist.
Five pressures that land on the same set of years
Two full workloads, one calendar
The second workload is not part-time and does not negotiate. It arrives on school schedules and at 2am, and it does not defer for a closing. Most descriptions of attorney burnout assume one job. Women in law are frequently running two, and the exhaustion that produces is qualitatively different from long hours alone.
The partnership window and the caregiving window are the same window
Partnership decisions cluster in the years between roughly thirty and forty. So does the heaviest period of dependent care. That overlap is not bad luck or bad planning. It is a structural collision between two timetables neither of which can be moved, and it lands on women far harder than on men.
Origination credit is allocated, not simply earned
Compensation at partner level turns on who is recorded as originating the client. Origination is often assigned by relationship history and by negotiation, which means a lawyer who did the work can watch the credit settle elsewhere. Once credit lags, the compensation gap compounds annually and cannot be recovered by working harder.
Availability is read as commitment
Firms rarely measure commitment directly, so they use a proxy: how quickly you answer, how visibly you are present, how rarely you are unreachable. A lawyer carrying a second workload fails that proxy on the nights she is least able to explain why, and the assessment forms while she is not in the room.
Noticing becomes absorbing
The lawyer who notices that a junior is struggling, that a client is anxious, that the team needs a difficult conversation is usually the one who then handles it. That labor is genuinely valuable, almost never counted, and disproportionately allocated to women. It consumes the hours that business development would otherwise occupy.
▶ Research
Stated plainly, because the headline number and the underlying finding are not the same claim: the peer-reviewed source of the 4.6 figure did not find that women leave law 4.6 times as often as men. Anker and Krill reported that, among women attorneys, those with high work-family conflict had 4.60 times the odds of contemplating leaving compared with women who reported low work-family conflict. Three things separate that from the headline. The comparison group is other women. The outcome is considering leaving rather than having left. And an odds ratio on a common outcome overstates the multiplication of risk that most readers hear in the phrase "more likely." The gap between women and men in the same study is real and much smaller: about one in four women against 17.4 percent of men. Everything in this article is built on the finding as published, because the published finding is the one that tells a woman weighing this decision something she can use.1
What survives a careful reading
The gender gap is real, and it is not 4.6
Roughly one in four women against 17.4 percent of men is a genuine and statistically significant difference, and it sits alongside significantly higher proportions of women in the elevated ranges on validated depression, anxiety and stress measures in the same sample. A difference of that size across a profession of hundreds of thousands of lawyers matters enormously. It just is not the number in most headlines.
The predictor is unusually specific
In the final adjusted model for women, the variables still predicting contemplation of leaving were work-family conflict, younger age, high stress and pandemic-related anxiety. Work-family conflict carried the strongest association by a wide margin. For men the picture differed: overcommitment to work predicted leaving, and strong promotion prospects predicted staying, while promotion prospects had no such association for women.
The response rate limits how far the number travels
The authors invited 80,000 randomly selected members of two bar organizations and analyzed 2,863 responses, a 6 percent response rate from California and the District of Columbia. That is a normal number for attorney survey research and it still means the sample skews toward people motivated to answer a mental health survey. Treating the finding as a description of a mechanism is defensible. Treating it as a national census is not.
Three loads that are not written into the same ledger
Attrition conversations usually treat a departure as one decision made on one day. In practice a departure is the point at which three separate loads stop fitting into the same week. Each is real, each is measurable in principle, and only the first is recorded anywhere the firm can see it.
The work that is counted
Billable hours, matters, deadlines, the trial that moved. This load is visible, defensible and the one everybody talks about, which is exactly why it absorbs all the attention in wellbeing programs. Reducing it helps. It is also the load least likely to be the reason a senior woman finally leaves.
The work that is coordinated
Childcare, eldercare, school logistics, medical appointments, the mental register of what everyone in the household needs next. The national time-use data puts the daily gap between women and men at roughly an hour of direct childcare in families with young children, before any of the planning is counted. None of it appears on a review.
The work of being read correctly
The effort of establishing, repeatedly, that you are the lawyer rather than the associate, the paralegal or the court reporter. Experienced women in large firms describe being mistaken for a lower-level employee as a recurring rather than isolated event. Each correction is small. The cumulative cost is not, and it lands on top of the other two loads.
§02 / 09 / Telehealth
What the 4.6 figure actually measures.
Published in PLOS ONE in 2021, the 4.6 figure is an odds ratio rather than a count of departures. Women attorneys reporting high work-family conflict were 4.60 times more likely to contemplate leaving law than women attorneys reporting low work-family conflict, with a 95 percent confidence interval of 3.09 to 7.01.
The comparison group is other women, not men
Justin Anker and Patrick Krill published "Stress, drink, leave" in PLOS ONE in 2021, drawing on 2,863 currently employed attorneys, 1,473 of them women and 1,390 men, recruited from the California Lawyers Association and the D.C. Bar. The 4.60 figure comes from a logistic model run within the women in that sample. It compares women reporting high work-family conflict against women reporting low work-family conflict. It is not a comparison between women and men, and no figure in the paper compares women to men at that magnitude.
The outcome is contemplation, not departure
Respondents were asked, in the study's own wording, whether they are "considering, or have you left the legal profession due to mental health problems, burnout, or stress." That single item pools people who have already gone with people who are turning the idea over on a bad Thursday. Roughly one quarter of the women answered yes, against 17.4 percent of the men. Those are people weighing an exit, which is a serious and useful signal, and it is not the same measurement as an attrition rate.
An odds ratio is not a risk ratio
Odds ratios and risk ratios diverge once an outcome stops being rare, and at a base rate around one in four this outcome is not rare. An odds ratio of 4.60 on a common outcome corresponds to a considerably smaller multiplication of actual risk. The comparison most readers assume the headline is making, women against men on the raw proportions, works out at roughly 1.4 rather than 4.6.
§03 / 09 / Mechanism
Why attrition is not the pipeline problem.
Pipeline explanations assume too few women are entering law. Women attorneys were 52.09 percent of law firm associates in 2025 and 29.55 percent of partners, according to the NALP diversity report, which describes a retention gap rather than a supply gap.
Pipeline framing had a shelf life and it expired some time ago. Women have been the majority of law students since 2016 and were 56.2 percent of enrollment by 2023, and the American Bar Association puts women at 41 percent of all United States lawyers as of 2024, up from 36 percent a decade earlier. NALP's 2025 diversity report records women at 52.09 percent of law firm associates, a majority for the third consecutive year, and at 29.55 percent of partners and 26.5 percent of equity partners. Entry is not the constraint. The constraint sits between associate and equity partner, in the years when the second workload is heaviest and the compensation structure is being set for the rest of a career.
The 2019 report "Walking Out The Door," produced by the American Bar Association with ALM Intelligence, went looking for that constraint directly. It surveyed more than 1,200 lawyers in large firms who had been in practice at least fifteen years, the seniority band where an exit costs a firm the most and where a departure cannot be explained by a bad first year. Among the reasons experienced women gave for leaving or considering it, caretaking commitments were cited by 58 percent, stress by 54 percent, and the emphasis on marketing and originating business by 51 percent. The same research found a perception gap wide enough to explain why the problem persists: 88 percent of managing partners and senior men believed gender diversity was a priority at their firm, against 54 percent of the women in the same firms.
The economic layer underneath is blunt. In the survey behind that report, 1,262 respondents from NLJ 500 firms, 35 percent of women said arranging childcare was entirely their responsibility, where 1 percent of men said the same. Male partners in the sample reported average compensation of $959,000 against $627,000 for women partners. A gap of that size is not produced by effort. It is produced by origination credit, by which clients get assigned to whom, and by the compounding effect of a slow start in the years when the second workload peaks. Anxiety and low mood that develop under those conditions are frequently misread as a personal shortfall in resilience, which is why treatment for high-functioning anxiety so often begins by separating what is a symptom from what is an accurate reading of the environment.
► Standard advice vs. CEREVITY's approach
Standard therapy
"Read 4.6x as women leaving law far more often than men"
CEREVITY
"Read it as the load that most sharply separates women who stay from women who go"
Standard therapy
"Treat the gap as a supply problem to be fixed by hiring"
CEREVITY
"Treat it as a retention problem concentrated in one decade of a career"
Standard therapy
"Address exhaustion with a resilience program and a wellness app"
CEREVITY
"Address the specific collision between caregiving load and the partnership timetable"
| Standard insurance-based therapy | CEREVITY's specialized approach |
|---|---|
| "Read 4.6x as women leaving law far more often than men" | "Read it as the load that most sharply separates women who stay from women who go" |
| "Treat the gap as a supply problem to be fixed by hiring" | "Treat it as a retention problem concentrated in one decade of a career" |
| "Address exhaustion with a resilience program and a wellness app" | "Address the specific collision between caregiving load and the partnership timetable" |
A break from the page
This is a structural problem with a personal cost.
A first conversation is confidential and commits you to nothing. CEREVITY is a nationwide network of independent licensed clinicians working entirely private-pay, with no insurance claim submitted and no diagnosis on a payer record. If the discretion is the part that has been holding you back, start with a private inquiry.
§04 / 09 / Cases
Common challenges we address.
The senior associate who has already run the numbers
The patternA lawyer in her seventh or eighth year who has quietly calculated the cost of the next four and concluded it does not clear. She is performing well, she is not in crisis, and she has stopped putting herself forward for the work that would build a book of business, because the hours that work requires are the hours she does not have. The exhaustion presents as flatness and a slow loss of interest rather than as panic, which is why it is usually missed by everyone including her.
What we addressThe clinical work starts by separating three things that have fused: a reasonable assessment of an unreasonable structure, a depressive process that has narrowed what looks possible, and the belief that needing help at this point is evidence she was never suited to it. Where the anxiety is tied to specific high-consequence moments rather than to temperament, that pattern responds to treatment for anxiety tied to consequence, not temperament rather than to general stress management.
The partner who made it through and is still paying for it
The patternA woman who cleared the partnership decision, absorbed the years it cost, and now finds that the reward is the same job with more exposure and less margin. Her compensation lags peers she considers no better than herself, her origination numbers reflect credit decisions made years ago, and she has no framework for naming any of it that does not sound like a complaint. She often arrives describing a marriage under strain rather than a career problem.
What we addressWork at this stage tends to move between two registers: the grief of what the last decade actually cost, and the practical question of what the next decade will be built on. Where the strain has settled into the relationship at home, and both people have been managing logistics instead of talking, how partners rebuild conversation outside the logistics is frequently the piece that changes first, because it restores the one place recovery was supposed to happen.
§05 / 09 / Methods
Evidence-based treatment approaches.
CEREVITY clinicians match women attorneys to an approach after assessment rather than applying one method to everyone. Cognitive and acceptance-based work, nervous-system regulation, psychodynamic exploration, values and decision work, and trauma-focused treatment each answer a different presentation of burnout and chronic work stress.
Cognitive behavioral therapy
Targets the loops that keep a lawyer rehearsing a partner's tone at midnight or rereading a filed brief for the ninth time. Structured, time-limited and well suited to a person who wants to know what the work involves before committing. It is also the approach with the widest tested range across anxiety and depressive presentations, which matters when time is the scarcest resource in the room.
Acceptance and commitment therapy
Built for the attorney who has already argued with the anxious thought and lost the argument. Rather than working to eliminate the discomfort, the work develops the capacity to act on what actually matters while the discomfort is present. That framing tends to land well with women who have spent years being told to feel differently about a situation that has not changed.
Nervous-system regulation and mindfulness-based work
Trains attention and reduces the chronic physiological activation behind broken sleep, a short fuse at home and the inability to be present with a child after a bad week. For a lawyer who is functioning at work and disintegrating at 7pm, this is often where the first visible change happens, because it addresses the state rather than the story.
Psychodynamic and schema-informed work
Explores the long-running patterns around achievement, worth and permission that shape why setting anything down feels dangerous. Women who reached senior positions in law frequently did so by making themselves indispensable, and that strategy has a cost structure. This work is where the pattern behind the sense of not belonging in a room you earned usually becomes legible.
Values, decision and grief work
Not every presentation is a disorder. Some of what arrives is an unresolved decision carrying real loss on both sides: stay and pay a known price, go and lose an identity built over fifteen years. Structured decision work keeps that question in the room rather than letting it get settled at 3am by exhaustion, and it makes room for grieving the version of the career that was planned.
§06 / 09 / Investment
Understanding the investment in private-pay care.
Private-pay, nationwide, and built around a legal calendar
At CEREVITY, our online individual therapy sessions are structured as a direct investment in your mental agility and overall well-being. The investment includes:
- Licensed mental health professional specializing in confidential therapy for legal professionals
- Evidence-based, one-on-one approaches proven effective for burnout, anxiety, exhaustion, and career doubt
- Flexible online scheduling including evenings and weekends
- Complete privacy with no insurance involvement or red tape
- Women attorneys and law firm partners expertise and understanding
- Outcome tracking and progress measurement
The cost of women leaving law going unaddressed
Consider what is at stake when women leaving law goes unaddressed:
What private-pay changes for a lawyer
Working outside of insurance means no claim submitted, no diagnosis on a payer record, and no third party reviewing whether care should continue. For lawyers weighing a partnership decision, a lateral move or a firm's own benefit plan, the absence of a claim trail is not a luxury detail. The same reasoning drives therapy that leaves no insurance record among physicians facing credentialing questions, and it applies with equal force to attorneys. View our current rates here: cerevity.com/our-pricing-for-therapy/.
Session formats that survive a caregiving schedule
Care is delivered by secure telehealth nationwide across all 50 states, so a lateral move, a secondment or a trial in another state does not end the treatment. Steady work sits well in regular weekly appointments, while material that needs more room in one sitting, grief, trauma or a decision that keeps getting deferred, is better served by the extended format. The full range of formats and depths is set out across what care with the network involves.
§07 / 09 / Evidence
What the research shows.
The honest summary of the research is that the mechanism is better established than the headline number. Anker and Krill's 2021 PLOS ONE study of 2,863 licensed attorneys found women reporting significantly higher work-family conflict than men on a validated scale, mean 6.72 against 6.23, and found that within women, high work-family conflict carried 4.60 times the odds of contemplating leaving law compared with low work-family conflict. High stress carried a much smaller odds ratio of 1.82. For men the pattern was different in kind rather than degree: overcommitment predicted contemplating leaving, and strong promotion prospects predicted staying, an association that did not appear for women at all. That last detail is easy to skip and worth sitting with, because it means the reward structure that keeps men in the profession was doing no observable work for the women in the same sample.
► Three figures, read the way they were published
the odds of contemplating leaving law among women attorneys with high work-family conflict, against women attorneys with low work-family conflict (95% CI 3.09 to 7.01).
PLOS ONE, 2021
of experienced women lawyers said arranging childcare was entirely their responsibility, against 1 percent of men.
American Bar Association and ALM Intelligence, 2019
of law firm partners were women in 2025, while women held 52.09 percent of associate positions.
NALP, 2025
Set that alongside what the profession's own surveys report and the picture is consistent. The American Bar Association and ALM Intelligence surveyed more than 1,200 lawyers with at least fifteen years in practice for "Walking Out The Door" and found caretaking, stress and business development pressure named by 58, 54 and 51 percent of women respectively. In the underlying 2018 survey of 1,262 lawyers at NLJ 500 firms, 35 percent of women reported that arranging childcare was entirely their responsibility against 1 percent of men, and women partners reported average compensation of $627,000 against $959,000 for men. NALP's 2025 count puts women at 52.09 percent of associates and 29.55 percent of partners. None of those figures require a 4.6 to make the case. The case is that the years in which law decides who becomes a partner are the same years in which the second workload is at maximum, and that the profession has been measuring only one of them.
§§ / 09 / Recap
Key takeaways.
Five things to remember
- The 4.6 is real and it is not the comparison people think It is an odds ratio from a 2021 PLOS ONE study comparing women with high work-family conflict against women with low work-family conflict, on whether they were considering leaving law. The women-versus-men gap in the same study is closer to one in four against 17.4 percent.
- Work-family conflict is the strongest single predictor Among women attorneys in the study, work-family conflict outranked stress, age and every other variable in the adjusted model. Programs that target general stress without touching the caregiving collision are aiming at the smaller effect.
- This is a retention problem, not a supply problem Women have been the majority of law students since 2016 and were 52.09 percent of law firm associates in 2025, while holding 29.55 percent of partnerships. The loss happens between those two points, which is a narrower and more addressable window than a pipeline framing suggests.
- The decision does not have to be made while exhausted Staying and leaving are both legitimate outcomes, and both are made better by a clear head. The clinical work is not persuasion in either direction; it is restoring enough capacity that the choice is actually yours to make.
- CEREVITY provides this through online individual therapy nationwide, with full privacy through its private-pay concierge network and no insurance involvement.
§08 / 09 / FAQ
Frequently asked questions.
Are female lawyers really 4.6 times more likely to leave the profession?
Female attorneys are not 4.6 times more likely to leave law than male attorneys, and the study behind that number never said they were. The figure comes from a 2021 PLOS ONE survey of 2,863 licensed attorneys by Anker and Krill. Within the women in that sample, those reporting high work-family conflict had 4.60 times the odds of contemplating leaving law compared with women reporting low work-family conflict, with a confidence interval of 3.09 to 7.01. The comparison group is other women, not men, and the outcome is considering leaving rather than having left. The actual gender difference in that survey was roughly one in four women against 17.4 percent of men, which is a real and significant gap of around 1.4 times on the raw proportions.
Why are female lawyers leaving the profession?
Women attorneys leave law for reasons the research names consistently: caregiving load, stress, and pressure to originate business. In the American Bar Association and ALM Intelligence report "Walking Out The Door," which surveyed more than 1,200 lawyers with at least fifteen years in practice, caretaking commitments were cited by 58 percent of women, stress by 54 percent, and the emphasis on marketing and business development by 51 percent. Underneath those answers sits a timing problem: the years in which partnership is decided overlap almost exactly with the years of heaviest dependent care. Pay is a further factor, with women partners in the same research reporting average compensation of $627,000 against $959,000 for men.
What percentage of law firm partners are women?
Law firm partnerships reached 29.55 percent women in 2025, a record high, according to NALP's annual report on diversity in United States law firms. Equity partnerships, where compensation and governance actually sit, stood at 26.5 percent. The contrast with the associate ranks is the important part: women were 52.09 percent of associates in the same year and 55.26 percent of summer associates. Women attorneys are entering large firms in a majority and holding under a third of the partnerships, which is why the exit pattern is better described as a retention gap than a pipeline gap.
What is work-family conflict, and why does it predict leaving law?
Work-family conflict describes the state in which the demands of a job and the demands of home are structurally incompatible, so that meeting one reliably costs you the other. Researchers measure it with validated scales rather than by asking whether someone feels busy. In the 2021 PLOS ONE attorney study, women scored significantly higher than men on that scale, mean 6.72 against 6.23, and within women it was the strongest predictor of contemplating leaving law in the adjusted model, ahead of stress and age. It predicts departure because it is not solvable by working harder, which is the strategy most high-performing attorneys reach for first, and because the years it peaks in are the years partnership is decided.
Do female lawyers get paid less?
Female attorneys at partner level reported substantially lower compensation than men in the American Bar Association research behind "Walking Out The Door," with an average of $627,000 for women partners against $959,000 for men in a survey of 1,262 lawyers at NLJ 500 firms. Origination credit is the usual mechanism. Compensation at partner level turns heavily on who is recorded as originating a client, credit is often allocated by relationship history and negotiation rather than by who did the work, and a lag established early compounds every year afterward. That is a financial fact with a psychological cost, and it frequently arrives in a clinician's office described as a confidence problem rather than a structural one.
Will my firm find out if I start therapy?
Private-pay care with CEREVITY generates no insurance claim, which means no diagnosis code travels to a payer, no explanation of benefits is issued, and no utilization review sits between a woman attorney and her clinician. Employer-sponsored assistance programs and firm health plans operate differently, and the discomfort many lawyers feel about using them is not irrational even where the plan is genuinely confidential. Care is delivered by secure telehealth across all 50 states, so nothing about attending requires being seen in a building. The reasoning is the same one that leads physicians worried about credentialing to work outside of insurance.
Can therapy tell me whether to leave law?
No CEREVITY clinician will tell a woman attorney whether to leave law, and any clinician who offers to is answering a question that is not theirs. What the work can do is separate the parts of the decision that have fused: an accurate assessment of a structure that is genuinely costly, a depressive or anxious process that has narrowed what looks possible, and the exhaustion that makes every option look equally impossible at 3am. Once those are separated, the decision is frequently still difficult and it is finally yours. Some clients stay and change how they work. Some leave. Both outcomes count as a good result when they were chosen rather than defaulted into.
How many lawyers leave the profession?
Attorney departure figures vary by what is being counted, which is why the numbers in circulation disagree so sharply. The 2021 PLOS ONE study asked attorneys whether they were considering or had left law due to mental health problems, burnout or stress, and roughly one in four women attorneys and 17.4 percent of men said yes. That measures intent far more than completed exits. NALP's annual counts track the resulting shape instead: women hold 52.09 percent of associate positions and 29.55 percent of partnerships. Reading the two together gives a more reliable picture than either alone, because one captures what people are weighing and the other captures where they ended up.
How does your private-pay pricing structure work?
As a private-pay concierge network, we offer structured investments in your mental health without the restrictions or privacy risks of insurance. You can review our full fee schedule and specific session lengths directly on our website. While this costs more than insurance copays, it provides the flexibility, total privacy, and highly specialized care that standard options cannot offer. View our current rates here.
How do you protect my privacy?
Privacy is foundational to our network. As a private-pay network, your sessions never appear on insurance records or EOBs that could be seen by employers, boards, or family members. We use HIPAA-compliant nationwide telehealth platforms, and you can attend sessions from anywhere with a private internet connection.
§09 / 09 / Begin
The decision deserves a clearer head than this one.
Women in law spend their careers carrying risk for other people, usually while carrying a second workload nobody records. CEREVITY is a nationwide network of independent licensed clinicians providing confidential, private-pay care by secure telehealth across all 50 states. Call (562) 295-6650 or send a private inquiry.
Available by appointment 7 days a week, 8 AM to 8 PM (PST)§§ / Author
About Maria Gonzalez, PsyD.
Maria Gonzalez, PsyD
Dr. Gonzalez is a Licensed Psychologist offering therapy for executives, entrepreneurs, and high-achieving professionals. Her work integrates cognitive behavioral therapy, acceptance and commitment therapy, and psychodynamic approaches, calibrated to the demands of high-responsibility careers. She sees clients via CEREVITY's nationwide telehealth network. View full bio →
§§ / Sources
References.
- PLOS ONE. Stress, drink, leave: An examination of gender-specific risk factors for mental health problems and attrition among licensed attorneys. 2021. journals.plos.org
- American Bar Association, Commission on Women in the Profession. Broken Rungs on the Career Ladder: A New Analysis of Problems Encountered by Women Lawyers in Private Practice. 2020. americanbar.org
- American Bar Association. Profile of the Legal Profession: Women in the Legal Profession. 2024. americanbar.org
- National Association for Law Placement. 2025 Report on Diversity in U.S. Law Firms: Media Release. 2025. nalp.org
- U.S. Bureau of Labor Statistics. American Time Use Survey News Release. 2025. bls.gov
- CEREVITY. High-functioning anxiety and depression therapy. cerevity.com/anxiety-and-depression-therapy
- CEREVITY. High-stakes anxiety therapy. cerevity.com/high-stakes-anxiety-therapy
- CEREVITY. Therapy for physicians. cerevity.com/therapy-for-physicians
⚠ Crisis resources
If you are experiencing a mental health crisis or having thoughts of suicide, please reach out immediately. 988 Suicide & Crisis Lifeline · Call or text 988 Crisis Text Line · Text HOME to 741741 National Alliance on Mental Illness · 1-800-950-NAMI (6264)
