On Demand

Using Litigation Funding to Move the Needle on DEI in the Law

1h 1m

Created on January 13, 2022





Recent studies have shown that the largest percentage of women leaving BigLaw, and sometimes even the legal profession, are women around fifty years old, at just the time that they should be in the prime of their careers. Studies have also shown that the pandemic has compounded the situation, leading to further attrition from women lawyers at all levels (and increased stress levels among those that stay). And this impact is magnified for attorneys of color. While no one tool can improve the situation, this panel will discuss how litigation funding can be used to help women and other marginalized groups level the playing field in business generation and securing origination credit (sadly, the two do not automatically go hand-in-hand). Having a "book" is, of course, often the key to sustainable success in any law firm. 

This program is important not only for women litigators themselves but also for in-house lawyers and law firm leaders. Ensuring that experienced women litigators stay in the game makes good business sense. Jury research shows that women jurors have a statistically stronger preference for women lawyers, and all jurors find women lawyers generally more credible and trustworthy. There is also the AI Premonition study that shows women partners win their cases over 70% of the time.  Making sure your team has experienced women litigators from diverse backgrounds can facilitate successful business outcomes.

Learning Objectives:

  1. Examine the recent data about the state of women in the law, especially post-pandemic

  2. Make the business case for ensuring experienced women litigators remain in practice 

  3. Review what litigation funding is, and how to find and use it appropriately

  4. Determine whether your case or portfolio is ripe for litigation funding

  5. Apply strategies for using litigation funding as a business development tool

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