Akin Gump recognizes that key components to supporting our lawyers in their careers are policies and programs that allow them to effectively manage work, family and other responsibilities. To that end, the firm offers a generous parental leave policy of up to 18 weeks for the primary caregiver parent. In 2014, the firm began offering an adoption reimbursement program, The program provides a reimbursement for qualifying adoption expenses to employees who have been employed by the firm for more than one year.
In 2015, Akin Gump launched an Infant Transition Program which provides up to eight weeks of transition care at a daycare center close to the office. The firm also offers an emergency backup child care and elder care benefit available to employees in all U.S. and London offices. These vital resources provide flexibility and options for personnel who are transitioning back to work following maternity and/or parental leave, and for those whose regular childcare option is temporarily unavailable or who have responsibilities caring for aging or ill parents.
The firm’s Reduced Work Schedule Policy, which allows lawyers to work significantly reduced schedules and remain on partnership track, reflects the firm’s commitment to providing a workplace that enables lawyers to fulfill parenting and family care responsibilities or to pursue activities designed to enhance professional development or stature in the legal community, while continuing to work as a productive and valued Akin Gump lawyer. Further, the firm’s policy specifically provides that lawyers working a reduced work schedule remain eligible for counsel and partnership promotion, and we have a significant track record of promotions of women who have availed themselves of the policy.
In 2015, Akin Gump launched a Flexible Work Arrangements Program for Business Services employees. Employees are eligible to request work arrangements that differ from the department, office or firm standard hours of work or location depending on their function and job responsibilities within the firm. Flexible work arrangements may include a flexible work day schedule, telecommunicating, or a reduced hours schedule.
Akin Gump’s New York and Washington, D.C. offices are piloting initiatives for working parents. These include a forum for discussion to bring working parents together to discuss relevant topics, as well as the development of resource pages on the firm’s intranet.