Data collection from Participating Solicitors

As stated earlier, data were obtained from two main groups of participants (those in authority like partners, Sole practitioner, HR Director and then the employed solicitors). Different sets of questions (Appendices 1 and 2) were designed to match the category of participants. Different sets of questions yielded different but appropriate responses about the issue under study.

The data reflected the actual position of the situation across the different law firms in England (Cassell & Symon, 2002). Serving partners formed the part of the research sample because they are an indispensable part of the selection process during promotions. Their contributions played a significant role in explaining the promotion process while participating solicitors provided the data about their ambitions, challenges and perceptions of their work lives and career aspirations.

3.5.5.1. Semi-structured interviews with participating- male and female solicitors The semi-structured interviews with participating male and female solicitors formed the second half of the data relied on in this research. It was deemed partial to obtain information from law firm partners without also obtaining detailed data from the work

156 experiences, perceptions and opinions of those whose plight this research is seeking to explore.

The semi-structured interviews of the solicitors were all in the English language. A similar procedure as in the interviews with the seven partners was followed in the semi- structured face-to-face interviews with all of them. It was easier to have contact with the solicitors than partners because the solicitors seemed eager to share their experiences.

Face-to-face interviews were arranged and held with each solicitor at different times according to an agreed schedule in their law offices. The first batch of semi-structured interviews was held within nine months (November 2015 to July 2016).

The senior solicitors were interviewed first since they were the focus of the research. Senior solicitors with at least six to eight years PQE and junior associates were included in the research to obtain a representative view of some issues raised in the literature review e. g. Female marginalisation and feminisation, discrimination, low pay. (Bolton & Muzio, 2007; McGlynn,2000; Sommerlad & Sanderson,1998; Ward, Moran & Winderfeldt, 2012).

During the data transcription process, it was observed that four senior female solicitors/ participants from medium law firms out of the solicitor–participants interviewed earlier were already performing the duties of partners without being formally designated as partnerships for periods ranging from one to three years. The validation of themes in the early and later stages of inductive thematic data analysis was essential to prevent possible loss of vital phenomena (Miles & Huberman, 1994). Reflexivity as an attitude of attending systematically to the context of knowledge construction was undertaken at every step of the research process (Creswell, 2014). The reflexivity led to the re-interviewing of the four senior female solicitors from three medium firms between August and early September 2016 for about 40minutes each, using Skype.

Skype is a Microsoft electronic media system that enables video sessions. Statements were handwritten as the session could not be recorded simultaneously while using Skype. The use of Skype was suggested to avoid disaffection by participants to save time, limit transport expenses and journey times. During the Skype interviews, the

157 researcher presented the observations. Each of the four senior solicitors was asked to comment further on their experiences and opinions about their current circumstances. The second interview helped to clarify the data on those being delayed in their respective firms and facilitated to further create meanings of their lived work experiences.

Every semi-structured interview with participants at all stages began with an explanatory statement explaining the aim of the research as well as the terms of participation. Confidentiality issues were clearly explained. All the participants demanded anonymity and confidentiality. All participants were fully informed of the need to record the responses and the reasons why a recorded interview session was preferred were explained to them. The interviews were therefore, held voluntarily.

3.5.5.2. Semi-structured interviews with two EX- practitioners recruited through snowball sampling

All semi-structured interviews with participating -solicitors from small to large law firms were held at their offices except those of the two ex-practitioners who were recruited through the snowball sampling method. The two female solicitors were introduced as those with good professional experiences to share. Semi-structured interviews with them were held at an agreed Conference Centre in the North London in September 2016. Both were interviewed voluntarily on separate days but at their convenient times. The face-to-face interviews were conducted in English and lasted between 50 to 70 minutes each. Each of the two participants allowed a recording of the interview sessions with a Dictaphone which was later transcribed.

3.5.6. Schedule of semi-structured interviews with Participants

Berg (2009) defined an interview as "a conversation with a purpose" (p.101). The interview schedule was, therefore, arranged in consonance with the format recommended by Teijlingen and Forrest (2004). They proposed that interviews should have a natural flow.

158 The interview commenced with questions on the demography of participants. Questions on post-qualification experiences were considered very important and used for the comparative analysis of trends in the promotion models.

This was followed by questions on the issues that underpinned the research which helped to either corroborate or dispute the trends found in the literature about the profession. Obtaining their views and explanatory statements on their work–life experiences and particularly their understanding of the implementation of the promotion to partner models in their respective firms provided adequate data from which meanings were created.

The questions covered the promotion processes, long/billable hours, work-life balance, maternity -support, the well-being of participants, law firm management and culture/biases. It also covered issues on case management, networking opportunities, the conception of career success/goals, equal opportunities/diversity and inclusion. As the purposely selected research sample includes both senior and junior associates, but some questions concerning promotion to partner levels were limited to senior associates. Not all questions on the schedule were asked. It depended on the type of firm and who was the interviewee. Most firms appoint partners from 6 years PQE and above in traditional law firms. In ABS firms, a financial investor approved by the Law Society as fit and well can become a partner or director immediately. No law degree qualification or post-qualification period is required.

Open-ended questions featured mostly during the interview because they provided a framework for rich data (Berger, 2009; Teijlingen & Forrest, 2004). All the participants spoke freely and gave narrative responses where required. Sometimes, follow-up questions by way of exclamations which were not overtly listed within the interview schedule sufficed but helped to clarify or explain data. Such exclamations emerged based on the responses of the participants. An example was exclaiming the word “really?” which prompted the participant to provide more explanations.

As the solicitor-participants were from different law firms with various post - qualification experiences, some questions were not asked where such data was not necessary. For instance, issues about the impact of ABS were not put to those in traditional law firms without ABS. Also, participating -full-time solicitors were not asked

159 about part-time work and its impact on their careers. Those without children were not asked about childcare and or maternity issues except where they indicated having caring responsibilities for non-biological children.

During the second interviews with the four senior solicitors by Skype which focused on their roles, some teary moods were encountered. Two of the participants became emotional while explaining their professional experiences. Although it was for a brief period, it expressed how they felt about their work circumstances.

An effort was made by the researcher to reduce ambiguity by clearly wording the interview questions to which the participants responded fully. Participants were encouraged to openly discuss their experiences by being consistently reminded of the researcher's commitment and adherence to confidentiality and anonymity during the research process. At the end of each interview, each participant was given the opportunity to ask further questions or make comments.

3.5.7. Post-viva/Supplementary semi-structured interview