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Trust Flexibility | Incapacity Planning | Beneficiary Protection
WHEN YOUR CLIENTS
NEED LEGACY PROTECTION
“I never hesitate to refer my clients
to BECU Trust Services. Their
trust officers are centered on the
particular needs of the clients.
I’ve known them to be sensitive in
working with people. My clients
have nothing but praise for BECU.”
-Madeline Gauthier, Attorney
Creating a legacy plan incorporating a Trusteed IRA may be the right choice
for your clients who are considering how to best pass on their assets. At BECU
Trust Services, we know that deciding which strategy to take to protect one’s own
legacy is among the most important in a person’s lifetime.
BECU Trust Services is dedicated to the philosophy of people helping people.
We provide personalized services at competitive rates with lower minimums.
With a Trusteed IRA, your clients can take advantage of the tax benefits of an
IRA while having the control and security of a trust. Find out how a Trusteed
IRA can enhance your client’s estate plan. Contact us today.
as likely as men to leave law firms.
who identify as racial minorities face even
more significant barriers — as of 2016, 85%
of minority women attorneys in the U.S. quit
large law-firm practice within seven years.
While it’s true that just a few years ago
women made up almost half of all enrolled
law students and law school graduates, to-
day women make up just 18% of equity part-
ners in private practice and just 21.5% of
all partners (equity and non-equity) in our
7 Women make up 47.8% of sum-
mer associates and 44.7% of all associates
in private practice, but they do not seem to
be advancing professionally. Women make
up about a third of the U. S. Supreme Court,
a third of active judges in the Federal Cir-
cuit Court of Appeals, and a third of active
Judges in U.S. District Court. Our state Su-
preme Court is actually a majority women
with a woman chief justice. Washington
state’s two federal bankruptcy courts — the
Eastern District of Washington and the
Western District of Washington — do not
have a single woman judge currently.
Even more problematic, woman attor-
neys on the whole earned 77 cents on the
dollar to men in a salary-based comparison
in 2014.8 Women equity partners in the 200
largest U.S. firms earn 80 cents on the dol-
lar compared to their male colleagues. As
of 2016, the wage gap is widening the pro-
fession charged with protecting individual
rights. The attorney pay gap is the largest
of any professions. When I rattled off these
statistics to another leader in the profession
just two months ago, the leader said, “Maybe
the problem is women just aren’t as ambi-
tious.” That leader is a man. The same man
asked me if I had a “rich husband” so that I
could “play president” this year.
In 2012, the WSBA commissioned a
comprehensive membership study, which
studied seven diversity groups: older
members ( 40+), racial minorities (12% of
membership), sexual orientation minorities (9% of membership), women (45% of
membership), parents or caregivers (38%
of membership), attorneys with disabilities
or impairments (21% of membership), and
military personnel or veterans (13% of membership).
9 While there’s certainly crossover
or intersection among the groups, certain
findings ring true for woman attorneys in
Washington: Women experienced relatively high professional barriers compared to
other groups, despite comprising almost
half of the membership and slightly more
than half of the population of Washington.
The barriers included:
• Social barriers: Instances when
women were excluded, misunder-
stood, or treated differently by su-
pervisors, colleagues, or clients due
to being a woman.
• Barriers to opportunity: Instances
when women received fewer direct
opportunities to work with clients
or had limited responsibilities compared to their male peers or less
training than their male peers.
• Barriers to advancement: Instances
when women did not receive a raise
or a promotion due to being a woman.
So why does the word “lady” matter in
any of this? The term presumes a certain
set of behaviors, attitudes, and expectations
about how women should be. Those behaviors, attitudes, and expectations are often at
odds with what we expect in an attorney.
Such false presumptions are often from