How should the Commission on Women in the Profession define success? How will the Commission know when its work is done? These questions suggest there is some tangible point at which the Commission's work is complete. I believe the Commission will always be an essential voice for women lawyers, helping them to forge their paths through the legal profession.

While women comprise roughly 50 percent of law school graduating classes, a telling contrast is that they constitute only 17 percent of partners in law firms. Looking at raw statistics, "success" arguably could be reached when half of law firm partners are women. Would the Commission have achieved its mission when half of all legal positions are filled by women?

There are several reasons why numbers alone do not measure success. First, the pipeline is not flowing steadily; the level of women in various arenas of the profession continues to fluctuate noticeably. For instance, declines are interspersed among the increases in women law school applicants and enrollees, and growth in the number of women on the state and federal courts of last resort is inconsistent. A momentary statistical peak has not translated into permanent improvement.

Second, figures alone do not ensure an open and level playing field. Although metrics may indicate progress, they also include women who have overcome barriers or have advanced in spite of the gender bias in the profession. Despite these trailblazers' achievements, obstacles still exist. Statistics are one measure of women's progress in the profession, but numbers alone do not provide a complete or accurate picture.

Even if numbers translated into equality, women face a panoply of issues unique to their gender that necessitate ongoing work by the Commission and others similarly concerned. The practice of law by its current definition imposes challenges on all women, especially those who desire alternative work arrangements or workplace flexibility. Also unanswered is the difference in how men and women communicate within the workplace and how they define job satisfaction. The face of the legal profession is changing, but much of the institutional structure remains cast in its male-oriented foundation. The dialogue on these concerns must remain current.

Even if women have equal representation at every professional juncture and true job satisfaction, women lawyers cannot rest on their laurels. Once genuine parity is achieved, women must work to maintain it. The nature of the effort may change, but work remains.

Am I suggesting "equality maintenance" will be necessary to hold onto professional parity? Perhaps. Ongoing resources and opportunities are needed to ensure both retention and advancement for women in the profession, and these efforts should be monitored. What's more, women must invest the time and effort to develop and cultivate networks to continue to thrive in the profession. Essential elements of the equality maintenance are reaching out to each other and ensuring that we continue to mentor those who follow. All these efforts are critical to the ongoing success of women lawyers as well as the future of the profession.

In the years ahead, the relevant statistics certainly will vary. Regardless of the ebbs and as the representation of women hopefully increases consistently in all arenas, the Commission must remain a catalyst for needed change. By staying vigilant against discrimination, providing the resources and tools to retain and maintain women's hard-earned gains, engaging women - and men - in the dialogue, and keeping these issues on the front burner, the Commission will continue to be a relevant and vital voice for women in the legal profession.