Bropriating sucks and this is why

As a professional navigating the complex world of Corporate and M&A, you’re likely no stranger to the challenges posed by your peers and a demanding career.

Among these challenges, you may have encountered a colleague who takes credit for your idea.

This shouldn’t come as a surprise; “they” are everywhere, but what happens when it occurs in a law firm?

Types of appropriation

Let’s clarify straight away that there are various types of appropriation: the pure and simple kind among colleagues of the same seniority (trainees or junior associates) to score some points with the seniors or in complex operations/contractual work.

We can call the first type a forgivable sin.

We’ll get back to this in a moment.

Then there’s the appropriation between juniors and seniors, which many are willing to endure to create a debt of favour, and so on.

Here there are the various scenarios I’ve met working in law firms:

A. Peer-to-peer (Trainees and Junior Associates)

• Scenario: You and a fellow trainee or junior associate are brainstorming ideas for a case. You suggest a creative strategy, which your colleague then presents as their own in a meeting with seniors.

• Impact: This can feel like a minor betrayal, especially when you’re trying to build your reputation. However, it’s often seen as a forgivable sin, as everyone is eager to prove themselves.

But you make a mental note: never turn your back.

B. Junior-to-Senior

• Scenario: You, as a junior associate, come up with an innovative approach to a merger. Your senior takes your idea, presents it to the client, and gets all the accolades.

• Impact: While this might seem like a rite of passage, it can be incredibly frustrating. You’re paying a price for the hope of future favour and mentorship. But repeatedly facing this can diminish your morale and sense of worth.

Here are x things you could do, depending on the situation.

C. Senior-to-Senior

• Scenario: Two senior associates are working on a complex deal. One takes credit for the other’s strategic planning and problem-solving during a partner meeting.

• Impact: This power play can strain professional relationships and create a toxic work environment. It undermines trust and can lead to long-term resentment and rivalry.

This is one of those situations where vendettas are widespread: fighting over the most promising trainees, the brightest office… I’ve seen it all.

D. Male vs female (Bropriating)

• Scenario: You’re in a meeting, prepared and confident, having done all the research. You present a well-thought-out plan, only for a male colleague to rephrase it and receive all the praise from the team.

• Impact: This type of appropriation, often termed bropriating, is particularly insidious.

It can leave you feeling betrayed, diminished, and questioning your value within the team. It perpetuates gender biases and hampers career progression.

E. Power plays among partners

• Scenario: In a high-stakes negotiation, one partner takes full credit for the collective efforts of the team, sidelining contributions from other partners.

• Impact: These power games among partners can be the most damaging. They not only affect individual careers but can also impact the firm’s culture and overall performance.

Are you familiar with the toxic relationship between Harvey and Louis?

Conclusion

Bropriating sucks, plain and simple.

It undermines your efforts, diminishes your professional worth, and can create a toxic work environment.

Whether it’s peer-to-peer, junior-to-senior, senior-to-senior, or gender-based appropriation, recognising and addressing it it’s the first step to create a better environment in law firms, do you agree?

Pick up the phone so we can talk about your situation!