Contextualising equality in Legal: How can businesses really turn the tables?
Over half of lawyers are women. But less than 1/3 are partners. How do we address this gap?
In 2023, women made up 53% of the demographic of lawyers (SRA, 2024) a rise from 48% in 2015. This increase in representation reflects the determination and drive of women to enter and excel in the field, and signals a shift towards greater gender equality in the legal profession. It appears to even be turning the tables in women’s favour.
Yet female lawyers only make up ‘32% of full equity partners in major law firms.’ When it comes to diversity, the gap widens back further with only ‘19% of female lawyers being Black, Asian and minority ethnicities’.*
The headline demographic statistics may appear to swing in women’s favour, but a deeper analysis reveals ingrained misogyny lies much more firmly rooted, and has multiple impacts and outlets. The importance of contextualising gender data to gain a full picture holds paramount significance in achieving true equality.
To address the discrepancy in the promotion and representation of women within the legal profession and align the data, a multi-faceted approach is necessary. We must address not only structural barriers, but also the cultural and institutional biases that perpetuate gender inequality.
This article explores key steps and approaches business such like adm Group can action to drive towards institutional change.
Mentorship Programs
Mentorship plays a crucial role in career advancement, providing guidance, support, and advice. Law firms and businesses with in-house legal functions should establish and encourage formal mentorship programs to ensure women receive the necessary support to progress in their career. These advocate for young female lawyers to help gain visibility and opportunities, and encourage them to seek leadership roles.
Senior female lawyers, as well as male allies, need to be active participants in these programs to foster a culture of inclusion and support that is deep-rooted. adm Group is proud of its work supporting its women in and into leadership positions across all functions of the business.
Diversity and Equity
Creating a culture that not only values diversity and inclusion, but one where all voices are heard and acknowledged is fundamental. It is important we recognize the intersectionality of race, ethnicity, and other identities alongside gender. Businesses must seek equity alongside equality for their legal positions, and address the unique challenges faced by women from culturally diverse communities. Businesses have much to gain from having a melting pot of ideas deriving from many different people.
Genuine measure including diversity targets and regular reporting on progress towards these will allow businesses to hold themselves accountable for diversity outcomes and commit to long-term success.
Work-Life Flexibility
Notorious for demanding work patterns, legal positions can disproportionately impact women, especially those with caregiving responsibilities. Hence a workplace culture of flexibility needs to be prioritiszed, as it is essential for retaining and nurturing female talent.
Part-time schedules, remote work options and family leave policies can all be implemented (as especially evident from the pandemic). Ensuring an environment where lawyers can balance their professional and personal lives without sacrificing their career advancement should be a pre-requisite in companies.
Addressing Unconscious Bias
Unconscious bias training is vital in creating more inclusive, diverse, and equal workplaces. These biases can affect all aspects of a business, from hiring and promotions, to day-to-day interactions, hence investment in training should be regular. At adm Group, we have partnered with Encompass HK to run Unconscious Bias workshops for our global employees globally.
Transparent Promotion
A significant barrier to women climbing their career ladders is the opaque nature of promotion criteria. Companies need to implement clear, objective, and transparent criteria for promotions to senior and partner positions, to ensure this framework for women not only exists, but that it has accountability. Transparency helps to mitigate biases by making sure candidates are evaluated fairly and equally
Client Engagement
Clients share a desire for gender equality and diversity change, as they see the benefits a gender diverse workforce can bring. Offering nuanced perspectives and asking unexpected questions that may identify areas of improvement is something a well gender balanced team can provide. At adm group, our gratitude for our client’s partnership extends beyond our work, to the support they provide for accountability in gender equality.
Taking this collaboration a step further and outside the office; this way of thinking can involve participating in diversity initiatives, working with clients and suppliers on pro bono work that supports women, and showcasing the companies’ diversity achievements in marketing materials.
The future?
Achieving true gender equality in the legal world requires a genuine, honest, comprehensive and sustained effort from everyone with a vested interest in a more balanced profession. It is one with vast rewards, through nurturing and harnessing the future female talent of up-and-coming lawyers.
At adm Group, our legal team is made up of 67% women, who we champion for promotion in-house, facilitate with the tools and skillset to succeed, and create an environment where they can thrive. Read more on our DEI commitments in our Sustainability Report here.
The journey toward gender equality is ongoing, but with deliberate action and commitment, the legal profession can pave the way for a more equitable future.
*All Data, SRA 2024 - SRA | Diversity in law firms' workforce | Solicitors Regulation Authority
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