by Bridgett Majola, Director: Banking and Finance, Head of Project Finance: Energy and Infrastructure, CMS
There are few, if any, sectors or industries in which women have not struggled to convince colleagues and clients, bosses and managers that they are up not only to the job at hand, but that they are able to lead teams or indeed entire organisations. In 2023 it’s seriously time to address these ongoing disparities in the selection of women for top positions, especially in the legal sector.
While women account for a healthy half of the entrants into the legal profession, this figure is significantly diluted by the time it comes to the upper echelons of law firms. If we can identify the impediments to women, especially Black women, in reaching management roles within these blue chip, corporate law firms, we can take steps to remediate the lack of their presence around the boardroom table.
Starting with education
Many young Black girls are not even able to complete school. Period poverty and assuming primary caregiver roles very early on prevent many from attaining the level of education of which they are capable. Studies show, however, that they are able to achieve better results than boys and so women’s hard skills cannot be called into question. They do the same training and pass the same exams as their male counterparts, excel in the execution of their tasks, and yet when they seek promotion, they are often overlooked, even if they are the best ‘man’ for the job.
Racial and gender bias
Racial and gender biases still prevail in many parts of our society and for Black women to overcome them, takes serious fortitude, bravery and determination. Despite parity in academic achievements with Black or white men, Black women continue to be looked down upon, with their innate competency and ability called into question.
Motherhood versus ambition
And when they gain employment in male dominated institutions, women must then prove that they are not about to abandon their professional duties in the pursuit of motherhood. Whether they are already mothers or plan a family at some point later in their careers, taking time away from work for maternity leave or the responsibilities that being a mother brings, counts against women on the promotion scorecard.
Despite today’s more enlightened approach by many men to shared parenting, much of the responsibility still falls to women, and this apparently is a deterrent for some firms in promoting them up the career ladder.
When more men take advantage of their full, legislated permissible paternity leave, companies may become more tolerant and understanding of this need to take time out in a child’s early months and years.
Flexible working models
Until recently, most companies adopted a ‘one size fits men’ attitude to working models, but, possibly thanks to the Covid-19 pandemic, more flexible and hybrid patterns of home/office models and schedules are being adopted in many work environments for both men and women, and this can work in women’s favour.
On being assertive
Historically and culturally, women who are assertive, in particular in the workplace, are deemed to be aggressive or confrontational, a judgement that does not apply to men. Conversely, women’s natural reticence and more cautious approach to making deals or adopting a strategy in the courtroom may equally go against them and so they must manage the conflict between being seen to be too tough, or a pushover. Both qualities are seen as negative attributes in a woman.
When society acknowledges that women do not only fit into support or ‘nurturing’ roles and are able to take the lead in many matters, they will find themselves on more shortlists for leadership positions, their gender irrelevant in the selection process.
On competing with other women
Ironically, women are their own harshest critics – of themselves and each other and many women will cite being hampered in their efforts to get ahead by other females in their profession. Women need to champion each other more and lift as they rise. Standing on the shoulders of those who have gone before does not include trampling in the process.
Establishing more mentoring programmes by women for women, networking and experience sharing forums where ideas can be ventilated, can contribute to helping propel women to the fore in their chosen careers.
Old boys clubs and pay gaps
The power of the old boys’ network remains a hurdle to be overcome for women in many institutions. Combined with very real pay gaps and a lack of parity in ‘same pay for the same work’ many women are therefore discouraged from seeking leadership roles. If they are to be both judged and paid differently from men, why assume additional responsibility?
Companies need to adopt transparent salary schedules and demonstrate that they value everyone’s work equally, based on output and not gender.
Addressing these disparities
In the process of women becoming more economically active, they are increasingly equal users, but not yet providers, of many legal, financial and other services. Only when more women are part of research and development into products and services designed with women in mind, and are on the front line of delivery of these services, can we truly attain parity with men.
Legal firms, corporate companies and institutions can assist in the reduction of disparities between the number of women in top roles within their structures by addressing educational inequality, societal biases and stereotypes, by implementing mentoring programmes and adopting flexible work arrangements.
Diversity in all its forms engenders creativity, enriching the work environment. It brings new and different perspectives. By promoting more women, including Black women, law firms can foster an inclusive environment that empowers them to excel in their legal careers. Achieving gender and racial parity in partnership positions will not only benefit individual lawyers, but also can help in providing more equal opportunities in the legal sector as a whole.