How Can We Help More Women Thrive and Lead in the Legal Profession?

Written by Joanne Losty – Chief Operating Officer

At Excello Law, I am surrounded by strong and confident women who are leaders in their profession. Yet, when I look at the SRA stats, I don’t see that reflected in the numbers. Despite women now making up 60% of new solicitors in England and Wales, progress in the legal sector has been frustratingly slow. Less than 35% of partners in private practice are women, and the gender pay gap remains stubbornly wide, with female lawyers earning, on average, 25% less than their male colleagues. At the current pace, it could take five generations to achieve true gender parity in law.

What is holding women back, and why are more women than ever seeking alternative legal career paths?

There’s much work to be done. Recently, we invited our lawyers and staff to share their experiences, highlighting the barriers women continue to face at every stage of their careers. Their stories underscore why, in 2025, accelerating action is not just important — it’s essential.

The ‘Boys’ Club’ and the Cultural Barriers That Persist

One of the most persistent barriers is the ‘old boys’ club’ mentality. This system leads to key career decisions, client relationships, and networking opportunities being forged in informal, male-centric environments. This remains a significant challenge for women trying to navigate their careers and break through to leadership positions.

Rachel Waller knows this well, particularly in the world of litigation, which remains heavily dominated by men. She explains, “It’s a very male-dominated area of law, and often very aggressive. One colleague was so sexist and inappropriate that it was the main reason I left.”

These exclusionary dynamics aren’t confined to the office. In many cases, career-shaping conversations and key decisions happen outside working hours, often in informal spaces like the pub. This is where relationships are built and power is consolidated — and, more often than not, it’s a space where women, especially those with caregiving responsibilities, are absent. Harriet’s experience reflects this divide:

“The all-male board, along with other men in the firm, would head to the pub together in the afternoons. That’s where key decisions were made and important relationships were built. As a mum of two young children, I just couldn’t join in — which meant I was often left out of those conversations and missed out on opportunities that shaped the direction of my career.”

This gendered division of labour has serious long-term consequences. Without access to high-profile work, women struggle to meet the billable targets needed for promotion. They miss the opportunity to build meaningful client relationships and demonstrate their ability to lead on complex, high-value matters — all critical components of career advancement in the legal profession. Ultimately, this makes it harder for them to climb the career ladder and gain recognition for their skills and leadership potential.

The Silent Cost of Harassment

For younger women entering the legal profession, the power dynamics between senior lawyers and junior staff can create a toxic environment where speaking up feels impossible — even in the face of blatant harassment. When your future career hinges on the approval of those senior colleagues, challenging inappropriate behaviour can feel like too great a risk.

Emma Chalmers experienced this early in her career: “Two of the senior lawyers I worked for would ask us horrific inappropriate questions. But they knew they had control over us because they held our training contracts in their hands. If that happened now, I’d report them to the SRA in a heartbeat — but back then, nobody dared.”

That fear of speaking up — especially in such a competitive profession where reputation and connections are everything — is something Rasneet Sohal has also witnessed. “It’s definitely worse for women starting out in the legal profession. The fear of jeopardising a future career or training contract — particularly in such a competitive profession — silences many women at the very moment they are trying to establish their reputations.”

The Motherhood Penalty

Few barriers in the legal profession are as enduring, or as damaging, as the motherhood penalty. From the moment women announce a pregnancy, they are often subtly (or not so subtly) treated as if their careers have taken a back seat. Their ambition is questioned, their access to high-profile work dries up, and opportunities to advance become fewer and further between.

Sarah King experienced this shift firsthand. “I told my equity partner I was pregnant with my second child, and his response was literally just ‘Oh.’ From that moment on, he was awful to me. When I asked to go part-time, he said it was full-time or nothing — so I chose nothing.”

It’s a stark example of how inflexible policies — and the attitudes that underpin them — actively push talented women out of the profession. The assumption that part-time or flexible working signals a lack of ambition is both outdated and damaging. In reality, flexibility is often the very thing that allows women to thrive in demanding careers while balancing family life.

Harriet pointed out that this outdated mindset has been compounded in recent years by the push to return to the office after the pandemic.

“The new emphasis on the return to the office unfortunately has the additional impact of discriminating against women who really need that flexibility. There’s also this assumption that if you’re working from home, you’re doing less — and that just isn’t true. It’s not about doing less; it’s about being given the flexibility to manage your work and your life in a way that works for you.”

Until firms recognise that flexibility and ambition are not mutually exclusive, and that parenting is a shared responsibility rather than a ‘women’s issue,’ the motherhood penalty will continue to undermine progress toward gender parity. As Sarah points out, “We also need more men to embrace parental leave, shifting the perception that caregiving is a ‘woman’s issue.’ Until more men take up paternity cover and shared parental leave, women will continue to be judged differently.” Changing these perceptions isn’t just about fairness; it’s about creating an environment where both men and women have equal opportunities to succeed at work while also fulfilling their family responsibilities.

A Changing Landscape

Despite the ongoing challenges, our conversation took a positive turn as we discussed the clear signs that the legal profession is evolving. More women are breaking through barriers and taking on leadership roles, and slowly, but surely, the cultural climate is shifting toward greater inclusivity.

Sarah King reflects on her experience as an employment judge: “When I got appointed as an employment judge on the residential training, I was pleasantly surprised because there were other women in their 30s with kids. I thought I was going to be the only one. One of them even had their child with them and was breastfeeding. Total kudos to her! There were only three female judges in the region then… but we’re almost 50/50 now in female appointments.”

Jessie adds to this shift in perspective, stating,

“I was raised by a strong Welsh mum and she instilled the confidence in me to speak out about equality. In terms of a shift – I now expect men to consider taking paternity leave or working fewer hours if their partner earns more. That is slowly but surely happening across the UK, and it’s empowering for both women and men to embrace shared responsibility in every aspect of life.”

The momentum toward greater gender equality is building, but it’s clear that progress will continue only if these shifts are embraced at all levels — from leadership to individual choices. It’s an exciting time, and as more men and women adopt these changes, the future of the profession will be one of shared opportunity and true equality.

The Power of Visibility and Role Models

For young women, seeing others like them succeed is invaluable. We discussed how the importance of representation cannot be overstated. One powerful example we raised was Congresswoman Brittany Pettersen, who brought her newborn to vote after being denied the chance to vote remotely due to congressional rules. Rather than letting the system hold her back, she made it work. Her determination is the type of role model young women need today.

Closer to home, we talked about the profound impact that having women in leadership roles within a firm can have on accelerating gender equality. At Excello, this is a key priority, and it’s reflected in the fact that 80% of our directors are women.

Harriet shared, “I chose Excello because I was actively looking for a place with women on the board, and it makes a huge difference.” The presence of women in leadership positions creates a culture that nurtures growth and opportunity for all. As Jessie pointed out, “It makes such a huge difference to the culture within a firm and the advancement of women. I remember telling the board I was pregnant and apologising, and she told me, ‘Never apologise for being pregnant.’”

This support and positivity towards women is essential in fostering confidence and leadership. As Shakeira Davies-Raby said, “The one thing that’s helped empower me the most has been a mixture of representation and strong cultural leadership towards women. Thanks to that network, I was able to see that I do have a space in the compliance world, and that really empowered me to take these steps.”

The importance of role models extends beyond representation. It’s about creating an environment where women can succeed while staying true to themselves. As Lucy added, “It’s incredible how many women-led firms there are within Excello’s house of brands, and we should be so proud of that. It’s an incredible example of how women can thrive and succeed — look at Ocean Legal, Lowry Legal, and Cargo Law.”

Role models make it possible for others to envision their own success. Rachel Waller shared, “I’m proud of the fact I have inspired trainee lawyers in the past. How it made them able to believe in themselves, and to not put up with poor behaviour from anyone. I hope they can see that women can lead and succeed at this career, regardless of background or experiences.”

The future of law for women

I am immensely proud of the environment we have cultivated at Excello Law—one where women can thrive without the constraints often found in traditional firms. With diversity at the highest levels, we have built a culture of inclusivity, empowerment, and opportunity. Our lawyers and staff feel supported, valued, and able to achieve their full potential. The women at Excello Law are not just leaders within our firm; they are role models and advocates driving positive change across the legal industry—and that is something we are incredibly proud to champion.