Over recent years, there has been a noticeable shift within legal workplaces towards promoting inclusive environments that prioritise the well-being and development of women in law. This change indicates that more businesses are understanding the significance of having diverse teams and treating their employees fairly to drive organisational success and innovation. 

One key aspect of this shift is the implementation of various strategies aimed at promoting work-life balance for women. Businesses are increasingly offering flexible work-life arrangements, such as flexible hours, compressed work weeks, and supportive parental leave policies, to accommodate the diverse needs and responsibilities of female employees. By providing greater flexibility and support, organisations are enabling women to better balance their professional and personal commitments, ultimately enhancing their overall job satisfaction and productivity.

Many businesses in law are also actively working to offer women opportunities to develop into leadership roles. This includes initiatives such as investing in leadership development training and qualifications, and tailored recruitment initiatives designed to identify and foster female talent within the business. By actively supporting and empowering women to take on leadership positions, companies are not only promoting diversity but also utilising the talents of their workforce to stimulate innovation and achieve success.

There are numerous legal organisations that support networking opportunities specifically tailored to support women in their career development. Networking committees such as Women in Residential Property promote collaboration and knowledge sharing through the coordination of frequent online and in person gatherings covering a broad range of topics from the personal to the professional. Networking events and forums provide women with valuable opportunities to connect with peers, mentors, and industry leaders, expanding their professional networks and opening doors to new opportunities.

In addition to promoting work-life balance, providing opportunities for women in leadership roles, and networking opportunities, there has been a growing awareness and focus on addressing the gender pay gap within legal workplaces.

Companies are increasingly acknowledging the significance of pay equity and are actively working to identify and address any discrepancies between male and female employees. This includes conducting regular pay audits to assess gender-base pay differentials and implementing transparent salary structures. While there have been noticeable improvements, the gender pay gap persists and demands continued attention, as confirmed by The Law Society who recently stated, ‘Our analysis of the national gender pay gap service of some of the largest 50 UK law firms for 2021/2022 showed the median pay gap was 28%. Yet for most firms this did not include partner pay which would have increased the overall gender pay gap further.’

Jo Hodges, Sales and Marketing Director at Redbrick Solutions, comments,

“During my career, I have seen significant improvements generally towards gender equality and inclusivity in the legal workplace. Many years ago, our (male) managing director and I shared an office, and we had a potential new partner (also male) coming in to meet with us.  Upon entering our office, the visitor assumed I was the MD’s secretary and having thrust his coat at me asked for a cup of tea.  (This of course, would traditionally have been the set-up, not just in law firms but in businesses all over the country.)  There has been a noticeable difference in the newer generation coming through as traditional partners retire, and whilst there is still progress to be made, the positive changes signify a promising future where women are valued, respected, and provided with equal opportunities to succeed in their work.

Redbrick Solutions have always offered flexible working for all parents both on a formal basis in terms of part time contracted hours but also on a more informal basis for those ad hoc events such as a school play or sports day.  We also ensure all employees are given equal access to training and personal development opportunities, in a way that suits their individual commitments.”