Five strategies to address the unique needs of women in law

As the number of women in law rises, firms should do more than acknowledge the distinct challenges women face in the workplace by taking a proactive approach. Here are five key strategies

The legal profession is traditionally characterised by high stress and demanding workloads, there is a growing emphasis on women’s wellbeing. This shift mirrors a broader societal movement towards more inclusive workplaces. The College of Law State of Play Report emphasises this change, revealing that women now constitute 53% of solicitors. This trend is also reflected in legal education, where women have outnumbered men since 2018, representing 64.1% of legal training program participants in 2022.

However, this increasing female presence in law also brings unique challenges. Many women are seeking enhanced career opportunities, while others contemplate reducing their working hours or leaving the field altogether, driven by factors such as heavy workloads, lack of recognition, and a desire for more flexible, wellness-focused work environments. Additionally, women in law are more likely to grapple with mental health issues and the dual demands of professional and personal responsibilities.

To effectively address these challenges, the legal profession needs to do more than just acknowledge them — it requires the implementation of active and pro-active support strategies. There is a notable shift underway, with the traditionally rigid legal sector gradually evolving to foster more supportive and inclusive environments for women, recognising the importance of these changes not just for fairness but for the sustainability and diversity of the legal community.

Key strategies for support include

1. Tailored health education

   Women’s health needs, as per the Australian Longitudinal Study on Women’s Health, change with age and life stages. Therefore, education on women’s health issues, from reproductive health for younger women to menopausal health for older employees, is essential to ensure that every woman’s health concerns are addressed and supported in the workplace.

2. Flexible work arrangements
   

   According to PracticeEvolve’s Women in Law Workplace Wellbeing Pulse Survey, the legal profession comprises 60.87% millennials, 21.74% Generation X, and 10.87% Generation Z. This demographic diversity demands flexible work arrangements like adjustable working hours, telecommuting, and part-time roles to meet various life and family needs, challenging the traditional, rigid legal work schedules.

3. Support for mental health and neurodiversity
   

   With 56.52% of female legal professionals experiencing mental health issues in the last six months, as reported by PracticeEvolve, fostering a supportive environment that includes awareness programs and easy access to services like employee assistant programmes (EAPs) is crucial. A workplace culture that values neurodiversity and mental health inclusivity can leverage the strengths of a diverse team.

4. Promoting gender equality and inclusion

   Addressing the “motherhood penalty”, where women’s earnings fall by 55% in the first five years of parenthood (Law Council of Australia’s NARS), is vital. Progressive parental leave policies and flexible work options for parents can help retain women in the legal profession and support their advancement into senior roles.

5. Cultivating a supportive culture
   

   Creating a workplace culture where diversity is celebrated, and mental health is openly discussed, as supported by Deloitte’s research, can lead to a more inclusive environment. Such a culture is shown to be up to six times more likely to be innovative and eight times more likely to achieve better business outcomes.

The legal profession is at a pivotal point. By focusing on key strategies like health education tailored for women, flexible working arrangements, support for mental health, promotion of gender equality, and cultivating a supportive culture, legal firms can significantly enhance the work environment for their female staff.

This shift is more than just about fairness — it’s about building a stronger, more diverse, and innovative legal community. Adopting these practices marks a step forward in creating a more inclusive and dynamic legal profession for the future.