Breaking the Bar: Gender Equality in the Legal Profession

How can women be tomorrow’s leaders when they don’t have a fair chance of promotion? There is some kind of assumption that because women are the majority of lawyers it will happen organically – but it won’t [1]

Dana Denis-Smith

Introduction

Gender inequality remains a persistent issue in the legal profession, which continues to be male-dominated despite numerous diversity and inclusion initiatives. Entrenched stereotypes that associate leadership and competence with masculinity undermine women’s professional credibility and limit their opportunities for advancement. As a result, women remain significantly underrepresented at senior and leadership levels across the legal hierarchy. 

This article examines the enduring barriers to gender inequality in law, focusing on women’s underrepresentation in leadership, unconscious bias, and the gender pay gap. It also evaluates the recent progress and proposes strategies for promoting fairness and equality by dismantling gender stereotypes within the profession.

Gender Representation in Legal Practice Today 

Female participation in the legal profession has grown significantly in recent decades. In England and Wales, women have comprised more than half of practising solicitors since 2018 [2], marking a historical shift in gender representation. However, this progress diminishes sharply at senior levels: as of 2025, women represent only 32% of full-equity partners [3], 41% of practicing barristers [4], and 21% of King’s Counsel [5]. These figures reflect a persistent gender gap in senior and leadership roles. 

Deeply ingrained gender stereotypes continue to reinforce the perception that men are more suited to demanding or high-profile legal work, particularly in criminal and corporate law. Such stereotypes often influence recruitment, client allocation, and promotion decisions, perpetuating structural unfairness that hinders women’s advancement. Addressing these institutional and cultural biases is therefore essential to achieving genuine gender parity in the profession.

Ruth Bader Ginsburg, Associate Justice of the US Supreme Court (1993-2020) and prominent advocate for women’s rights at her confirmation hearing (Image Credits: R. Michael Jenkins, Library of Congress through Creative Commons)

Bars to Gender Equality in the Legal Profession

Unconscious Bias

Unconscious bias – unexamined assumptions about individuals based on characteristics such as sex, age, race, or disability – remains a major barrier to equality in the legal profession. Under the Equality Act 2010, these characteristics are protected, and discriminatory treatment based on them may be unlawful. Although often unintended, bias results in unequal access to opportunities and recognition.

Societal norms continue to associate leadership and authority with masculine traits such as assertiveness and dominance, leading to perceptions that men are inherently better suited to positions of influence. Women from minority or underrepresented groups face additional intersectional barriers, reinforcing occupational segregation and the underrepresentation of women in senior or leadership positions.

Women in the legal profession are often held to higher professional standards than their male counterparts. The Law Society’s 2019 “Women in Leadership in Law” report found that many female practitioners “[had] to work twice or three times as hard as men to be valued, recognised and to make it to leadership roles” [6], highlighting how gendered expectations continue to shape the allocation of merit and authority. Despite the Solicitors Regulation Authority Code of Conduct requiring firms to promote equality, diversity, and inclusion, unconscious bias persists in practice, as reflected in instances where clients request for male or white solicitors, which further reinforces systemic inequality and impedes women’s career progression.

The Gender Pay Gap

The gender pay gap within the legal profession illustrates the continuing impact of unconscious bias and structural inequality. Data published by Office for National Statistics in 2024 shows that the average gap among legal professionals is 17.6%, increasing with seniority – 29% for barristers and judges, 12% for associates, and 10% for solicitors. The disparity is especially visible within large international law firms, where senior management and high fee-earning positions remain largely male-dominated. Despite comparable qualifications and experience, women continue to receive lower remuneration than men.

A lack of transparency in remuneration and promotion frameworks exacerbates the imbalance. The Law Society’s 2019 survey found that over 55% of female practitioners viewed reward systems as opaque. One respondent noted that “[w]here bonus is allocated by partner consensus, it can be difficult to advocate for women if the majority of partners are men.” [7] Participants also claimed that women received less administrative and client-development support, limiting their billable capacity and earning potential. The underrepresentation of women in partnership positions further perpetuates inequitable pay outcomes.

Cultural expectations within law firms – particularly the emphasis on long, inflexible working hours – compound the issue. Many women report being steered toward lower-paid or part-time roles following maternity leave, while others face presumptions of diminished commitment due to gender. As solicitor Megan Gray of Charles Russell Speechlys asks, “[h]ow can a firm possibly achieve gender balance at partnership level if it is not willing to make space for women to show up as mothers?” [8] Ultimately, without positive intervention, these structural dynamics will continue to entrench pay inequality and erode the profession’s commitment to fairness and inclusion.

Toward a Fairer Future: Strategies for Change

Progress toward gender equality in the legal profession has become more visible in recent years. Increased awareness of implicit bias and structural inequality has prompted many law firms to introduce diversity and inclusion initiatives and mandatory unconscious bias training for senior management. These steps signify a shift toward recognising equality as a professional obligation rather than a mere aspiration.

Nevertheless, achieving lasting change requires structural reform. Engaging male champions for change can play a crucial role in challenging exclusionary practices and foster shared accountability. Recruitment, promotion, and remuneration processes must be objective and transparent, through measures such as blind or contextual hiring and gender-balanced assessment panels. Establishing clear accountability mechanisms, including equality audits and public reporting, will help ensure sustained progress.

Closing the gender pay gap requires openness between lawyers, partners, and management. Effective measures include transparent career pathways, objective promotion criteria, family- friendly policies, and published equality charters to reinforce long-term commitments [9]. Flexible career structures supporting working mothers can further improve retention and equalise promotion outcomes, fostering a culture where advancement is based on merit rather than gender.

Conclusion

Gender inequality in the legal profession remains a significant global challenge today. Despite progress in female representation, structural barriers – manifested through unconscious bias, pay disparities, and unequal leadership opportunities – continue to bar women’s advancement. Real progress will depend on sustained institutional reform, transparent frameworks, and a cultural commitment to equality across all levels of the profession. Only through such collective efforts can the legal sector embody the principles of fairness and justice it seeks to uphold.

References

[1] Joanna Goodman, ‘Touching the void’ (The Law Society Gazette, 26 April 2024)

[2] The Law Society, Influencing For Impact: The Need for Gender Equality in the Legal Profession (Women in Leadership in Law Report, March 2019)

[3] Solicitors Regulation Authority, ‘Diversity in law firms’ workforce’ (3 January 2025) <https://www.sra.org.uk/sra/equality-diversity/diversity-profession/diverse-legal-professio>

[4] [5] Martina Mikic, ‘The future of the Bar: embracing diversity’ (LexisNexis, 6 June 2025)

[6] [7] The Law Society, Influencing For Impact: The Need for Gender Equality in the Legal Profession (Women in Leadership in Law Report, March 2019)

[8] [9] Joanna Goodman, ‘Touching the void’ (The Law Society Gazette, 26 April 2024)

Bibliography

Equality Act 2010

The Law Society, Influencing For Impact: The Need for Gender Equality in the Legal Profession (Women in Leadership in Law Report, March 2019) International Bar Association, 50:50 by 2030: A longitudinal study into gender disparity in law (Taiwan Results Report, 2025)

Liebenberg R. D. and Scharf S. A., Walking out the Door: The Facts, Figures, and Future of Experienced Women Lawyers in Private Practice (American Bar Association)

Solicitors Regulation Authority, ‘Diversity in law firms’ workforce’ (3 January 2025) <https://www.sra.org.uk/sra/equality-diversity/diversity-profession/diverse-legal-professio>

Mikic M, ‘The future of the Bar: embracing diversity’ (LexisNexis, 6 June 2025) <https://www.lexisnexis.co.uk/blog/future-of-law/the-future-of-the-bar-embracing-diversit>

Goodman J, ‘Touching the void’ (The Law Society Gazette, 26 April 2024) <https://www.lawgazette.co.uk/features/touching-the-void/5119526.article>