- It is essential to consider the daily efforts and initiatives aimed at advancing gender equality.
- However, amidst this reflection, we must also acknowledge that gender disparities persist in various facets of society, including employment, education, politics, and representation in leadership positions.
Image: HOPE MUKAMI
As we celebrate International Women's Day on 8 March 2024, we encourage you to take a moment to reflect on the journey and progress made by women in the legal sector across Africa.
It is essential to consider the daily efforts and initiatives aimed at advancing gender equality.
However, amidst this reflection, we must also acknowledge that gender disparities persist in various facets of society, including employment, education, politics, and representation in leadership positions.
First, it’s good to understand that the "legal profession" does not solely refer to law firms.
The profession encompasses a wide range of individuals, organisations, and entities involved in the practice and administration of law, as well as the delivery of legal services.
The scope of the legal profession is an important statement of meaning.
Within the profession, women face challenges ranging from financial resources, limited employment opportunities, and the availability of mentors to provide solid career guidance and goal setting.
These barriers exist when trying to grow in a career in the face of real-life competing interests, which men do not tend to face as much.
According to reports, two of the most prominent barriers include one, the glass cliff phenomenon, where women are more likely to be appointed to leadership positions during times of crisis or instability, increasing the risk of failure and reinforcing stereotypes about women's competency.
Secondly, some gendered expectations and biases may limit women's access to leadership opportunities and influence perceptions of their abilities within the legal profession.
We believe that affirmative action policies and gender parity requirements specifically focused on achieving gender balance or representation in decision-making bodies or leadership positions, have helped address historical disparities and promote gender diversity.
The key is for the current leadership to model a future-focused approach to up-and-coming women in the profession, spotlighting the possibilities for advancement to leadership positions.
In this way, young female lawyers can take the aligned steps, follow a roadmap if you will, to advance to the top of the career ladder.
It is also about the leadership demonstrating that while law, and specifically corporate law is an intense career, it can be fun and fulfilling.
It is also incumbent on leadership to take the young female lawyers with them on the leadership journey, to involve them, hear their opinions, and provide solid opportunities for mentorship and training.
Inclusion must start at university and not at Law School To ensure equal pay and opportunities for women in the legal profession.
The reality is that it’s almost impossible to compete when you’re uninformed about how internships, placements, and the like will help you secure a traineeship if you are starting at Law School when others have been exposed to this knowledge from university.
Being transparent from the beginning about entry requirements and salary expectations is another way to empower young female lawyers.
Initiating change and fostering opportunity should commence with proactive measures in young adulthood.
It is crucial to implement actions aimed at ensuring equal pay and continue these efforts throughout one's career.
To advance the interests of women in law, we believe that we need to create networking opportunities and platforms for women in law to connect with peers, mentors, and potential sponsors to enhance their visibility and professional opportunities.
We also need to facilitate more connections with peers, mentors, and sponsors, fostering career development and empowerment.
By leveraging these resources and collective voices, women in law can overcome barriers, access opportunities, and contribute meaningfully to the legal profession's diversity and inclusion.
Every generation of women has paved the way for the other.
By 2044, we hope that there will be no more barriers to be broken with women able to make decisions around their careers that are not influenced by their gender and that they flourish within the legal sector in Africa.
We see a landscape where diversity is not just acknowledged but embraced.
Where women no longer face barriers or biases based on their gender but have equal opportunities to excel in every facet of the legal field.
In terms of actionable steps, it's important to prioritise several key initiatives.
Firstly, we must persist in highlighting role models and success stories within the legal profession to serve as inspirations for upcoming generations of women lawyers.
Secondly, we must endeavour to establish and nurture inclusive work environments that empower women to excel professionally.
Lastly, we must take proactive measures to identify and address bias and discrimination within our organisations, ensuring that all individuals are afforded equal opportunities for growth and success.
While the journey towards gender equity in the legal profession may pose challenges, we passionately believe that investing in women carries transformative power.
Through collective efforts and unwavering commitment, we can create a future where women not only excel but flourish as leaders in the field of law.
The writers are partners at Cliffe Dekker Hofmeyr (CDH) Kenya.