Levelling the Playing Field for Women in Law

On Friday, International Women’s Day, we spoke to Helen Brown on the many benefits of diversity in the legal profession and how the obstacles to gender equality can be overcome.

We continue the conversation today with Nikki Whittle, Partner and Head of Corporate at Preston, reflecting on the strides that have been made in tackling gender bias in the legal profession.

What inspired you to become a lawyer?

I decided I wanted to pursue law at the age of eight and I haven’t looked back since. My parents would probably joke that I was argumentative at an early age. I also vividly recall watching law dramas on TV and being drawn to the idea of being a barrister. As I progressed through school, I realised that I preferred the client-facing, on-the-ground side of law – so training to be a solicitor seemed like a natural fit.

What challenges do you think still exist in the legal profession for women?

My own experience has been very positive overall and I’ve seen significant progress made in confronting gender bias since the start of my legal career. But on the odd occasion, I have come across examples of ingrained sexism in the wider industry.

I once took part in a networking dinner where other guests assumed I was there to accompany my husband and was also once asked at a client meeting if I was the secretary. At the time, I simply took these things on the chin.

Once upon a time, the majority of the legal workforce was made up of upper-middle class, white males. Things have changed for the better and the legal industry is thankfully more diverse than ever - but there’s still more to be done by firms to diversify their workforce and foster a more inclusive environment.

How can the industry address gender inequality?

Educating employees is important but it’s also crucial that businesses remove any barriers that may be hindering women from advancing in the workplace.

Early in my career, I was even made to feel that a successful legal career would be difficult to reconcile with the demands of motherhood. Several years ago, I was shocked to be asked at a job interview whether I was planning on having children in the near future. I got the distinct impression that a job offer was hinging on that answer.

Brabners has set a great example by introducing employment practices that empower women, ensuring that being a parent does not adversely affect the careers of female (or male!) employees. From day one, it was made very clear to me that it isn’t the hours you keep – it’s about what you bring to the table, which is so helpful for working mothers and those with other care responsibilities.

How can female employees empower other women within the firm?

All female partners in our firm are here for other female employees to exchange ideas and network while supporting their development. We can all act as informal mentors for those who ask and will always find the time to encourage, inspire and champion other female employees.

There’s sometimes a perception that women need to fight each other to get to where they want to be but that’s simply not true. There’s enough room for everyone at the top and women’s networks such as these provide the ideal opportunity for women to support each other to get there.

What would your advice be to young females entering the profession?

There should not be any barriers stopping the best people – whatever their background – thriving in law. Just be yourself and your authenticity will shine through.

I want to share with you a short film by Pixar that perfectly captures gender-related behaviours we’ve all seen in the workplace. The film is nearly nine minutes long so grab a drink, enjoy and draw your own conclusions.