In October 2023, the London Solicitors Litigation Association (LSLA) held its inaugural roundtable discussion, focusing on closing the gender gap at partner level within law firms. The Solicitors Regulation Authority’s most recent figures report that 37 per cent of law firm partners identify as female, dropping to 28 per cent at equity partner level in firms with 50+ partners. There are multiple reasons for the current state of play, but an acknowledged factor is that many women have set aside partnership ambitions because they look to the top and they do not see themselves (or the way they want to live) reflected.
One aspect that came out of the LSLA discussion is the importance of male (as well as female) role models, successful in their careers and engaged in uninterrupted quality time with their families on a day-to-day basis. As a partner and father of two (with much still to learn and improve on), I am keen to get us all thinking about specific actions men can take to help improve the appeal of partnership for women, particularly those with families.
Shared parental leave
The Department for Business and Trade’s latest report found that since the introduction of shared parental leave (SPL), only 5 per cent of eligible fathers took SPL, across all industries. I have had the privilege of two periods of SPL, three months each time – one as a senior associate and one as a partner. Having time off with my family was my main priority, but like many who take extended leave I did wonder: what impact would SPL have on my career? How will colleagues and clients react? With hindsight, I need not have feared – most colleagues were excellent and the reaction from several clients was beyond encouraging. Both periods of SPL were special
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