Breaking Barriers: Women in Legal Leadership and the Path Forward

The legal industry has long been seen as a male-dominated field, but recent trends suggest a shift towards greater inclusivity. Across Australia, more women are entering the legal profession, with female law graduates now outnumbering their male counterparts. Despite this, challenges remain in achieving true leadership equality.

A recent survey revealed that 59% of employees believe their workplace does not provide fair and equal opportunities for all. While strides have been made in gender equality, barriers still persist, particularly at the leadership level. Women often face hurdles such as pay disparity, limited career progression after maternity leave, and unconscious biases that affect hiring and promotion decisions.

Leadership roles within law firms and government legal sectors are still largely male-dominated, but there is a noticeable shift. More firms are making diversity and inclusion a priority, recognising that gender balance strengthens workplace culture and improves business outcomes. The key question remains: Are career advancement opportunities in law today truly more inclusive, or have the challenges simply become more subtle?

To explore this, we spoke with Kalinda Campbell, Permanent Legal Recruitment Consultant at People2People, and Amrita Saluja, Government Solicitor, who shared insights on gender equality, leadership barriers, and the path forward for women in law.

"Knowing what I do now, I wish I could tell my younger self that those experiences don’t define you."

For Amrita Saluja, her journey into the legal profession was deeply influenced by a desire to address systemic inequalities. “As a first-generation migrant, I’ve seen the barriers faced by individuals who don’t have English as their first language. I felt privileged to be educated and wanted to use my legal skills to empower culturally and linguistically diverse communities,” she shared.

Her perspective reflects a broader issue in legal leadership—access to opportunities is not always equitable. While the legal sector has made strides, women still encounter barriers, particularly when balancing career progression with personal responsibilities.

“I think it would be disingenuous to say that we’re 100% there. There are still significant areas that could lead to better economic security for women. Gender equality in Australian workplaces needs to be a national priority, which would translate into more leadership opportunities for women in law,” Amrita explained.

One of the most persistent challenges women face is the impact of career breaks due to maternity leave. Many firms still struggle to provide effective reintegration programs, leaving women at a disadvantage when returning to work.

Another challenge is cultural bias and the pressure to conform to traditional leadership styles. Reflecting on her early career, Amrita recalled facing biases based on both her gender and cultural background. “Knowing what I do now, I wish I could tell my younger self that those experiences don’t define you. Your background and perspective bring unique value to the law, regardless of where you studied or where you come from,” she said.

Overcoming Gender Stereotypes in Law

Gender stereotypes continue to shape career trajectories in the legal industry. Women are often expected to be less assertive in leadership roles or to adopt a particular style to be taken seriously. However, Amrita emphasised the importance of self-confidence and challenging these assumptions.

“One of the best pieces of advice I’ve received from a female mentor was to stop saying sorry. Women are often conditioned to apologise and take up less space. Assertiveness doesn’t have to be aggressive—it can come in many forms, but it’s important to own the room and trust your knowledge,” she shared.

This mindset shift is critical for women aiming for leadership positions in the legal sector. Many still experience pay gaps and slower career progression, particularly after taking time off for family responsibilities. Greater transparency in pay structures, mentorship programs, and flexible working policies are necessary to create a truly level playing field.

Looking ahead, Amrita hopes to see continued progress in the industry. “It would be great to see more accountability at a national level to ensure equal opportunities for women, particularly in leadership and pay equity. Women returning to work after maternity leave face significant challenges, and addressing these should be a priority,” she noted.

Practical Steps for Women Navigating the Legal Profession

As the legal industry continues to evolve, there are several ways women can navigate career progression while overcoming barriers. Here are some essential strategies:

1. Own Your Presence in Leadership

Confidence is key. Women in law should embrace self-assurance and assertiveness in professional settings. Avoid diminishing language such as excessive apologies and instead focus on delivering insights with clarity and conviction.

2. Advocate for Pay Transparency

Salary disparities remain a major issue in the legal sector. Women should negotiate confidently, research salary benchmarks, and seek transparency from employers regarding pay structures and progression opportunities.

3. Build Strong Professional Networks

Mentorship and networking play a crucial role in career growth. Women should actively seek mentors, sponsorships, and peer support groups that advocate for professional development and leadership opportunities.

4. Leverage Flexible Work Arrangements

Balancing career progression and personal life can be challenging, but more firms are offering flexible work arrangements to accommodate working parents. Women should explore options such as remote work, job-sharing, and structured return-to-work programs after maternity leave.

5. Challenge Unconscious Biases

Law firms and government legal departments must continue addressing unconscious biases in hiring and promotions. Women in leadership positions should advocate for diversity initiatives and push for more inclusive policies that support career progression for all.

The Future of Women in Legal Leadership

While the legal sector has made significant progress towards gender equality, there is still work to be done. Women remain underrepresented in leadership roles and face challenges in career progression due to systemic barriers. However, the tide is shifting, with more firms recognising the value of diversity in leadership and actively implementing policies to support women’s advancement.

With continued advocacy, mentorship, and structural changes, the legal industry can move towards a more equitable future. So, what steps can law firms take today to ensure lasting change? Read on to explore the strategies that will shape the next generation of female leaders in law.