Attwood Marshall Lawyers Estate Litigation Partner Lucy McPherson examines recent statistics behind the gender gap in law, the challenges that persist and what it takes for a workplace to buck the trend.
The latest data from Australia’s largest employers, released in early March, confirms that the gender pay gap is still very much alive and well.
This year, just one in five of the 9,500 employers that reported their pay gap data to the Workplace Gender Equality Agency (WGEA) had an average gender pay gap within the target range of +5 per cent and -5 per cent. This means that four out of five still have too few women in senior, high-paying roles.
Of the 60 law firms that submitted their data to the WGEA for a second consecutive year, nearly half reported a worsening of their gender pay gap compared to the previous year.
Law firms often highlight diversity initiatives and celebrate that women make up the majority of law graduates and junior solicitors. Yet, despite this promising talent pipeline, many women in law face career stagnation due to systemic barriers that can be found in most corporate settings.
While firms like Attwood Marshall Lawyers – where the leadership team is majority female – prove that the status quo can be rejected and genuine progress is possible when leadership actively commits to change, we remain an exception.
Also in March was International Women’s Day, where workers across the world attended corporate events, panels, and educational sessions, to celebrate women’s achievements while also acknowledging the vast challenges that remain.
Despite the performative, galvanising spirit seen at many of these meetups, and the promises from several corporations and industry groups that they are doing or will do better, there is a long way to go. Many fail to recognise the scope of the ongoing fight for gender equality, particularly within the corporate sector, but also elsewhere. According to UN Australia, women comprise just 22 per cent of CEOs, 37 per cent of key management personnel and 42 per cent of managers nationally.
The legal industry fares no better, with recent reports highlighting the poor career trajectories for women, particularly those seeking leadership roles or aspiring to the Bar. Law firms frequently promote flexible work arrangements, paid parental leave and leadership development programs targeted specifically at women. Often these policies are little more than “window dressing” displaying a façade of improvement that doesn’t truly reflect the underlying reality. These policies mean little if deep-seated bias and stereotypes continue to hold women back.
Our firm is built on the belief that talent and ambition should dictate career progression.
Three of our five partners are women, and seven of our eight department managers are women. Nearly 85 per cent of our workforce (including lawyers and support staff) is female.
We actively invest in mentorship, training and leadership development, ensuring that our lawyers – regardless of gender – have the skills and confidence to take their careers as far as they choose. Progression shouldn’t be limited by gender or by taking time off to care for a child or loved one. No one should be left behind in the middle echelons if they are ambitious to move forward.
One standout example is our former Commercial Litigation Senior Associate Georgia Taylor, who recently qualified as a barrister. After spending several years at our firm, advancing quickly early on in her career, Georgia proved herself to be a formidable force in litigation and client advocacy. Her decision to leave private practice and enter the Bar reinforces a key lesson: when women are given the right support and development opportunities, they will succeed.
Years ago, Angela Harry was promoted to Partner shortly after returning from maternity leave – and she continues to be one of our most aspiring leaders. I always saw that promotion as a powerful display of how women can thrive in the workplace. Despite archaic mindsets that may doubt a new mother’s ability to excel in leadership, championing for women and providing the right support can make all the difference.
We also celebrate women in our ranks who are not only advancing their own careers but driving lasting change within the profession. Compensation Law Senior Associate Tina Davis recently helped launch – and now chairs – a NSW female lawyers’ network, a platform dedicated to empowering and supporting women in the legal industry.
Law firms cannot merely focus on increasing the number of women to enhance their statistics; they must ensure women have equitable access to training, mentorship, and the opportunities essential for women to thrive. At Attwood Marshall Lawyers, we are proving that real change can happen.
