In 1873, the Supreme Court of United States wrote, "The timidity and delicacy of the female sex make it unfit for an occupation in the civil life. The mission of women is to fulfill roles as wife and mother." 

From when women were denied the license to practice law to having women make partners in law firms, we've come a long way. 

The legal industry has made significant progress over the years with women professionals and has witnessed top lawyers in senior partner roles. However, the path has not been easy, with substantial obstacles, hardships, and challenges. 

Although 1 in 3 lawyers is a woman today, there is an under-representation of female lawyers in managing partner roles and private sector law firms. 

When women lawyers are at a record high, the question that arises is - 

Why is there a disparity in the number of women in senior roles at law firms? 

Why do the numbers show that women leaving firms at the senior associate level are higher than men? Are women getting the right career advancement opportunities to partnership? 

Law firms must examine and address the practices, cultural stereotypes, and work environment that's inhibiting women from advancing in their career. 

A review system is what qualifies women to make partners or be in senior roles at a firm. Therefore it's crucial to understand why performance review systems are failing women, and it's all the more critical to start the process of change and implement a system that works for both men and women. 

Some of the challenges women face during reviews and in their legal profession: 

• Gender bias 
• Gender stereotype
• Lack of role models and mentors
• Lack of constructive feedback
• Exclusion from supportive male-dominated networks
• A working structure that doesn't support a balanced life

10 Performance Review Changes that can Benefit Women in Law Firms

• Allow women to take on high-ticket clients and leadership roles. Women are often misrepresented in responsibility roles and therefore are never evaluated on leadership skills. 
• Ensure that women are included in firm pitch teams and requests for proposals. 
• Acknowledge, reward and celebrate the accomplishments of both men and women in trials and transactions. 
• The review committee must have diversity to avoid bias and focus more on objective criteria.
• Provide training on gender-neutral evaluations to bring to light hidden challenges and propagate a safe space for reviews. 
• Review, monitor, and share gender data to identify areas where women fail to advance even though they are capable candidates. 
• Establish frequent review systems with constructive feedback about their performance.
• Mention the expectations and criteria required for professional growth for the next review period. 
• Assign mentors who provide high-value work assignments and provide adequate exposure to women. 
• Evaluate whether a gender gap has affected key clients' access, professional development opportunities, assignments, and billable hours. 

When law firms across the world implement these changes in their performance review systems, talented and women professionals with expertise will be retained in the legal industry. 

The future is bright for women attorneys who display all the skills to advance in their careers and reach a high position at law firms. Women lawyers are highly competent. Firms must create a sustainable and supportive environment that enables them to achieve their goals and advance in their career. 

What can Women Professionals do to advance in a firm? 

• Become an expert in your field.
• Acquire the mindset, skills, and competencies for success and leadership.
• Seek a mentor from a Bar Association.
• Ask for specific feedback and implement the same. 
• Be part of woman networking groups.
• Do not compete with fellow women lawyers. Instead, offer encouragement.

The legal profession is seeing a turning point where more women are opting for law as a career choice. Law firms must restructure their traditional working methods to create a work culture and environment where women and men advance in their careers based purely on merit. 

Women Lawyers are beating the odds every day and are committed to advancing in their careers despite the many hardships they face. If firms are committed to creating equal opportunities for both genders, we can witness women lawyers being rightfully represented in top ranks and recognized for their contribution to the industry.

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