Women in the Legal Profession Part 2 – Current Challenges and Future Opportunities

In the first blog of this series to mark International Women’s Day 2026, we looked at some of the trailblazers of women in the legal profession in Ireland. From Mary Heron Dorothea, the first woman to join the Roll of Solicitors, to Helena Early, the first practising female solicitor in Ireland, to Frances Kyle and Averil Deverell who were the first Irish women to be called to the Bar. And we looked at some of the current female solicitors and barristers who are laying down the law (quite literally) for generations of other women to come. If you missed it, you can have a read of Part 1 here.

For Part 2, we are looking at the current challenges for women within the legal profession today. We are also highlighting some potential opportunities for growth and change to improve the experience for women working in the legal sector. And we want to finish up with some hope and a positive outlook for the future generations of female legal practitioners. 

A Profession Approaching Gender Balance

Back at start of the 1900s, a woman could only dream of working in the legal sector. Just like so many other professions, women were legally barred from becoming solicitors, barristers, or judges.

Fast-forward to the present day and things look very different indeed. Now women are leading the charge in professions that were historically restricted to men. Professions such as medicine, science, engineering and so many more. And while this may not be the experience of women all around the globe, the economic growth and embrace of a modern outlook here in Ireland has opened the doors to Irish girls ready to take on the world.

The legal profession has reached significant milestones in recent years, with women comprising over half (53%) of practising solicitors.

This shift reflects broader societal changes, including:

• Expanded access to higher education
• Greater workplace equality legislation
• Changing expectations regarding career pathways

Women today are practising across the full spectrum of legal services, including:

• Commercial and corporate law
• Litigation
• Family law
• Property and conveyancing
• Regulatory and compliance work

And it’s not just the everyday fields of law – we are seeing more and more female solicitors branching into niche areas such as media and immigration law, or even technology such as Artificial Intelligence (AI).

Women are also increasingly visible in leadership positions, whether as partners in firms, senior counsel at the Bar, judges, academics, or leaders within professional organisations.

However, while this is all great to see and should be celebrated, more needs to be done to narrow the equality gap. The numbers alone do not always translate into equal opportunity or influence. While women account for over half of all practising solicitors in Ireland, when it comes to those in partner positions, it drops to a third (33%) .

So why is this? Let’s take a look at some of challenges continue to affect women in the legal profession.

Structural Challenges Facing Women in the Legal Profession

It’s encouraging to see such great progression in terms of equality in the workforce. This is certainly the message that we are seeing through so many media platforms. Movies such Erin Brockovich, Legally Blonde and even the recent Barbie have reinforced the idea that women can conquer it all in the legal profession and beyond. But deeper conversations and more in depth studies are telling a different story. In the real world, structural barriers are still influencing career progression for women in law. And these challenges often become more visible at senior levels within the profession.

Partnership and leadership representation

As we have previously stated, while women may represent a large proportion of junior solicitors, the number of women reaching senior partnership roles remains comparatively lower in many firms, especially some of the larger firms in Ireland.

This disparity can arise from several factors:

• Traditional partnership models that reward constant availability – this makes it hard for women be as available as their male counterparts if they become a primary caregiver, whether it’s looking after children or ageing parents.
• Limited access to senior sponsorship, mentoring and support – According to a recent study by the Law Society of NI, lack of maternity or return-to-work support is cited as having negative impact on career progression.
• Structural biases in promotion processes – women are still being passed over for promotion because there’s an assumption that they will step back from their careers at some point to start a family.

Essentially, there’s a narrowing of the pipeline as female solicitors progress through their careers.

Work-Life Balance Pressures

Whether you’re a man or a woman, legal practice involves demanding schedules, high workloads and tight deadlines. For many practitioners, balancing these pressures with family responsibilities can be challenging.

The idea that women can “have it all” – the career and raise a family – is a bit of a misconception. A common phrase that many working mothers will have heard at some point is “We must raise children as if we do not work and we must work as if we do not have children”. This seems like an impossible feat for working mums. Furthermore, traditionally in Ireland, it was presumed that a daughter would look after elderly parents or relatives, and this expectation does still exist today, particularly in rural communities.  

So regardless of how progressive we may have become, women are still more likely to take on primary caregiving roles.

For a female solicitor, being a caregiver affects:

• Career progression timelines
• Availability for networking opportunities
• Perceptions of commitment within some workplace cultures

Flexible working arrangements, hybrid working models and improved organisational support are gradually helping to address these pressures. But is it enough?

Visibility and Professional Networks

Career advancement within the legal profession often relies not only on experience and expertise but on visibility, relationships and professional networks.

Historically, some of these networks were less accessible to women, perhaps more of a “boys club”. But now that things are on an even keel in terms of numbers, building strong professional communities has become more important than ever.

Organisations such as the Irish Women Lawyers Association and similar professional groups such as Solicitors Growth Network provide valuable spaces for connection, support and advocacy.

Cultural Shifts and Progress

The good news is that the legal profession, just like many other professions, is more aware of  challenges we have highlighted. And once we have awareness, we can then focus on action.

Firms, professional bodies and industry groups are placing greater emphasis on:

• Diversity and inclusion initiatives
• Mentoring programmes for junior solicitors
• Leadership development opportunities
• More flexible working structures for caregivers

There is also growing recognition that diversity strengthens legal organisations. A broader range of perspectives often leads to improved decision-making, stronger client relationships and more sustainable working environments. What this boils down to is that both men and women have individual qualities and approaches to bring to the table.

Importantly, conversations around women in the legal profession are now more open and constructive than ever before.

Opportunities for the Next Generation of Women in the Legal Progression

Looking ahead, the future for women entering the legal profession is filled with opportunity.

Several emerging trends are reshaping how legal services operate, which may create new pathways for career development.

Technology and changing Practice Models

Legal technology, digital workflows and remote collaboration are transforming how firms operate. Some law firms may have embraced technology as a result of the global pandemic, and some have simply done so to stand out from their competitors. Either way, the benefits are clear to see.

These developments may:

• Enable greater flexibility in how legal work is delivered
• Support alternative career paths within the profession
• Reduce some of the traditional structural barriers associated with office-based practice

So for women who want to shine in their legal career, but also want to be there for their kids at the school gates or look after their elderly parent, technology has helped to make the impossible, possible.

Mentorship and Professional Development

Mentorship has become an increasingly important element of career development, for many professions not just the legal one.

Structured mentoring relationships can help junior solicitors (male and female):

• Navigate career decisions
• Develop leadership skills
• Gain confidence within complex professional environments

But as more women progress to higher levels within the legal profession, there’s more opportunities for mentorship. Female barristers, partners and law firm owners sharing their own knowledge and experiences on how they achieved their goals whilst juggling family life can be hugely inspiring to other female solicitors with big dreams.

Community and Collaboration

The legal profession can sometimes feel isolating, particularly for practitioners in smaller firms or specialised practice areas. And this loneliness can be felt even more by female solicitors striving for success whilst juggling many other roles all at the same time.   

That’s why a community like ourselves at Solicitors Growth Network is so invaluable. Being part of a network offers opportunities for solicitors to connect, exchange ideas and learn from each other.

Such communities create:

• Supportive peer environments
• Shared learning opportunities
• Greater awareness of industry challenges and solutions

However, it’s not about alienating male solicitor colleagues – it’s simply understanding that the experience of a female solicitor is different from that of their male counterparts. And that conversations need to be had in order for real change.

Continued awareness, supportive professional environments, open discussions and strong leadership will all play a role in ensuring the legal profession remains inclusive and forward-looking. 

Supporting the Women in the Legal Profession Through Community

As the legal profession continues to evolve, collaboration and shared learning will play an important role in supporting both current and future generations of solicitors – both male and female. One poignant quote sums things up perfectly – “Gender equality is not about women, and it’s not about men. It’s about making workplaces work for everyone. Together we can fix work, not women.”.

One inspirational person who knows all about juggling success as a female solicitor and family life is Principal Solicitor, Susan Webster, who co-hosted a webinar with us. In the Invisible Load: Running a Legal Practice, a Family and Everything In Between, Susan shares her own challenges, what strategies have helped, the additional pressures that women face in the legal profession. and how colleagues can genuinely support each other without judgement. She will also explain why this is not just a ‘woman’s issue’ but a leadership and culture conversation that benefits everyone in the firm.

You can purchase this and any of our webinars on demand for just €77 per webinar. Browse the full collection here.

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