For real equality in the legal sector

For real equality in the legal sector

Business management can only be successfully achieved when equality is at the center of the organization's plan, argues Bigle Legal's Alejandro Esteve de Miguel.

Women are becoming more visible within different fields of expertise as society gains progress. Fortunately, what was once a utopian dream is now a reality. Though there have been some advances, change is still far from being achieved. In many sectors, including the legal sector, there is still a long way to go until gender equality is achieved. The same thing happens to me today as well. When I was a corporate lawyer, I saw it on a daily basis.

The proportion of women in UK law firms was less than 25 percent in 2021. We need to do more, but the progress is slow. As in other professions, the proportion of women in key positions, particularly at law firms and in the Bar, is still low in legal profession. Women in fields that have not yet broken from tradition speak of the added challenges that come with being a woman in an old-school industry.

In companies and public institutions, there is often a pay gap or the well-known glass ceiling because of obstacles and complications. Putting an end to these problems requires a collective effort across many fields.

A shift in mindset, help close the gap

Senior partner at DLA Piper Pilar Menor said, "Reducing the employment gap is the first step. Despite women being able to participate in the labour market, we must acknowledge that some professions are male-dominated and have very precarious female representation. Equal work hours and working conditions are not just a question of numbers. Together, they make up true equality."

In a similar fashion, if there is no regulation, then true evolution cannot be understood. Despite society's advances and equality laws, they have not been implemented in practice and are only in theory. Diverse talent must also be acknowledged in management positions, which must start to be taken up by many sectors.

Another point worth highlighting is the initiatives designed to recognize women's talent. The recognition of women lawyers from a range of sectors and the positioning of women lawyers from different sectors are necessary in order to achieve professional equality.

The change must start at the top.

Although the gap is still significant in the tech legal sector, it will be bridged by a change in management. Bigle firm has doubled the percentage of female employees in 2021, with three out of five senior management positions held by women.

In some technical areas, like product development and design, an increase is observed in the hiring of women. This represents the progress that has been introduced gradually and will always be synonymous with breaking down the barriers arbitrarily imposed in certain technical fields.

Diversification leads to better company performance.

Inclusiveness is vital for team success. There is substance behind these claims. Various studies, like Deloitte's Diversity and Inclusion 2021 report show that companies embracing diversity and inclusion are 17 percent more productive, gain 20 percent more creativity and are six times more agile.

In addition to attracting talent, diversity also increases creativity and innovation, leading to more comprehensive development for the company. When we stress equal opportunities, a healthier business climate and a much more equal workplace will be found much sooner.

The sector of law and legal technology needs to hire female talent at positions of responsibility, as well as have a collective effort across society to achieve equality. However, it is also a necessity for companies if they want to succeed, thanks to diverse cultures and inclusive policies. We should all take responsibility for real change. Corporate governance success is not determined by gender, it is determined by corporate strategy, but corporate strategy can't be understood without a corporate philosophy that is inclusive and egalitarian.

Bigle Legal is co-founded and headed by Alejandro Esteve de Miguel