Women in Law: Breaking Barriers in Leadership

Recent trends indicate a significant shift in the legal profession as women are increasingly assuming leadership roles in major law firms, challenging the historical “glass ceiling.” A study by Vahura, a prominent legal recruitment and consultancy agency, has revealed that 33 women were promoted to partnership among 119 total promotions in the top five law firms during the 2024-25 period, which translates to a female promotion rate of 27.7%.

Prominent Firms Leading the Charge

Shardul Amarchand Mangaldas (SAM) has emerged as a leader in promoting women, with 14 out of 22 new partners being female, amounting to 63% of the cohort. Trilegal followed suit, promoting seven women to equity partnerships out of 11 new partners, while JSA elevated five women lawyers to retained partnerships. Notably, Khaitan & Co reports that women now constitute 20% of its partnership, marking a substantial 44% increase over the previous year, and women make up 39% of its senior management team, reflecting an impressive 83% growth.

Creating a Supportive Environment

Pallavi S Shroff, Managing Partner at SAM, emphasizes the firm’s commitment to fostering an equitable environment for women lawyers. She and her daughter, Shweta Shroff Chopra, a Partner at the firm, have been advocates for building a supportive ecosystem where women can thrive and advance to leadership positions. “At SAM, plugging the leaky pipeline means not only promoting women but also ensuring they are supported as they grow within the firm,” Shroff Chopra states.

Understanding the Leaky Pipeline

The term “leaky pipeline” refers to the phenomenon where women lawyers are more likely to leave the profession during critical periods of their careers, often between six to eight years in. Reasons for this trend include systemic biases, lack of mentorship, and inadequate networking opportunities. Statistics show that nearly 48% of women lawyers opt for in-house corporate positions for better work-life balance or depart the field entirely.

Perspective from Industry Leaders

Akanksha Antil, Vice President of Recruitment and Mentorship at Vahura, stresses the need for top-down initiatives to ensure gender parity within firms. “There should be pressure from upper management to change Key Result Areas for gender equality to genuinely take effect,” she suggests.

In line with these views, Shroff Chopra highlights policies such as three weeks of paternity leave, extended parental leave until children reach three years old, and flexible working arrangements that accommodate working parents alongside the statutory six-month maternity leave. She notes, “Our firm invests in mentoring women and ensuring they are empowered to lead while balancing personal commitments.”

Fostering Gender-Agnostic Workplaces

Other firms, such as Khaitan & Co (KCo), echo these initiatives, providing flexible parental leave, backed by supportive return-to-work policies. Amar Sinhji, Executive Director at KCo, underlines the firm’s commitment to gender-agnostic talent development and maintaining a balanced ratio of male and female lawyers. “Career breaks don’t break careers at our firm. They are just chapters in a longer journey,” he highlights.

Similarly, JSA promotes a nurturing work environment, with equity partner Madhurima Mukherjee Saha affirming the firm’s dedication to equal opportunity, especially during pivotal life milestones for their female lawyers.

Overcoming Societal Biases

Despite these advancements, biases remain prevalent, affecting women lawyers not only from their peers but also from clients who may perceive male lawyers as more capable or committed. This societal mindset also impacts women’s ability to charge competitive fees.

Antil further explains, “The evaluation metrics used by law firms often focus on billable hours and business development, which can overlook essential contributions such as leadership and mentoring. This bias can disproportionately affect women.”

As the legal industry continues to evolve, these insights and initiatives reflect a growing recognition of the importance of diversity and support for women lawyers striving to achieve leadership roles. The collective efforts of these firms signify a commitment to change that may one day lead to a more equitable landscape in the legal profession.