FIRST 100 YEARS OF WOMEN IN LAW

Inspirational Women Campaign

FOREWORD

On 23 December 1919, the Sex Disqualification (Removal) Act was passed, enabling women to become barristers, solicitors, jurors and magistrates. Addleshaw Goddard wanted to mark this anniversary with our own ‘First 100 Years of Women in Law’ Campaign, as a timely opportunity for both celebration and reflection.

As part of this campaign we decided to focus on female talent connected to Addleshaw Goddard, both past and present. We contacted all of our colleagues and asked that they nominate those women at the firm who have personally inspired them – and I was delighted to see that the list includes a number of colleagues, both lawyers and non-lawyers, who have inspired and supported me throughout my career. I hope you will enjoy the personal stories in these pages as much as I did.

It might seem unusual to some readers that a male lawyer is writing the foreword to this brochure. However, equality of opportunity at work is not just a “women’s issue”. Whilst it is self-evident that we have come a long way in 100 years, there is still a lot to do. A recent study revealed that, according to not only 3 in 4 women but also 2 in 5 men, UK workplace culture stalls women’s careers. Improving the prospects for female talent to thrive remains a key priority for Addleshaw Goddard as it should for any business, and whilst we can take pride in what we have achieved – and in particular the success of our Flourish programme to support female progression to senior positions – there are still challenges to overcome. Involving men as well as women in the discussion as to how we achieve equitable career progression is critical, so that we work together to improve everyone’s experience of working at the firm.

I would like to thank everybody who has helped pull this collection together. I am sure it can inspire our next generation of talent, both male and female, to promote an inclusive culture in which everybody can prosper and achieve their potential.

MIKE HINCHLIFFE Board Diversity & Inclusion Sponsor Illustration: Connecting cultures Sam by Hadley PROFILE: CARRIE ARMSTRONG, EDINBURGH

HOW LONG HAVE YOU BEEN delay on the speed of my progression WORKING FOR AG AND WHAT to partnership. However, my advice to IS YOUR CURRENT ROLE? others facing these types of decisions 20 years, since I joined legacy firm, and challenges would be that “life” is Henderson Boyd Jackson as a trainee. more important than work. A career I am a partner based in Edinburgh in is a marathon and not a sprint over Real Estate (mainstream). 40 (or perhaps 50) years, so having 9 months off in that context is really neither here nor there. Carrie Armstrong HOW WOULD YOU DESCRIBE YOUR EXPERIENCE OF WORKING WHO HAVE BEEN YOUR AT AG – HOW WOULD YOU SAY INSPIRATIONAL ROLE MODELS THE FIRM IS PROGRESSIVE TO DATE AND WHY? AND SUPPORTIVE OF Alison Newton – she has been GREATER GENDER PARITY? engaged with my career since the AG has a positive, enthusiastic and day she joined. She is encouraging, supportive working environment – for challenging and strategic in her all. The leadership team are vocal and thinking. open in supporting greater gender Miles Ede – he helps, encourages and parity such that it is acknowledged supports every member of his team as an important strategic priority for and facilitated and supported flexible the firm, hence the focus at the most working arrangements as much as he recent Partner’s Conference. could.

DID YOU EVER DOUBT YOU WHAT CHANGES HAVE YOU WOULD BE ABLE TO TAKE WITNESSED IN THE LEGAL ON THE RESPONSIBILITIES SECTOR FROM THE START ASSOCIATED WITH YOUR OF YOUR CAREER TO DATE CURRENT ROLE? IF SO, WHAT IN SUPPORT OF FEMALE SUPPORT HAVE YOU BEEN CAREER PROGRESSION AND GIVEN, EITHER FROM AG OR ENCOURAGING GREATER FROM ANOTHER SOURCE TO GENDER PARITY? HELP YOU TO OVERCOME THOSE More females are entering the legal DOUBTS? profession in increasing numbers. I Yes, my confidence levels have grown understand that 80% of the student each year since being promoted population of the law faculty at to partnership. I was given a lot of Edinburgh is female. Undoubtedly support and encouragement together we should see greater gender parity with opportunities and platforms in senior leadership roles within law by more senior partners within the firms in the future. This should be business. My two sisters who also inevitable given increasing intake work in very senior roles both based numbers. in Edinburgh have also been very A career is a encouraging (alongside helping out FINALLY, LOOKING FORWARD “marathon and not with childcare, we have 8 children TO THE NEXT 100 YEARS, WHAT a sprint over 40 (or between us). PRACTICAL ACTION DO YOU perhaps 50) years, THINK LAW FIRMS SHOULD TAKE, so having 9 months LOOKING BACK AT YOUR ACROSS THE LEGAL SECTOR off in that context is CAREER TO DATE, HAVE YOU AS A WHOLE, TO CHAMPION really neither here EXPERIENCED ANY NOTABLE GENDER EQUALITY? nor there. ‘BARRIERS’ TO YOUR PERSONAL It just needs to be something which Carrie Armstrong CAREER PROGRESSION? IF SO, is constantly kept under review by WHAT ADVICE WOULD YOU GIVE senior leadership teams – to ensure TO THOSE WHO MAY FACE THE fairness and opportunities for all (men SAME CHALLENGES? and women). I had 3 periods of maternity leave in 4 5 years which without a doubt put a PROFILE: SAFINAZ BAJAWA, LONDON

HOW LONG HAVE YOU BEEN WHO HAVE BEEN YOUR WORKING FOR AG AND WHAT INSPIRATIONAL ROLE MODELS IS YOUR CURRENT ROLE? TO DATE AND WHY? I have been in my role as a Bids My mother has been and always Manager since January 2019. will be my role model. She is not only the cornerstone of our family but also an incredibly high achiever HOW WOULD YOU DESCRIBE professionally. She worked shifts to YOUR EXPERIENCE OF WORKING take care of her disabled husband AT AG – HOW WOULD YOU SAY and simultaneously hold the family Safinaz Bajawa THE FIRM IS PROGRESSIVE together. She taught me that anything AND SUPPORTIVE OF is possible with the right mind-set and GREATER GENDER PARITY? work ethic. Looking back over my inaugural year, there have been many highs and lows. I would say the most important WHAT DO YOU BELIEVE, IN aspect of experiencing any low points THE LAST 100 YEARS, HAS is how one can learn from them – both BEEN THE BIGGEST CHANGE about oneself and giving thought to TO HELP WOMEN ADVANCE IN how one can make positive changes. LAW? AND THE ONE BARRIER I have been fortunate to meet some THAT HAS HELD THEM BACK? extremely talented and passionate The appointment of Rose Heilbron people, in a variety of roles, who are to King’s Counsel in 1949 catapulted supportive by desire and progressive the profile of women in law. I would by nature. Gender only now comes suggest the most constraining issue to mind as I’m prompted to think of for women, over the last 100 years, it. Gender parity is one of the most has been the slow uptake on gender positive things about AG. parity. Only now are we beginning to see any meaningful progress.

LOOKING BACK AT YOUR CAREER TO DATE, HAVE YOU HAT DO YOU BELIEVE, IN THE EXPERIENCED ANY NOTABLE LAST 100 YEARS, HAS BEEN ‘BARRIERS’ TO YOUR PERSONAL THE BIGGEST CHANGE TO CAREER PROGRESSION? IF SO, HELP WOMEN ADVANCE IN WHAT ADVICE WOULD YOU LAW? AND THE ONE BARRIER GIVE TO THOSE WHO MAY FACE THAT HAS HELD THEM BACK? THE SAME CHALLENGES? Men should be encouraged to take In 2016 I took a career break spanning part in gender equality events two years in order to look after my regularly. A lack of understanding father who was seriously ill. My father of the historical issues their female is so incredibly precious to me and counterparts have suffered is often after it became clear he would need misconstrued as arrogance rather I have been fortunate support, there was never a question than ignorance. “to meet some in my mind as to what the right extremely talented decision was. Returning to work with and passionate a gap on my CV was something that people, in a variety I was conscious of. Taking that time, of roles, who are however, is something which I knew supportive by desire I would never regret. My advice to and progressive by anyone in a similar situation is that nature. taking care of your home life gives Safinaz Bajawa you strength and support that you can always rely on when things in the office get tough.

5 PROFILE: PAULA BRUTON, MANCHESTER

HOW LONG HAVE YOU BEEN LOOKING BACK AT YOUR WORKING FOR AG AND WHAT CAREER TO DATE, HAVE YOU IS YOUR CURRENT ROLE? EXPERIENCED ANY NOTABLE I’ve worked for AG for 26 years and ‘BARRIERS’ TO YOUR PERSONAL am currently Head of Secretarial & CAREER PROGRESSION? IF SO, Office Services. WHAT ADVICE WOULD YOU GIVE TO THOSE WHO MAY FACE THE SAME CHALLENGES? HOW WOULD YOU DESCRIBE When I first applied for a team Paula Bruton YOUR EXPERIENCE OF WORKING leader role at AG there were some AT AG – HOW WOULD YOU SAY barriers, mainly from others who THE FIRM IS PROGRESSIVE felt I lacked experience in managing AND SUPPORTIVE OF people (which I did). However, I was GREATER GENDER PARITY? given the opportunity by someone I’m very proud to work at AG and who believed I had the capability to I’m grateful for the opportunities I’ve take on a manager role – so I’d say if been given which have enabled me someone gives you an opportunity to work in a variety of different roles grasp it, and worry about whether and have a number of promotions. you can do it later! The firm has been very supportive of my career development. I was WHO HAVE BEEN YOUR recruited as a PA and am now a senior INSPIRATIONAL ROLE MODELS manager, something I would never TO DATE AND WHY? have thought could happen when I I’ve been fortunate to have some joined the firm in 1993. inspirational managers at AG who have encouraged and supported my DID YOU EVER DOUBT YOU development, and have given me the WOULD BE ABLE TO TAKE opportunity to be involved in projects ON THE RESPONSIBILITIES which have challenged me. I manage ASSOCIATED WITH YOUR a large team and spend quite a lot of CURRENT ROLE? IF SO, WHAT time supporting others. I’m constantly SUPPORT HAVE YOU BEEN inspired by members of my team GIVEN, EITHER FROM AG OR who are able to succeed and flourish FROM ANOTHER SOURCE TO during times of adversity. Outside HELP YOU TO OVERCOME THOSE of work, my parents are my role DOUBTS? models. They instilled a good work My current role has frequently ethic in me and without their support required me to step out of my and encouragement I couldn’t have comfort zone and initially that was successfully juggled my work/family very daunting. However, I’ve been life. lucky to have the support of current and previous managers who have ...most importantly, helped me make the transition, and I have the support of also the support of my teams who “ helped me build my knowledge. my family, especially my two sons who are Finally, and most importantly, I very understanding have the support of my family, when I’m frequently especially my two sons who are very travelling around understanding when I’m frequently AG’s offices and am travelling around AG’s offices and am away from home. away from home. Paula Bruton

6 PROFILE: MONICA BURCH, LONDON

YOUR LEGAL CAREER WITH WHO HAVE BEEN YOUR OWN AG SPANNED ALMOST THREE INSPIRATIONAL FEMALE ROLE DECADES. OVER THAT PERIOD MODELS TO DATE AND WHY? HOW DID YOU SEE THINGS Mare Stacey - a female partner who CHANGING FOR WOMEN? as a pioneer at legacy firm Theodore A lot of changes, from many Goddard took an interest in my seemingly minor things such as, career. when I joined the firm there were no Janet Gaymer, ex Senior Partner at female loos on the partners’ floor, Simmons who was always very kind Monica Burch comments were made whenever and offered an ear/advice. trouser suits were worn, expectations Peninah Thomson who is CEO of a (former partner) that the women would always pour Foundation I now chair who adopted the coffee in meetings, the list goes me early on and arranged for me to on ....To some more fundamental be mentored outside the firm by the changes such as consciousness of chair of a multinational plc, which biases, better structure in terms of changed my career. flexible working and parental leave, the will at leadership level to increase diversity and an expectation of WHAT ACTION DO YOU BELIEVE diverse teams from clients. A gradual MEN CAN TAKE TO ENCOURAGE if slow increase in women partners GREATER GENDER EQUALITY IN and a flood of very very able women THE WORKPLACE? lawyers. Questioning about why Treat women as people who have women weren’t retained as opposed and want careers. Question your own to assuming women would leave the opinions and assumptions. Who are business. So we are not there yet as a your protégées ? If they don’t include profession, but I do believe there is a women, why not? Be honest - pledge route through. to yourself to treat all colleagues, superiors and juniors equally and think about whether you actually YOU WERE AG’S FIRST FEMALE do this and if not, what you need to SENIOR PARTNER. DID YOU change. FEEL A RESPONSIBILITY TO BE A ROLE MODEL? I felt a responsibility to act in LOOKING FORWARD TO THE accordance with my values, to carry NEXT 100 YEARS, WHAT out my role to the very best of my ONE THING WOULD MAKE ability and to treat others as I would THE BIGGEST DIFFERENCE want to be treated. I also felt a TO ACHIEVING GREATER responsibility to be very open about GENDER EQUALITY WITHIN my career path but to recognise that THE PROFESSION? my views should not be imposed on Truly shared caring responsibilities. others. And hopefully too to cheer on Not stunning I know, but I do think women, to question assumptions and that would make a difference not to champion women. I was actively just to how we act within businesses involved in diversity initiatives for but also to how those businesses are all of my career and diversity board structured. champion in AG from 2008. I have Treat women as always been very public about my “people who have and strong belief that diversity makes a want careers. better business as well as being the Monica Burch right / moral / meritocratic way to be.

7 PROFILE: SARAH BUZUK, EDINBURGH

HOW LONG HAVE YOU BEEN CAREER PROGRESSION? IF SO, WORKING FOR AG AND WHAT WHAT ADVICE WOULD YOU GIVE IS YOUR CURRENT ROLE? TO THOSE WHO MAY FACE THE I have been working for Addleshaw SAME CHALLENGES? Goddard for just over a year and was Fortunately for me, I would not say hired as a Paralegal in January 2019 that I have experienced any notable to join the newly-formed TST Hub in ‘barriers’ to my personal career Edinburgh. I have thoroughly enjoyed progression as I see any potential my time at the firm and I genuinely obstacles as challenges. Challenges Sarah Buzuk look forward to what the future is to career progression need to be going to bring. tackled head on, and one needs to understand what they need to achieve in order to progress. I do this HOW WOULD YOU DESCRIBE by sitting down with my manager on YOUR EXPERIENCE OF WORKING a regular basis and going through AT AG – HOW WOULD YOU SAY recent work I have completed – THE FIRM IS PROGRESSIVE what went well, what didn’t go well, AND SUPPORTIVE OF what I could improve on in the next GREATER GENDER PARITY? instance. I believe that by sitting My experience of working at down and talking through it like this Addleshaw Goddard has, so far, been can give one a better clarity on one’s excellent. I have never felt more at capabilities. Sometimes it can be easy ease coming in to work with such to think that we are all the best at a supportive group of individuals. what we do, but a little self-evaluation Everyone that I have had contact with can give us some clarity on how we has been incredibly approachable and can improve. friendly, and they have all managed to provide me with some great advice on WHO HAVE BEEN YOUR how I can develop within my role. INSPIRATIONAL ROLE MODELS From what I have experienced, I TO DATE AND WHY? strongly believe that Addleshaw As cliché as it may sound, my parents Goddard is a progressive firm that have been my role models from is supportive of greater gender day one. They arrived to the UK in parity. There are many women that I the 90s as refugees from Bosnia & look up to within the firm who have Herzegovina and ever since then achieved great things and are at they have not stopped in helping me various stages within their careers. pursue my dreams. They encouraged Not once have I considered that me to dream big and showed me there has been any disparity in any exactly what hard work can achieve of these women achieving their - the ‘can-do’ attitude is definitely goals within Addleshaw Goddard as appreciated in the workplace. the firm continues to develop talent Everything that I do in my career is regardless of whether that individual as a result of their hard work and Sometimes it can be is a man or a woman. By celebrating dedication and I cannot appreciate “easy to think that the achievements of these women, them enough for teaching me those we are all the best Addleshaw Goddard continues to values. It has helped me to focus on at what we do, but a work towards greater gender parity achieving my goals and has allowed little self-evaluation by emphasising that talent can come me to appreciate the opportunities can give us some from anywhere, as long as one is that I am presented. I cannot be clarity on how we willing to work hard to show it. thankful enough. can improve. Sarah Buzuk LOOKING BACK AT YOUR CAREER TO DATE, HAVE YOU EXPERIENCED ANY NOTABLE ‘BARRIERS’ TO YOUR PERSONAL

8 PROFILE: DIANA CRAVEN, MANCHESTER

I started my legal career in 1972 as an presented to the AWS that this was articled clerk at Herbert Smith in the far from the case in other practices. City, and subsequently spent all my The AWS was a strong supporter career (since qualification) in property of women who were encountering law. I was one of only two women difficulties in their career progression trainees in my year. The standard and I learned a great deal from it. I working hours were 9.30 -5.30 (with was also a member of a number of an hour for lunch) and I rarely, if ever, business women’s organisations and had to stay in the office outside those found the same barriers were clearly Diana Craven hours. The day’s work relied mainly in place in many workplaces, and on what arrived in the post – fax mutual support was valuable. It is (former partner) and email did not exist, and urgent regrettable that nearly 50 years after messages were sent by telegram or I started in the law issues of gender telex. All documents were typed on equality, discrimination and unfairness manual typewriters by secretaries, still need to be discussed at all. and engrossments were produced by an outside team of worker who My role models have always been individually copy-typed the originals those who reflected in the practice of and counterparts. Most completions law the need for integrity, hard work, took place in person, and money was knowledge and client service. David paid over by bankers drafts with no Tully was my mentor and good friend electronic transfers. for all my time at Addleshaw Goddard and subsequently. The only barriers There were comparatively few women I ever encountered were partially lawyers working in the City at the self-generated, as I always felt the time, and for many clients and other need to work exceptionally hard to professionals it was a novelty for justify my place in the partnership. In a woman to turn up at a meeting, the main I found this very enjoyable particularly in corporate work. It – Addleshaw Goddard was the major was generally assumed, if you spoke part of my life for over 27 years. I to someone on the phone, that you feel fortunate to have been able to were a secretary. Herbert Smith had work on a wide variety of high profile a very meritocratic outlook, and property transactions. while there I was never aware of any gender discrimination. The same was Others may take a different approach true when I moved to Addleshaw to the work/ life balance, and it is Sons and Latham in 1977 and became good to see that most firms are now the first woman partner there in able to offer more flexible working 1981. Female lawyers were still very hours, aided by technology. New much a minority, but I knew several technology without doubt has high profile women in practice in created one of the biggest changes to Manchester and in the City. working practices, and will continue to do so into the future. It is a great The only barriers I I helped set up a branch of the enabler in support of greater gender “ever encountered Association of Women Solicitors in parity, allowing remote working to suit were partially Manchester, and subsequently chaired the circumstances of the individual self-generated, the group, as well as being on the and should be much encouraged. as I always felt national committee for several years the need to work and the national secretary for a time. Coming up to 70, and having ‘retired’ exceptionally hard My experience in the AWS taught me several times, I still work occasionally to justify my place in how fortunate I had been to be in the as a consultant property adviser in a the partnership. firms which valued contributions from local firm, and would not have wanted Diana Craven all participants, regardless of gender, a career in anything other than when it was clear from case studies property law.

9 PROFILE: AMANDA DAVIS, LEEDS

HOW LONG HAVE YOU BEEN TO THOSE WHO MAY FACE THE WORKING FOR AG AND WHAT SAME CHALLENGES? IS YOUR CURRENT ROLE? The only barriers I have experienced 25 years, currently a Managing have been my own. I took a step back Associate in the Leeds Real Estate from pushing forward in my career Team. I started in the commercial whilst my children were small but as property team and was one of the they have grown I consciously started first paralegals in the Division. to focus on developing my working life and allowing myself the time and Amanda Davis HOW WOULD YOU DESCRIBE commitment to progress. Knowing I YOUR EXPERIENCE OF WORKING can be in the office and not have to AT AG – HOW WOULD YOU SAY rush out to nursery or school pick THE FIRM IS PROGRESSIVE up has given me the chance to really AND SUPPORTIVE OF develop as a lawyer. Equally, if I need GREATER GENDER PARITY? to be doing the ballet run etc I can In my experience, the firm is flex my day around it and the team I supportive of its people regardless work with are supportive of that. of their gender or ‘packaging’. As a working mother I was able to work WHO HAVE BEEN YOUR part time when my children were INSPIRATIONAL ROLE MODELS smaller. Latterly I find the working TO DATE AND WHY? from home policy allows me to Not a single person exactly but I manage my ‘life admin’ around my recall, and have never forgotten, the chargeable client work and gives me person (a trainee) who stood up and the option of working more flexibly to reminded us all that this is not a life get a better work/life balance. and death industry.

DID YOU EVER DOUBT YOU FINALLY, LOOKING FORWARD WOULD BE ABLE TO TAKE TO THE NEXT 100 YEARS, WHAT ON THE RESPONSIBILITIES PRACTICAL ACTION DO YOU ASSOCIATED WITH YOUR THINK LAW FIRMS SHOULD TAKE, CURRENT ROLE? IF SO, WHAT ACROSS THE LEGAL SECTOR SUPPORT HAVE YOU BEEN AS A WHOLE, TO CHAMPION GIVEN, EITHER FROM AG OR GENDER EQUALITY? FROM ANOTHER SOURCE TO It makes no sense to me that there HELP YOU TO OVERCOME THOSE should be a pay gap based on gender DOUBTS? – people should be rewarded based Yes, it worried me that committing on their skills and experience alone. to a higher role meant compromising The legal sector needs to look at my family life. In reality, the ability to where the gender pay gap still exists work from home, support from the and take steps to address the balance. partner group and the strong team There should be greater flexibility for I work within has really helped me working parents and better financial It makes no sense to flourish in this role. My family have support for nursery costs and me that there should always been supportive of my career childcare. “ and have been there to help when be a pay gap based on gender – people work occasionally takes over (which should be rewarded inevitably it does once in a while). based on their skills and experience LOOKING BACK AT YOUR alone. CAREER TO DATE, HAVE YOU EXPERIENCED ANY NOTABLE Amanda Davis ‘BARRIERS’ TO YOUR PERSONAL CAREER PROGRESSION? IF SO, WHAT ADVICE WOULD YOU GIVE

10 PROFILE: JUSTINE DELROY, MANCHESTER

HOW LONG HAVE YOU BEEN days, but it’s true that you have to WORKING FOR AG AND WHAT pick yourself up when things don’t IS YOUR CURRENT ROLE? go your way, both professionally and I joined the Leeds office in 2001, personally. just over a year qualified, from a firm in London and then moved to WHAT CHANGES HAVE YOU the Manchester office in 2005. I’m WITNESSED IN THE LEGAL a tax partner, and I head up the Tax SECTOR FROM THE START & Structuring team, and am also an OF YOUR CAREER TO DATE Justine Delroy elected board member. IN SUPPORT OF FEMALE CAREER PROGRESSION AND HOW WOULD YOU DESCRIBE ENCOURAGING GREATER YOUR EXPERIENCE OF WORKING GENDER PARITY? AT AG – HOW WOULD YOU SAY The biggest change has been the THE FIRM IS PROGRESSIVE gradual recognition that difference AND SUPPORTIVE OF is good – diversity of background, GREATER GENDER PARITY? upbringing, perspective, opinion is Generally I’ve had a hugely positive creative and productive. We’re not experience of working at AG, there yet but there does seem to be a otherwise I wouldn’t have been real change in landscape. here for 18 years (and counting). And more recently, an acceptance I’ve never experienced out and out that it’s harder for women to succeed discrimination here, not even a whiff not because of failings they have, of it. But of course there have been and certainly not just because of instances when being a woman has the challenge of balancing work made things harder – through a with family, but also because of the combination of the kind of self-doubt wider culture – unconscious bias, that a lot of people (but perhaps benevolent sexism, and men looking specially women) feel, and (less so after each other. these days) the fact that there can be a perception that women are less WHAT ACTION DO YOU BELIEVE credible/influential. MEN CAN TAKE ALONGSIDE THEIR FEMALE COLLEAGUES TO LOOKING BACK AT YOUR ENCOURAGE GREATER GENDER CAREER TO DATE, HAVE YOU EQUALITY IN THE WORKPLACE? EXPERIENCED ANY NOTABLE Back them and be bold about it. ‘BARRIERS’ TO YOUR PERSONAL CAREER PROGRESSION? FINALLY, LOOKING FORWARD I guess the main challenge has been TO THE NEXT 100 YEARS, WHAT a perceived lack of ‘gravitas’. I think PRACTICAL ACTION DO YOU that’s a criticism often levelled at THINK LAW FIRMS SHOULD TAKE, women. Is it the fact that women are ACROSS THE LEGAL SECTOR smaller, have higher voices, often AS A WHOLE, TO CHAMPION dress a bit less formally?? Perhaps in GENDER EQUALITY? my case, also the fact that I enjoy a Every decision making body joke occasionally and am quite chirpy! (promotions committee, performance Harness the things review team etc etc) should be at that make you IF SO, WHAT ADVICE WOULD least 40% women. “ YOU GIVE TO THOSE WHO MAY different, and make you you. And don’t FACE THE SAME CHALLENGES? give up. Overwhelmingly, to be yourself!! Harness the things that make you Justine Delroy different, and make youyou . And don’t give up. Resilience is a word that’s bandied around a lot these

11 PROFILE: KATHLEEN GALLACHER, EDINBURGH

HOW LONG HAVE YOU BEEN is Alison Newton. Alison is a partner WORKING FOR AG AND WHAT in the firm’s Real Estate division, Head IS YOUR CURRENT ROLE? of the firm’s Glasgow office and is the I began working at the firm in 2014 newly appointed Head of Real Estate as it was then known, in Scotland, as in Scotland. I worked in Alison’s team HBJ Gateley. Having returned from as the legal secretary when I first travelling during my gap year after joined the firm and she has been university, I applied for a job as a instrumental in my career ever since. legal secretary thinking it would tide She is an outstanding role model, Kathleen Gallacher me over with some money before I particularly for young females within began studying my diploma. Having the firm. Alison leads by example and been a legal secretary, paralegal and working alongside her, witnessing her a trainee within the firm, I am now an infallible confidence and relentless Associate in the employment team. work ethic on a daily basis, has instilled a confidence in me that I HOW WOULD YOU DESCRIBE doubt I’d have found elsewhere. YOUR EXPERIENCE OF WORKING AT AG – HOW WOULD YOU SAY WHAT ACTION DO YOU BELIEVE THE FIRM IS PROGRESSIVE MEN CAN TAKE ALONGSIDE AND SUPPORTIVE OF THEIR FEMALE COLLEAGUES TO GREATER GENDER PARITY? ENCOURAGE GREATER GENDER AG is a great place to work, as a junior EQUALITY IN THE WORKPLACE? solicitor it is extremely encouraging At the moment there is a real to know the firm specifically run disconnect with men and the drive programmes focussed on developing behind gender equality. In order to women, to equip them with the skills achieve real gender equality, men they need with the ultimate aim of need to feel they have a role to play seeking senior positions within the in achieving this. Whilst AG have a firm. The “How to Flourish” initiative, real focus on supporting and helping together with the encouragement females reach their aspirations, I of agile working practices and the believe the next step is to offer male AG Returners’ programme, are similar initiatives albeit, obviously, complimented by the abundance of with different aims. For example, females in senior positions within males should be encouraged to the firm. The various initiatives be more involved in commitments and working practices in place to outside of the office, this could be assist in overcoming typical barriers driven by the encouragement of both traditionally faced by females in law parents taking the same amount give me confidence and reassurance of time off work when they have a that the firm is somewhere I would be newborn baby. AG are on the front supported and encouraged to propel foot and do offer and encourage my career and reach the goals I want men within the firm to take paternity to, however ambitious they may be. leave, however more can be done. Ultimately, until men are as engaged WHO HAVE BEEN YOUR as females in the gender equality Ultimately, until men INSPIRATIONAL ROLE MODELS drive, real gender parity cannot be are as engaged as fe- TO DATE AND WHY? achieved. “ I have worked alongside many males in the gender equality drive, real inspirational role models and have gender parity cannot been fortunate enough to have similar be achieved. inspirational individuals among my friends and family, many of which, I’m Kathleen Gallacher proud to say, are females. If I had to choose one individual who has been crucial in shaping my career to date it

12 PROFILE: AMANDA GRAY, LONDON

HOW LONG HAVE YOU BEEN Pennines when my children were WORKING FOR AG AND WHAT very young was a challenge. That IS YOUR CURRENT ROLE? said, I got lots of practical support I trained at the firm and have been from new colleagues - Malcolm here ever since - 28 years so far. I’m Pike recommended a school for my currently divisional managing partner children (where, just as he promised, for the Finance & Projects division. I’m they were hugely happy and thrived), also joint client relationship partner Egan Brooks (then head of BSR) for The Royal Bank of Scotland group shared his knowledge of the roads Amanda Gray – the firm’s largest annuity client. around Manchester and cut valuable time off my daily commute and HOW WOULD YOU DESCRIBE Richard Lee deftly guided me through YOUR EXPERIENCE OF WORKING the technical detail of early deals in AT AG – HOW WOULD YOU SAY Manchester. I am indebted to them THE FIRM IS PROGRESSIVE and to many others. AND SUPPORTIVE OF A new challenge came when my GREATER GENDER PARITY? youngest daughter started school The main reason I’ve spent my entire full-time and our nanny asked us career with AG is that new challenges to start looking for new childcare have always been available to me arrangements. My children’s father here. I had my two daughters very volunteered to take a career break. early in my career and I remember He then was the one taking on the feeling anxious about telling my head school run, homework, cooking, and of department that I was pregnant sticking sequins on tutus. His decision when I had only recently qualified, enabled me to focus on my career, but he could not have been more but it also meant that, as the sole supportive, saying that a career is breadwinner, the pressure was on. marathon, not a sprint. I got lots of One of the factors that reassured me practical help in the early years of was someone else demonstrating my career – for example, I was one faith in me. Paul Lee (then Senior of the first people in the firm to trial Partner) co-opted me to the board. the use of a laptop on my return from A couple of years on the board, just maternity leave and I was always as the firm plunged into the credit grateful that none of the partners crunch, gave me valuable insight into I worked with early in my career the fragility of business success, and “shielded” me from challenging work, really sharpened my focus. Without but were generous with their time that experience I doubt that I would when I needed help. have gone on to become first head of Banking and then later, divisional DID YOU EVER DOUBT YOU managing partner. I had my two WOULD BE ABLE TO TAKE Those next steps brought a further “daughters very early ON THE RESPONSIBILITIES challenge - a move to London just in my career and I ASSOCIATED WITH YOUR as my daughters faced A-levels and remember feeling CURRENT ROLE? IF SO, WHAT GCSEs respectively in Manchester. anxious about SUPPORT HAVE YOU BEEN Had my daughters not achieved telling my head of GIVEN, EITHER FROM AG OR universal A-stars, the (self-imposed) department that I FROM ANOTHER SOURCE TO guilt of being a working and was pregnant when HELP YOU TO OVERCOME THOSE frequently absent mother would I had only recently DOUBTS? probably have been unbearable. qualified, but he Throughout my career I’ve been As it was, my eldest daughter was could not have been prepared to back myself and have disconcerted when my reaction to her more supportive... made some moves that could be fantastic A-level results was to sob Amanda Gray considered to be bold but could uncontrollably. equally be considered to be rash! Moving my entire family across the

13 PROFILE: CATHERINE JONES, LONDON

My current role at AG is as the This is very encouraging and the ways Evening Enabler based in the London that AG supports women to enable office. It is quite a varied role in which them to progress in their roles is very I provide support for those working in forward thinking and progressive. AG the evening and overnight. seem to recognise that women are valuable members of the workforce at Having previously worked in a variety all stages in their lives, allowing them of sectors providing support in to fulfill their potential. I feel confident different areas, I was a bit nervous that if I were to ever want to retrain Catherine Jones about taking on the role at AG as I would get the support at AG that the role was a new role to me and I I most likely wouldn’t get at many was unsure as to whether I would be other companies. able to provide the level of service required, and whether I would fit in I will always be grateful for the time with the culture at the Firm. I have spent working at AG as I have gained a valuable insight into what On joining AG I was pleasantly women can achieve in the right surprised to find that not only was the environment. work varied and enjoyable but that everyone was willing to provide me with any assistance I needed to do my job well. I have been, and continue to be, provided with excellent support from Office Services (HR, WP, IT, Security and Hospitality) and also from the solicitors working in the different departments.

As mentioned, I have worked in various sectors and have experienced a lot of corporate office culture that has not always been the most positive, and can say that I have found the work environment at AG to be one of the best that I have worked at. The level of acceptance and inclusion of people’s differences has definitely been the best and I was surprised at the number of women that were working at all levels in the Firm.

AG seem to “recognise that women are valuable members of the workforce at all stages in their lives, allowing them to fulfill their potential. Catherine Jones

14 PROFILE: GLENYS JONES, MANCHESTER

HOW LONG HAVE YOU BEEN LOOKING BACK AT YOUR WORKING FOR AG AND WHAT CAREER TO DATE, HAVE YOU IS YOUR CURRENT ROLE? EXPERIENCED ANY NOTABLE I’ve worked for AG for 44 years and I ‘BARRIERS’ TO YOUR PERSONAL am a Legal PA. CAREER PROGRESSION? IF SO, WHAT ADVICE WOULD YOU GIVE HOW WOULD YOU DESCRIBE TO THOSE WHO MAY FACE THE YOUR EXPERIENCE OF WORKING SAME CHALLENGES? AT AG – HOW WOULD YOU SAY I have to say that I do not feel that Glenys Jones THE FIRM IS PROGRESSIVE I have. People have always been AND SUPPORTIVE OF supportive of me. I must say, GREATER GENDER PARITY? particularly having been here for all I feel privileged to have worked at those years, I have recently asked for AG and especially to see how it has a work life balance and I have been grown to an international firm. I able to work from home two days a started as a junior secretary on week. joining in 1975 and now a Legal PA. I do feel that the firm has always been WHO HAVE BEEN YOUR supportive of my career development. INSPIRATIONAL ROLE MODELS Since joining I have worked in TO DATE AND WHY? three divisions, all of which I have I have worked with some great people thoroughly enjoyed. in my career and have had some really inspirational managers, but I have to DID YOU EVER DOUBT YOU say that the people who stand out WOULD BE ABLE TO TAKE for me are my sister-in-law Barbara ON THE RESPONSIBILITIES James, Pauline Middleton (these ASSOCIATED WITH YOUR were the two secretaries I worked CURRENT ROLE? IF SO, WHAT with when joining at 16), and also Lisa SUPPORT HAVE YOU BEEN Mifsud. Lisa was my Group Divisional GIVEN, EITHER FROM AG OR Secretary for a number of years and FROM ANOTHER SOURCE TO was always there to help and support HELP YOU TO OVERCOME THOSE her staff. I particularly single Lisa DOUBTS? out because when she became a When I joined I was a junior secretary, secretary I was her mentor, and that worked between two partners’ for me is such an honour to see how secretaries and they were so helpful she had progressed. and supportive to me. I was always given time to grow. I do think that they modelled me for my current position to be a team player. I have always had the support of my family, particularly my husband in the early years when I had to work late, come in I have always had the early and work lots of weekends. “support of my family, particularly my husband in the early years when I had to work late, come in early and work lots of weekends. Glenys Jones

15 PROFILE: BONNIE LAM, HONG KONG

HOW LONG HAVE YOU BEEN law. Organisations are now recruiting WORKING FOR AG AND WHAT more females into important roles, for IS YOUR CURRENT ROLE? example, The Hong Kong Government I have been working for AG as Office employed the first female Secretary Manager at our Hong Kong office for for Justice in 1997, and the current 15 months. Secretary for Justice is also female. The barriers holding women back HOW WOULD YOU DESCRIBE may stem from the pressure of YOUR EXPERIENCE OF WORKING media, or thinking linked to old Bonnie Lam AT AG – HOW WOULD YOU SAY traditional Chinese society, which is THE FIRM IS PROGRESSIVE still characterized by male domination AND SUPPORTIVE OF and female subordination. GREATER GENDER PARITY? When I have faced challenging and WHAT ACTION DO YOU BELIEVE difficult situations since joining AG MEN CAN TAKE ALONGSIDE Hong Kong, I’m glad that I have THEIR FEMALE COLLEAGUES TO always had support from the firm, ENCOURAGE GREATER GENDER whether from senior management EQUALITY IN THE WORKPLACE? or the support teams, from the UK AG Hong Kong office employed its offices or the Singapore office. We first female partner in October 2019, all work as one team. I found that she is also the first female partner in the firm treats everyone equally and our Asia offices. I believe we will see there is no gender discrimination. more female partners in the firm and I can say that the firm supports the ratio between male and female female colleagues especially during partners will become more equal. I the maternity period. They support think support, encouragement and colleagues at the workplace during respect from male colleagues helps the pregnancy period and when gender equality in the workplace. returning to work after maternity leave. The firm knows how to retain FINALLY, LOOKING FORWARD female talent. TO THE NEXT 100 YEARS, WHAT PRACTICAL ACTION DO YOU WHO HAVE BEEN YOUR THINK LAW FIRMS SHOULD TAKE, INSPIRATIONAL ROLE MODELS ACROSS THE LEGAL SECTOR TO DATE AND WHY? AS A WHOLE, TO CHAMPION My mother has been my inspirational GENDER EQUALITY? In Asia, I think law role model. She is a full-time In Asia, I think law firms should have “firms should have housewife and looks after the family more campaigns and events to allow more campaigns 24/7. My mother always thinks females to share their experiences and events to allow positively, is very supportive, shows about how to become a successful females to share patience and forgiveness and is professional and how to manage their experiences respectful and loving. This has work-life balance to help champion about how to influenced my personality and the gender equality. become a successful way to get along with people and deal professional and how with situations. to manage work- life balance to help WHAT DO YOU BELIEVE, IN THE champion gender LAST 100 YEARS, HAS BEEN equality. THE BIGGEST CHANGE TO HELP Bonnie Lam WOMEN ADVANCE IN LAW? AND THE ONE BARRIER THAT HAS HELD THEM BACK? Gender equality and independence of women have been the biggest changes to help women advance in

16 PROFILE: LOWRI LLWYD, DUBAI

HOW LONG HAVE YOU BEEN Motherhood is always a perceived WORKING FOR AG AND WHAT ‘barrier’ to career progression but IS YOUR CURRENT ROLE? that perception needs to change if I have been working at AG for six women are to forward their careers. years and I am currently a partner in Hopefully we can work together to the Dubai corporate and commercial demonstrate to everyone (both men team. and women alike) that it need not be a ‘barrier’. My advice would be to (i) HOW WOULD YOU DESCRIBE realize that you cannot do everything Lowri Llwyd YOUR EXPERIENCE OF WORKING perfectly – it is important not to be AT AG – HOW WOULD YOU SAY too hard on yourself – but it is equally THE FIRM IS PROGRESSIVE important never to stop trying to AND SUPPORTIVE OF do your best job and (ii) surround GREATER GENDER PARITY? yourself with a positive team. AG is a very forward-thinking firm. I was promoted to partner when I was WHO HAVE BEEN YOUR six months’ pregnant with my second INSPIRATIONAL ROLE MODELS child and I was very much encouraged TO DATE AND WHY? and supported by the wider All men and women who balance partnership team, both locally and children and careers and take an internationally, to put myself forward active involvement in both. for promotion (notwithstanding my existing and impending family WHAT DO YOU BELIEVE, IN THE commitments). I have been impressed LAST 100 YEARS, HAS BEEN with the progressive ethos of AG. THE BIGGEST CHANGE TO HELP WOMEN ADVANCE IN LAW? AND DID YOU EVER DOUBT YOU THE ONE BARRIER THAT HAS WOULD BE ABLE TO TAKE HELD THEM BACK? ON THE RESPONSIBILITIES Biggest change? Technology – the ASSOCIATED WITH YOUR ability to work remotely so that CURRENT ROLE? IF SO, WHAT women can balance work and SUPPORT HAVE YOU BEEN motherhood. GIVEN, EITHER FROM AG OR Biggest barrier? Often, each other – FROM ANOTHER SOURCE TO we are still too quick to judge others HELP YOU TO OVERCOME THOSE based on our own beliefs. DOUBTS? Of course I had doubts but I receive FINALLY, LOOKING FORWARD a great amount of encouragement TO THE NEXT 100 YEARS, WHAT from my internal support network PRACTICAL ACTION DO YOU – from my fellow partners as well THINK LAW FIRMS SHOULD as the wider associate base and TAKE, ACROSS THE LEGAL support staff. I could not do my job SECTOR AS A WHOLE, TO Emphasise the without the help of my wider team. CHAMPION GENDER EQUALITY? “importance of male Support from family and friends In a move that would benefit both involvement in family is also important, especially when clients and colleagues alike, change life – a more even juggling the pressures of work and the billable hours structure to one sharing of parenting parenthood. that encourages efficiency and output responsibility will based solutions including the use of benefit everyone. LOOKING BACK AT YOUR technology and/or other methods Lowri Llwyd CAREER TO DATE, HAVE YOU that reduce costs and streamline the EXPERIENCED ANY NOTABLE processes involved in the provision of ‘BARRIERS’ TO YOUR PERSONAL legal services. CAREER PROGRESSION? IF SO, Emphasise the importance of WHAT ADVICE WOULD YOU GIVE male involvement in family life – a TO THOSE WHO MAY FACE THE more even sharing of parenting SAME CHALLENGES? responsibility will benefit everyone. 17 PROFILE: NANCY MCGUIRE, MANCHESTER

HOW LONG HAVE YOU BEEN WHAT CHANGES HAVE YOU WORKING FOR AG AND WHAT WITNESSED IN THE LEGAL IS YOUR CURRENT ROLE? SECTOR FROM THE START It came as a surprise to me when I OF YOUR CAREER TO DATE read in Friday News that I had been IN SUPPORT OF FEMALE with the firm for 25 years. I am really CAREER PROGRESSION AND not sure where the years have gone. ENCOURAGING GREATER I wanted to be a commercial litigator GENDER PARITY? when I joined Addleshaw Sons and The most important for me is the Nancy McGuire Lathan but was offered a job on the work that is on-going to support basis I worked in the Construction flexible working to allow careers to fit Team for the first 6 months. I seem with family and other commitments. to have forgotten to leave the area That needs to be supported for of Construction Law ! To give you everyone though not just women. It flavour when I joined Addleshaw Sons has been great to see the take up in & Lathan, we could not wear trousers shared leave and men also looking to work, women needed to wear dark at how to build sustainable careers suits, we had no computers on our around families and life in general. desks and the fax machine was a big feature in our lives. WHO HAVE BEEN YOUR I am now head of the Construction, INSPIRATIONAL ROLE MODELS Engineering and Environmental Team TO DATE AND WHY? at AG. There are now around 80 Jacqui Langley-White. I worked for members of the team in the UK and Jacqui in my first 4-5 years at AG and circa 10 in the International Offices. I she was fantastic as a mentor and absolutely love my role and the team I at teaching me all the drafting and work with ! negotiating skills for my career. The support is on-going to date. She also HOW WOULD YOU DESCRIBE taught me my love of champagne, YOUR EXPERIENCE OF WORKING which is not so good! AT AG – HOW WOULD YOU SAY THE FIRM IS PROGRESSIVE WHAT DO YOU BELIEVE, IN THE AND SUPPORTIVE OF LAST 100 YEARS, HAS BEEN GREATER GENDER PARITY? THE BIGGEST CHANGE TO HELP I have always found the firm to be WOMEN ADVANCE IN LAW? AND massively supportive of me and my THE ONE BARRIER THAT HAS progression to partner and then HELD THEM BACK? head of the team. At no point have Flexible working has been the biggest I felt held back by my gender. In the change to help people advance. I early years of being a partner, some think confidence holds women back of my colleagues could be slightly and also the need to balance careers I would regularly patronising and it seemed to come with family commitments. “be the only women as a surprise when I knew anything at meetings or on about law but that was very rare. WHAT ACTION DO YOU BELIEVE site but I often Working in the Construction MEN CAN TAKE ALONGSIDE felt this gave me Industry in the late 80s and 90s was THEIR FEMALE COLLEAGUES TO an advantage. entertaining. I would regularly be ENCOURAGE GREATER GENDER Contractors were the only women at meetings or on EQUALITY IN THE WORKPLACE? more reluctant to be site but I often felt this gave me an Just be inclusive – make sure all rude to me than my advantage. Contractors were more team members are given equal male counterparts reluctant to be rude to me than opportunities to work on matters, and people my male counterparts and people to attend client events and to get remembered you. remembered you. involved with pitches and other Nancy McGuire targeting work.

18 PROFILE: LISA MIFSUD, MANCHESTER

HOW LONG HAVE YOU BEEN PA Networking team, and throughout WORKING FOR AG AND WHAT all this I’ve always felt supported by IS YOUR CURRENT ROLE? PA colleagues in my team and also by I have been at AG for 30 years and Paula Bruton, our Head of Secretarial I am currently a Legal PA in the and Office Services. Banking team. I have also been an office junior and a secretarial co- LOOKING BACK AT YOUR ordinator. CAREER TO DATE, HAVE YOU EXPERIENCED ANY NOTABLE Lisa Mifsud ‘BARRIERS’ TO YOUR PERSONAL HOW WOULD YOU DESCRIBE CAREER PROGRESSION? IF SO, YOUR EXPERIENCE OF WORKING WHAT ADVICE WOULD YOU GIVE AT AG – HOW WOULD YOU SAY TO THOSE WHO MAY FACE THE THE FIRM IS PROGRESSIVE SAME CHALLENGES? AND SUPPORTIVE OF The only barrier I really ever came GREATER GENDER PARITY? across was when we first set up the AG is a great place to work and I was Manchester PA Networking Team. given the opportunity to work my way Some of the feedback we received from an office junior to be the Legal from partners was ‘why’? They didn’t PA I am today. I have supported the realise how powerful PA networking firm through 3 mergers and have seen could be to the business. With the the international focus of the business 100% support of Mike O’Connor, and and the evolution of technology grow the team being shorted listed for the from strength to strength from when past 2 years for the Manchester PA I started 30 years ago. It was a male Awards, this has raised our profile dominated firm at that time and, from within the firm. what I can remember, there were only 2 female partners and very few female WHO HAVE BEEN YOUR lawyers. The majority of females were INSPIRATIONAL ROLE MODELS secretaries and reception staff. We TO DATE AND WHY? weren’t allowed to wear trousers and I have been fortunate to have when the partners were at a lunch at supported throughout the years, a certain restaurant near the office on and continue to support, some Marsden Street, we weren’t allowed in very inspirational female partners. I as it was “men only” and had to pass currently support 5 female lawyers The majority of written messages through the door. and 1 partner and they’ve all “females were encouraged me to push myself to be secretaries and DID YOU EVER DOUBT YOU involved with different projects and reception staff. We WOULD BE ABLE TO TAKE have supported my development. weren’t allowed to ON THE RESPONSIBILITIES Also when I was promoted to a wear trousers and ASSOCIATED WITH YOUR secretary at the age of 18, Glenys when the partners CURRENT ROLE? IF SO, WHAT Jones was my mentor and to this day, were at a lunch at a SUPPORT HAVE YOU BEEN 32 years later, she is one of my closest certain restaurant GIVEN, EITHER FROM AG OR friends. near the office on FROM ANOTHER SOURCE TO Marsden Street, we HELP YOU TO OVERCOME THOSE WHAT ACTION DO YOU BELIEVE weren’t allowed in DOUBTS? MEN CAN TAKE ALONGSIDE as it was “men only” During my career with AG, I have THEIR FEMALE COLLEAGUES TO and had to pass definitely stepped out of my comfort ENCOURAGE GREATER GENDER written messages zone on many occasions. I have been EQUALITY IN THE WORKPLACE? through the door. a mentor to Junior PAs for a few I still feel that the female partners Lisa Mifsud years now and I’m also involved with take on the pastoral role for the team, projects where I’ve had to deliver more so than the male partners. training sessions to the Junior PAs. I am also a member of the Manchester

19 PROFILE: KATIE MILNER, LEEDS

This year I will have been at AG The firm has/is taking many positive for 10 years – I joined in 2010 as a steps with the aim of helping promote trainee solicitor, qualified into the a better balance between work and Construction team in Leeds in 2012 family life – e.g. agile working, new and have recently been promoted to parent events, the implementation Managing Associate. of the Mindful Business Charter, the “How to Flourish” programme etc. As a trainee, my main career goal was All these initiatives will no doubt in to successfully qualify (obviously!). turn play a role in promoting greater Katie Milner I worked hard, putting in a lot of gender parity. I also think we can’t hours and enjoyed what I was doing underestimate the importance of but I knew some day I wanted to taking the time to communicate and start a family. I questioned whether connect with those around us. We that would be compatible with the should share our experiences and demands of my position – I wasn’t discuss our motivations and goals, so totally sure whether I could have a we can identify what support might successful career in law and have a be needed to achieve these. It’s not family. always easy to do this, especially when people are working remotely or Ten years on and I now have two because it’s sometimes seen as easier children – I’m currently in the middle to drop someone an email rather of my second period of maternity than sit down face to face. However, leave. Returning to work after I think it’s really important that we having my first child was a daunting don’t forget the value of talking to experience – it took me a while each other and, in turn, this should to re-gain my confidence, to re- encourage us to be more considerate establish myself in the team and to and mindful of each other. get used to having to manage my time so as to balance the demands I’m looking forward to returning to of the job alongside my new family work later this year and excited about commitments. I think these must be the opportunities that lie ahead. There common feelings experienced by will no doubt be new challenges that both women and men returning from I will face trying to juggle work with longer term parental leave. Knowing two young children but I no longer I had the support of the colleagues have the doubts that I did when I was in my team to help me with the a trainee. With the support of my transition was vital to me. Everyone colleagues I’m certain I can make it Returning to work has been supportive of my decision work. after having my first to come back to work part-time (I “ currently work four days a week) and child was a daunting experience – it took I’ve never felt that working in this way me a while to re-gain has excluded me from opportunities my confidence, to or hindered my development. Those re-establish myself around me are fully aware of my in the team and to ambitions and want me to succeed get used to having professionally, whilst also respecting to manage my time my personal life, and this has been so so as to balance the important. demands of the job alongside my new family commitments. Katie Milner

20 PROFILE: JULIE NAYLOR, LEEDS

I have just started my 22nd year The legal sector has seen many at AG, my current role is as Senior changes over the years. The ‘Me Too Manager and I oversee the paralegals Movement’, equal pay and Wellbeing. who support the Real Estate AG have embraced these issues departments within the UK. and shown support to their female employees. I know from working I think my years of service at in and supporting the Real Estate AG is testament to the firm’s Division that there are a high number progressiveness. I have been well of female workers. The firm has Julie Naylor supported by senior members at AG shown its support for those who go over the years. When I showed that on maternity leave and encourage I wanted to challenge myself during agile working, in that they let people my early days at AG I was given those work from home, which helps with opportunities. I originally joined AG as childcare support. a secretary supporting what we now know as the RED team. Within a year Moving forward we need leaders/ of joining AG, the firm was looking at future leaders in the legal sector to new ways to provide a quality service help move us through the next 100 to clients, which solicitors were not years by ensuring opportunities, necessarily required to undertake. support and encouragement is given So I, along with another secretary, to those women who want to make became the first legal assistants an impact. The past 100 years have within AG. From there, my career path already shown what can be achieved! within AG became more rewarding, and I was given more opportunities to help build the team of legal assistants.

I now manage around 70 paralegals and managers. There are definitely challenges to leading such a big team, making sure that KPIs are met and that the right support is provided to meet individual needs. I have received plenty of support from the Head of TST, other senior managers and HR. Also, the partners and associates who work in RE have been very supportive. Moving forward “we need leaders/ As a senior manager who has the future leaders in responsibility of nurturing, training the legal sector and satisfying our paralegals’ to help move us aspirations of progressing towards a through the next 100 legal career, I have spoken to them years by ensuring about Leona Ahmed and her story, opportunities, how she started out on her career support and path and become one of the top encouragement professional women in her field. is given to those The paralegals find her story very women who want to inspirational. make an impact. Julie Naylor

21 PROFILE: ALISON NEWTON, GLASGOW

I am currently a partner based in was basically being on the end of Glasgow in Real Estate. a few “hard truths” and learning “business before self”. INSPIRATIONS I have always had friends and role WHAT DO I RECOMMEND? models who were energetic, self- z Listen to “Sunscreen” by Baz directed (or seemed to be) and Lurhmann at least once a year - it definitely (and defiantly) did not self stops me in my tracks every time. edit – that has included: z Listen to Radio 4 randomly in the z people who started their own evening – I learn things (which I Alison Newton businesses, failed and started repeat the next day as mine). again; z Always have an opinion. z people who recovered a sofa in a z Always have a personal challenge weekend because “how difficult which is just for your own defiance/ could it be” and, after all, they had smugness/reward. looked it up in a book; z Care. z people who chair public companies; WHAT DO I HOPE FOR IN AG? z people who have finished their first z That in five years time we look back career and now have a jewellery and can’t believe we needed this. business or a garden design z That this is a work place of choice business or a games pony training for talent. business; z people who direct BAFTA award WHAT DO I HOPE FOR ME? winning films and documentaries; z To be so articulate and z people who are champion show authoritative on a subject that I am jumpers. asked to give a TedTalk. Did I say “people”? - I meant “women”. z In the meantime to be challenged, challenging, fit and successful. WHAT DID I LEARN? z To thrive. z Most people think they are “imposters” some of the time. z The wider your circle the more ideas and energy you get. z I have no skill at crafts but I will write a book one day.

WHAT HAS HELPED ME? z Being part of competitive debating and public speaking teams at school and uni – no fear on a platform. z Taking part in the competitive and sometimes dangerous sport of eventing (also a glorious obsession) – nothing in business matches the adrenalin and fear of the start box on a cross country course. z Being part of a youth group in the 80’s which in retrospect was in Always have an some ways miles ahead of its time opinion. “ e.g. doing presenting, treating Alison Newton everyone with respect, equal voice for women in meetings (really). z Being mentored by an inspirational leader in my early career which

22 PROFILE: KIRSTY NICHOLSON, EDINBURGH

HOW LONG HAVE YOU BEEN world of transactional real estate I am WORKING FOR AG AND WHAT sorely aware there is still an issue with IS YOUR CURRENT ROLE? how we combine part time working 14 (total years with HBJ and AG). with a transactional role and that is I’m a Real Estate partner based in something as a law firm that we still Edinburgh. need to find a way to accommodate better. HOW WOULD YOU DESCRIBE In terms of advice I would say stick YOUR EXPERIENCE OF WORKING with it and try and continue to focus Kirsty Nicholson AT AG – HOW WOULD YOU SAY on your career as much as you THE FIRM IS PROGRESSIVE possibly can throughout those years AND SUPPORTIVE OF of juggling work and the demands of GREATER GENDER PARITY? small children. In that time pull in as I love what I do and being part of much help and support as you can AG. The firm has a great culture muster. They don’t stay small for long and the people really do make it. I and it is ultimately worth it to come am very lucky to work with a great out the other side with a flourishing group of inspiring, supportive, fun and career that your children will be interesting colleagues. inspired by and be proud of you for Gender wise I’d say we have much having. more to do to ensure we do not lose talent from the firm when we lose WHO HAVE BEEN YOUR experienced senior women (which we INSPIRATIONAL ROLE MODELS do, most commonly around the 30-40 TO DATE AND WHY? age bracket). However I know that My first inspirational role model (and is a priority at board level and I am still my main one now) is my mum. looking forward to seeing the issue She had a busy full time head teacher of progression and retention of talent role from when we were young and I being a focus throughout 2020 and saw how much she got out of her job beyond. and how much respect she had from her staff and pupils who recognised LOOKING BACK AT YOUR her incredible work ethic and focus CAREER TO DATE, HAVE YOU on high standards. I was always very EXPERIENCED ANY NOTABLE proud of her (I still am!). ‘BARRIERS’ TO YOUR PERSONAL When I started work as a trainee I CAREER PROGRESSION? IF SO, worked mainly with a young female WHAT ADVICE WOULD YOU partner who was at the top of her GIVE TO THOSE WHO MAY FACE game in the midst of maternity leaves THE SAME CHALLENGES? and babies. I was in complete awe I started having children at a time of her and what she had achieved when part time roles for lawyers was in what was then a predominantly not common place and home working male partnership. Thank you GC for was not really a ‘thing’. I had many inspiring me to become a Real Estate battles to fight in order to prove that partner just like you! I am looking forward I could do my job whilst working part to seeing the issue “ time/at home. I had to work long of progression hours at anti-social times and was and retention of sorely aware I was working harder talent being a focus than others to show my worth and for throughout 2020 the ‘luxury’ of having flexibility. Things and beyond. have moved on so much and so Kirsty Nicholson rapidly since then and I am delighted that this fight has largely been won. That said, I know there are still many hurdles around culture and in my

23 PROFILE: ELIZABETH SALMON, GLASGOW

Almost 6 years ago, and 18 years into Enlightened progressive thinking my career as a real estate solicitor, backed up by support and flexibility I was looking for a role within a firm from firms and colleagues have in whose ethos and people I admired, my view helped women hugely in and which would enable me to enabling us to advance in the law combine a fulfilling job with bringing to be on a par with men. But there up my 3 young boys. When I met is one thing that I feel has been a Alison (Newton) and Caroline (James) backward step, for all genders, but I at HBJ Gateley’s offices that Spring it think particularly some girls who like Elizabeth Salmon felt just right. I did perhaps lack some confidence in their own abilities. That is the When I think of who has inspired me, lack of financial support for those women or men, Alison and Caroline starting on their journey towards are definitely two of them. Both a legal career. If I was considering were (and are) recognised in the going to university to study law now, Scottish legal and commercial world I wonder if I would need a stronger and beyond as two of the top in conviction than I had back then that their field, and that notwithstanding law was the job for me, when I was having to forge a legal career in more safe in the knowledge of financial difficult times for women than now. support from the state - which not Both understanding of the demands only paid the university fees but also of juggling time but trusting that I paid an (albeit meagre) grant towards would step up to the mark, I eagerly living expenses. While I quite literally accepted their offer to join their kept a note of every penny which I teams as an Associate and haven’t spent, I did not have an increasingly looked back since. huge cloud of debt hanging over me which students today face. If I could I have always found HBJ and now change one thing to help those in the AG to be very supportive of gender same position as I was, it would be to parity. I’ve found that it provides the support those potential legal minds of structure but flexibility, and also the our future, financially and emotionally, support, which is essential if women to encourage them into a profession are to work on a level playing field which for me is among the best. with their male colleagues. The nature of the work itself is not always conducive to being fitted into shorter working hours but that is where your teams, bosses and colleagues are so important. I have never been made to feel awkward in having to ask someone to help or step in – in fact everyone is always happy to do so and I am grateful for that. Advances I have never been in technology over the years have made to feel also helped a lot – it is now so easy “ to keep up with messages and work awkward in having to ask someone to help when not in the office, a lot of the or step in – in fact pressure of leaving the office early everyone is always has gone. happy to do so and I am grateful for that. Elizabeth Salmon

24 PROFILE: CATRIONA SMITH, ABERDEEN

HOW LONG HAVE YOU BEEN extended period out of the business WORKING FOR AG AND WHAT (and the market) would have helped IS YOUR CURRENT ROLE? me cope with that period of time I started my traineeship with the firm better. (HBJ as it was then) in 2004 and, other than a spell working for Herbert WHO HAVE BEEN YOUR Smith in London, I’ve been in the INSPIRATIONAL ROLE MODELS firm ever since. I’m a partner in the TO DATE AND WHY? banking team, based in our Aberdeen Alan Shanks – I’ve been lucky to have Catriona Smith office. him as a key supporter throughout my entire career and it’s safe to DID YOU EVER DOUBT YOU say I’ve learnt a huge amount from WOULD BE ABLE TO TAKE him over the many years that we’ve ON THE RESPONSIBILITIES worked together. I value his counsel, ASSOCIATED WITH YOUR his calmness and his support for our CURRENT ROLE? IF SO, WHAT people (me included). SUPPORT HAVE YOU BEEN Addi Speirs is another person in GIVEN, EITHER FROM AG OR the business who inspires me on a FROM ANOTHER SOURCE TO daily basis – her commitment to the HELP YOU TO OVERCOME THOSE business, our clients, getting the deal DOUBTS? done and the people she works with is As a female in law, I have certainly unwavering and extremely motivating. suffered from bouts of imposter syndrome but I don’t think that is FINALLY, LOOKING FORWARD entirely gender specific. Surrounding TO THE NEXT 100 YEARS, WHAT yourself with good people (both PRACTICAL ACTION DO YOU personally and professionally) who THINK LAW FIRMS SHOULD want to support each other is key TAKE, ACROSS THE LEGAL to overcoming personal doubt and SECTOR AS A WHOLE, TO insecurities and achieving your CHAMPION GENDER EQUALITY? potential. In order for all colleagues to feel that they can make the most of initiatives LOOKING BACK AT YOUR like flexible working patterns and CAREER TO DATE, HAVE YOU remote working, the leaders (male EXPERIENCED ANY NOTABLE and female) in our business need to ‘BARRIERS’ TO YOUR PERSONAL ensure they are using them too – this CAREER PROGRESSION? IF SO, will help ensure that any negative WHAT ADVICE WOULD YOU GIVE stigma or archaic connotations and TO THOSE WHO MAY FACE THE myths placed on these working SAME CHALLENGES? practices are dispelled and these Being a mother of two small children initiatives are used to the best of their certainly makes the day job more potential to create and maintain a demanding and time out of the balanced, mindful, progressive and business on maternity leave does add respectful working environment in As a female in law, an additional factor to your career which we can all thrive. “I have certainly progression. In hindsight, I wish I had suffered from been kinder on myself on my return bouts of imposter to work – I expected to return and syndrome but I don’t be able to immediately operate on think that is entirely the same level as I did before I went gender specific. off to have children. It took longer Catriona Smith than I expected to get back into my stride (and even then, my stride is now different to how it looked like before I had children) – understanding that that is a natural reaction to an 25 PROFILE: JACKIE SMITH, LONDON

HOW LONG HAVE YOU BEEN WHAT CHANGES HAVE YOU WORKING FOR AG AND WHAT WITNESSED IN THE LEGAL IS YOUR CURRENT ROLE? SECTOR FROM THE START I joined the firm in January 2017 and OF YOUR CAREER TO DATE my current role is as a PA in the Real IN SUPPORT OF FEMALE Estate Division. CAREER PROGRESSION AND ENCOURAGING GREATER DID YOU EVER DOUBT YOU GENDER PARITY? WOULD BE ABLE TO TAKE When I joined the law it was frowned Jackie Smith ON THE RESPONSIBILITIES upon for women to wear trousers to ASSOCIATED WITH YOUR court! Thankfully there have been CURRENT ROLE? IF SO, WHAT lots of changes in both conduct and SUPPORT HAVE YOU BEEN dress code since then. I’d like to GIVEN, EITHER FROM AG OR believe that everyone I support and FROM ANOTHER SOURCE TO work with has the same opportunities HELP YOU TO OVERCOME THOSE available to them to progress. DOUBTS? I have had leverage in my work WHAT DO YOU BELIEVE, IN experience to date and try to remind THE LAST 100 YEARS, HAS myself to be open to new challenges BEEN THE BIGGEST CHANGE (it can be a work in progress)! TO HELP WOMEN ADVANCE IN When you work in a great team you LAW? AND THE ONE BARRIER recognise each other’s strengths THAT HAS HELD THEM BACK? which is useful when we need Pursuing the conviction that change support. can happen when you lift each other up and the principle that you need LOOKING BACK AT YOUR to be better (rather than as good as) CAREER TO DATE, HAVE YOU your male counterpart to get a seat at EXPERIENCED ANY NOTABLE the table. ‘BARRIERS’ TO YOUR PERSONAL CAREER PROGRESSION? IF SO, WHAT ACTION DO YOU BELIEVE WHAT ADVICE WOULD YOU GIVE MEN CAN TAKE ALONGSIDE TO THOSE WHO MAY FACE THE THEIR FEMALE COLLEAGUES TO SAME CHALLENGES? ENCOURAGE GREATER GENDER When people see a visible barrier EQUALITY IN THE WORKPLACE? such as race and you face that in Be ready to call out inequality for different situations almost daily it can all genders when you see it – with be draining and, if experienced often respect and integrity. enough, there can be a tendency to be on alert for the barrier when it FINALLY, LOOKING FORWARD may not be there. I’m a believer that TO THE NEXT 100 YEARS, WHAT “what people think of you is none PRACTICAL ACTION DO YOU of your business” so use less energy THINK LAW FIRMS SHOULD worrying about barriers, focus and TAKE, ACROSS THE LEGAL keep looking ahead. SECTOR AS A WHOLE, TO Be ready to call out CHAMPION GENDER EQUALITY? inequality for all “ WHO HAVE BEEN YOUR The next time you are in a meeting genders when you INSPIRATIONAL ROLE MODELS look around the table. If the see it- with respect TO DATE AND WHY? representation isn’t what it should be and integrity. My daughter. She is living testament ask yourself and others why. Jackie Smith that as a family of people we have raised a fully functioning adult who can contribute to society. Being a parent is the one thing in my life I have constantly strived to do well.

26 PROFILE: KERRY WESTLAND, LONDON

I always wanted to be a lawyer – I Although a century seems a long knew that at primary school. I studied time, it is still relatively short in the law at university, followed by the bar context of the legal profession. And vocational course and found myself, whilst we have made progress, we after returning to work following the have some amazing women in senior birth of my second child looking for roles in our firm, women are still not legal work experience that would help represented as they should be at me gain a pupillage. That was just the senior end of the profession (as over 9 years ago when I joined AG as whole, not just in AG). Last year at Kerry Westland a paralegal in the brand new TST. My the trainee on-boarding residential career has been a bit a whirlwind over I was taken aback to see 1 male on those 9 years (at one point I seemed each table of 10 – the ratio of men to be changing my job title each to women was in stark contrast to year) and I’m now Head of Innovation the profession as a whole, so I’d like and Legal Technology. This involves to see that filter through as those running a team of people who work entering the profession filter through. with the divisions and clients across And whilst I think there is a lot still our business to look at how we can to focus on, I’m a strong believer of improve the delivery of legal services. changing the system and not the women and hope that over the next I’m always asked how I ended up 100 years we’ll see that shift. doing my role – I’m not a traditional ‘techie’ and how I approach problems can be different to others. All of my roles (in AG and also before) have been brand new roles – I’ve never stepped into someone else shoes and have been able to forge my own path. AG is a great place to enable that. It’s a very supportive firm and I’ve had a lot of support and guidance (and freedom) to develop along a different career path. I wouldn’t have been able to what I’ve done without that open and honest culture and willingness to take risks on something different.

One of the interesting things I’ve noticed in the last few years is that a number of people leading innovation teams are women. I think the focus on creativity and problem solving can attract women to teams like that I’m a strong believer and it has been great to see people of changing the “ in those different roles be recognised system and not the for their contribution. women and hope that over the next 100 years we’ll see that shift. Kerry Westland

27 PROBLEMS. POSSIBILITIES. COMPLEXITY. CLARITY. OBSTACLES. OPPORTUNITIES. THE DIFFERENCE IS IMAGINATION. THE DIFFERENCE IS AG.

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