Login
Why these BigLaw partners intend to lead by example
As women continue to confront obstacles in advancing within the legal profession, two partners from a BigLaw firm explain why they believe it is their responsibility to serve as role models for others in the field.
Grace Robbie
Speaking on a recent episode of The Lawyers Weekly Show, two partners from Holding Redlich, Megan Cant and Sarah Butler, shared how it’s their role as leaders within a BigLaw firm to set a positive example when it comes to supporting women in the legal profession and ensuring their flourishing.
Butler openly addressed the challenges encountered by women in the legal profession, particularly concerning the outdated perceptions regarding their capabilities and work performance.
“There’s a perception often that women in the law need to work harder to prove that they’re able to do the job as well as men,” Butler said.
This perception, she noted, is faculty intensified by societal beliefs that suggest female lawyers must prioritise family obligations over their professional commitment, whereas their male counterparts don’t encounter similar expectations in comparable situations.
“There’s often a perception that if a family comes into the equation for a female lawyer, that their job is going to take the backseat and they won’t be able to, you know, conduct their job as well as they did before, whereas men kind of sail through unaffected,” Butler said.
To address and transform these antiquated conceptions, Cant articulated that leaders, including herself and Butler, bear the responsibility of driving change and effecting meaningful progress.
“Driving that change and driving the momentum really does come from the top, and it comes from your leadership,” Cant said.
“As partners in the firm, we really are driving leadership and driving culture and normalising these discussions”.
Cant also pointed out how key legislation changes and guidelines from the Australian Human Rights Commission have served as important advancements in fostering a more supportive environment for women in the legal profession.
“Some of the changes that we’ve seen with the legislation about sexual harassment and overcoming that and the really useful resources that we have with the Australian Human Rights Commission guidelines can be implemented in terms of this gender equality discussion that we’re having because two key points from those guidelines are leadership and culture,” Cant said.
She expressed that other leaders within their firm have begun to pave the way by normalising the idea of flexible work arrangements, which is particularly important for many women in the legal profession who need to balance their dual responsibilities.
“We have several partners and managers in our firm who [say] that they’re leaving at 3pm or 4pm to pick up the kids and they’ll log back in at home.
“It’s that kind of flexibility where they’re normalising the discussion, and it’s not something that needs to be hidden or apologised for because it’s just a normal part of the working day,” Cant said.
Butler expressed her commitment to challenging the narratives surrounding women in the legal profession by demonstrating that women can excel as both distinguished professionals and committed caregivers.
“It’s something I take quite seriously as well. Being a good role model for women and also people with things outside of the office, showing that you really can strike a work/life balance. You can do both,” Butler said.
