So They Can will be welcoming guests and sharing insights from East Africa, where So They Can’s Keeping Girls In School Project is not only championing girls’ education, equality and human rights, but also playing a crucial role in addressing the climate crisis.
In today’s dynamic legal landscape, achieving success in your career requires more than technical skills and qualifications.
It requires a deep understanding of your own value, coupled with the resilience to navigate challenges and setbacks with determination and grace.
In this panel session, we will explore the principles of grit, resilience and self-worth and their profound impact on career advancement and fulfilment. We will begin by defining grit as a combination of passion and perseverance towards long-term goals, emphasising the importance of maintaining focus and determination amid challenges.
Through anecdotes and their real-life examples and personal journeys, the panellists illustrate how grit and resilience have shaped their own career trajectories, enabling them to overcome obstacles, seize opportunities, and achieve success in the legal profession.
They explore strategies for building resilience, such as cultivating a growth mindset, overcoming mental blocks, fostering supportive networks, and embracing failure as a learning opportunity.
Women have made significant strides towards equality in the legal profession, yet they continue to face unique challenges, particularly in the form of bullying and harassment.
This session aims to shed light on the prevalence of these issues in the legal industry and explore effective strategies for women to overcome them.
Through personal anecdotes, insights and statistics, and actionable advice, our panel of speakers will provide valuable perspectives and empower attendees to combat bullying and harassment in their legal careers.
Our speakers will discuss:
This session will provide a meaningful dialogue and empowerment surrounding the important issue of women overcoming bullying and harassment in the legal profession. Together, we can break down barriers and create a future where all women in law feel safe, respected and empowered to thrive.
Earlier this year, research from Monash University and the University of Gothenburg revealed that for women in tech, AI was more likely to hire them than a human recruiter.
The study provided recruiters with applicants for a web designer role. Women scored “substantially lower” than men when ranked by human recruiters, yet performed more equally with men when genders were hidden.
This prompts the debate as to whether AI, advances in tech and management software are less biased than human recruiters and if it should – or shouldn't – be used more.
Our panellists will dive into:
Women around the country came together to say enough was enough and they wanted not only to hear change was coming, but to see it. But what happens after the standard has been set? What challenges are still being worked through, and whose job is it to fix it?
In today’s highly competitive legal landscape, law firms and teams are constantly seek ways to optimise their operations and processes. As the complex nature of legal practice increases, embracing new strategies for efficiency can set a law firm/team apart.
For a law firm or team, wasted time translates directly into lost revenue and potential missed opportunities.
This session will dive into the steps and tips, ranging from simple to strategic, that lawyers and firms can inherit to boost their efficiency.
This session examines how the defamation space has become the preferred legal arena to challenge serious allegations and will delve into what the consequences of this is for not only the parties but the justice system at large.
Reflecting on recent major cases, we also look into the types of issues and people who have dominated the defamation space and explore why this may be a trend.
We will also look into:
Achieving the Respect@Work reforms after 40 years of the Sex Discrimination Act, and what these reforms mean for women in the law.
Takeaways:
Agenda subject to change.