To explore this startling finding further, Lawyers Weekly spoke with Lauren Cassimatis, principal and founder of Gallant Law and founder of Connecting Lawyer Mums, who shared insights into the factors driving this reality and the systemic changes needed to help women thrive in the long term in the industry.

The driving factors

Cassimatis identified the top three key challenges that are pushing female lawyers to either change firms or leave the legal profession altogether.

The number one challenge, Cassimatis stated, is the persistent fear among female lawyers, particularly working mothers who face the difficult task of balancing family and career, that they are perceived as “not adequate enough or not being committed enough to the profession”.

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“There’s a misconception – or a wrong perception – that wanting to devote time to your family through remote work, part-time work, or even taking maternity leave means you’re not as dedicated to the job or able to give 100 per cent,” she said.

However, based on her own observations within the profession, Cassimatis asserts that this perception is “untrue”, noting that, if anything, female lawyers who are mothers “work even harder and adapt to multitasking significantly”.

The second major challenge Cassimatis highlighted is a more complex issue, relating to “internalised misogyny, where, unfortunately, some women still doubt other women” within the profession.

Rather than competing or criticising each other, Cassimatis emphasised, “sisterhood really needs to be developed”, urging that “we need to really be elevating each other more”.

Cassimatis pointed out that the third factor is the enduring and persistent “old boys’ club mentality”, which continues to serve as a significant obstacle for females to progress within the profession.

Despite more women entering the profession than ever before, she explained, “women are still trying to prove themselves as leaders and experts in the field, often up against an old boys’ club that still doubts our skills and isn’t always willing to do business with us”.

What firms can do right now

Cassimatis explained that if law firms are serious about retaining and supporting women in the profession, there are tangible steps they can take – but action must be taken sooner rather than later.

One of the most critical steps, she believes, is for firms to send a “clearer messaging about being a safe space for women – that the firm values female lawyers, has the right resources, mentorship, support, and values to develop, elevate, and promote them within the profession – no matter their personal choices around family”.

She also noted that small but meaningful and practical changes can make a significant difference, particularly in improving workplace facilities for working mothers.

At her own firm, Cassimatis has taken practical steps by introducing “baskets of toys, Netflix, colouring books and pencils, and iPads for my team’s children if they need to bring them into the office, especially during school holidays”.

Deeper systemic changes needed

Beyond firm-specific initiatives, Cassimatis believes that systemic change is not merely desired but fundamentally necessary for the future of the profession.

Central to this change, she argued, is a profound shift in societal attitudes towards traits traditionally associated with women, such as being perceived as “weak” or “emotional” – labels she has, unfortunately, heard directed at women within the legal field.

Cassimatis emphasised that the profession must move away from viewing traits traditionally associated with women – such as being “the nurturers, the careers, the one with empathy and strong communication skills” – as signs of “weakness” or traits that render women “too soft” for the demands of the profession.

Instead, she asserted that “these are actually the traits of someone in the legal profession who is powerful and competent”.

“If the legal profession could catch up and recognise that what are often considered ‘female’ attributes are actually blessings and of huge value in a profession like ours, we’d be better for it. Kindness is not a weakness,” she said.

The risk of standing still

Cassimatis warned that without meaningful reforms, the profession “risks becoming disconnected from the very communities it’s meant to serve”.

While expressing pride in being part of the legal profession, she emphasised that it’s time for the industry to “embrace innovation”, which includes “recognising and supporting the new generation of lawyers, particularly female lawyers, who are rising to the top and contributing in powerful ways”.

“With more women now in the profession than men, it’s time to fully embrace the contemporary values we bring. If we don’t, the legal profession and justice system will struggle to accurately reflect community needs and values, and ultimately, we won’t be able to represent our clients as effectively as we should,” she said.