Mentoring: The Baytree Centre
Legal Influencers
Menopause
Professional Greetings
• Automated collections to save you time
• Client accounting compliance—guaranteed
• More ways for clients to pay online
• Simple processing fees that provide full transparency and predictability Learn how Clio’s legal technology takes the hassle out of billing and collections. Visit clio.com/uk/payments to
PUBLISHER
Ian Fletcher
Benham Publishing Limited
Aintree Building, Aintree Way, Aintree Business Park, Liverpool L9 5AQ
Tel: 0151 236 4141
Fax: 0151 236 0440
Email: admin@benhampublishing.com
Web: www.benhampublishing.com
ACCOUNTS DIRECTOR
Joanne Casey
SALES MANAGER
Catherine McCarthy
STUDIO MANAGER
John Barry
MEDIA No.
2045
PUBLISHED
August 2024 © Legal Women Magazine, Benham Publishing Limited.
LEGAL NOTICE
© Benham Publishing Limited.
None of the editorial or photographs may be reproduced without prior written permission from the publishers. Benham Publishing would like to point out that all editorial comment and articles are the responsibility of the originators and may or may not reflect the opinions of Benham Publishing. No responsibility can be accepted for any inaccuracies that may occur, correct at time of going to press. Benham Publishing cannot be held responsible for any inaccuracies in web or email links supplied to us.
DISCLAIMER
Legal Women Magazine welcomes all persons eligible to join our community regardless of sex, race, religion, age or sexual orientation. All views expressed in this publication are the views of the individual writers and not those of Legal Women unless specifically stated to be otherwise. All statements as to the law are for discussion and should not be relied upon as an accurate statement of the law, are of a general nature and do not constitute advice in any particular case or circumstance. Members of the public should not seek to rely on anything published in this magazine in court but seek qualified legal advice.
COVER INFORMATION
The Baytree Centre.
Copy Deadline
18th October 2024
For the November 2024 edition
Advertising
Anyone wishing to advertise please contact Catherine McCarthy before the copy deadline. 0151 236 4141 catherine@benhampublishing.com
Editorial
To submit editorial, please send to: info@LegalWomen.org.uk
Editor-in-Chief: Coral Hill. Features Editor: Molly Bellamy. Sub-editors: Gillian Fielden, Tilly Rubens, Joanne Skolnick. Editorial Team: Ramsha Khan, Charity Mafuba, Elizabeth Shimmell, Agnes Swiecka and Emma Webb. Researcher: David Smith, Administrator & IT Support: Stephen Flanagan 10 5
Transitioning from Clients to the Crib: A First-Time Mum's
Employee Resource Group: Women in Norton Rose Fulbright
The Baytree Centre: a social inclusion charity
icons of Equality - Paris 2024's Tribute to Trailblazing French Women
dyedurham.co.uk
It’s astonishing how quickly the world changes and we adapt. The concept of a legal influencer in 2024 seems commonplace but the more Legal Women looked into it, the more intriguing and complex it became. We were able to gather views from those who had grown up with the internet and its fledgling social media to the plethora of platforms today. Others, including me, were well into our careers before we were presented even with the wonders of email!
So, what does it mean to be a legal influencer? There have always been influencers legal or otherwise. What distinguishes the towering figures of the past who have influenced our societies from those on social media? The influence of people we may only dimly recognise today were luminaries in their day through print or by giving speeches – inevitably it might have taken longer for the ideas to spread, but they did spread, including ‘fake news’. Perhaps individual names of the suffragettes and suffragists do not always easily come to mind, but their impact through pamphlets, rallies and direct action shook our society to its core with lasting impact. The power of word, images and action has always been with us.
Arguing through essay writing and discourse is a wellestablished part of our heritage and, in the past, it was closely followed and reproduced by the print media. Formerly, this back and forth of letters from rivals was the equal of furious exchanges on social media although, the nature of print meant obscenities etc. were removed whereas there is still a struggle with the online mediums to insist on regulation of content. And even in today’s quick fire social media, the desire for longer, more reflective reads has led to the growth of platforms such as Substack, theconversation.com or articles on authoritative websites etc. So, what is unique about influencing through a social media platform and does it bring any particular challenges to the legal world? We explore this over two issues.
This Summer edition starts by asking why influencers stand out and what the followers value. In the Autumn edition, we will look in more depth at the work of some of the influencers and reflect on its impact on the legal profession and society.
Authenticity is highly valued in today’s world not only for influencers but for all of us and I was struck by this wonderfully appropriate quote from Virgina Woolf:
LW magazine is for everyone; lawyers, solicitors, barristers, advocates, judges, legal executives and those working as paralegals, legal secretaries, advisers or recruiters, the list is endless. We welcome the many male champions as readers and contributors.
Foreword
SUMMER 2024
“No need to hurry. No need to sparkle. No need to be anybody but oneself.”
This edition also covers how to bring professional greetings up-to-date for a modern profession. The ‘Dear Sirs’ traditionally used no longer seems appropriate in many circumstances but what alternatives work for you. One example is included here on page 20.
#Menopause Matters is superb guidance for any workplace and relevant for everyone. David Sanchez, from BARBRI introduces the guide:
“Male or female, we are all human and have a shared responsibility to drive awareness of this biological reality. It's imperative we ensure our colleagues have the infrastructure of support they need to balance their needs both personally and professionally."
The statistics in the guide collected from The Law Society, CIPD to the House of Commons all show the same thing; employers are losing women by not addressing the issue appropriately and this is often at the peak of the woman’s career, when a departure can mean a drop in profits for the business - Win/Win to address the issue. You can find the articles in this edition, and we plan to promote this further through social media. You can access the guidance here PowerPoint Presentation (hausfeld.com) ■
Coral Hill Founder and Editor-in-Chief
“No need to hurry. No need to sparkle. No need to be anybody but oneself.”
Our mission is to:
■ Provide clear information on gender parity
■ Inspire practical initiatives to create real change
■ Promote innovation in leadership and practice
Enjoy a career without
limits, earning up to 75% of your billing.
Taylor Rose is a top 60 law firm with over 30 offices nationwide and we are seeking legal professionals that are keen to work on a consultancy, fee sharing basis.
We are seeking likeminded individuals and groups of Solicitors, FCILEx or Licensed Conveyancers with 4 years PQE+ to join our consultant programme.
We provide lawyers with a unique opportunity to thrive as part of our consultant arrangement, taking back control of their life and earnings in a smart, modern and supportive environment.
You can choose to work from home, one of our offices or both!
“The benefits of consultancy are endless and the support of Taylor Rose is amazing.”
Emily Hampson, Consultant Chartered Legal Executive
Why choose us?
Earn up to 75% of what you bill; minimum earning 70%
Choose your own clients, fees, hours and volume of work
· Work from home, 100 days access to hot-desking facilities
PII cover up to £20 million
Free calls via our app
Access to nationwide offices and meeting rooms
Fully optimised CMS and electronic systems
Access to business development
Dedicated liaison team and technical head for ops, legal support and training
To find out more, read our brochure or arrange a confidential call, please email consultantrecruitment@taylor-rose.co.uk or visit our website www.consultant-solicitor.co.uk
We
Donaghey & Chance Limited
Editorial Board
We are delighted to receive advice from the distinguished members of our Editorial Board. Full biographies are available on our website.
www.LegalWomen.org.uk
ENGLAND & WALES
Christina Blacklaws
Millicent Grant QC (Hon) FCILEx
Janem Jones
Sally Penni MBE
Jenine Abdo
NORTHERN IRELAND
Karen O’Leary
SCOTLAND
Alison Atack
Pause AND be part of the change
Lucie Allen, Managing Director-Barbri Global, explains how to navigate your career through the menopause and how organisations can be part of the solution.
The journey through senior leadership positions can be particularly challenging for women. This is in part due to an historical lack of female representation, leading to a culture where women may feel unsupported as they age. One significant factor contributing to this is the silence surrounding menopause, a natural life stage that can have a profound impact on a woman's physical and emotional wellbeing.
Many women reach their peak professional years during the perimenopause and menopause transition. This often coincides with a time when their skills and experience are most valuable to an organisation. However, a lack of knowledge, awareness and support about menopausal symptoms can lead to women feeling sidelined or even leaving the workforce entirely.
Last year, I was in a board meeting focusing on the conversation and what we needed to get done. Halfway through the meeting, I started to feel uncomfortable with an unsettling feeling that I was wetting myself. I was able to make it to the toilet but noticed with horror that I had flooded and bled through my knickers, trousers and down my legs.
Many women reach their peak professional years during the perimenopause and menopause transition.
One critical step towards retaining women in leadership is to normalise open conversations about menopause. Many women, as with my own experience that I describe below, suffer debilitating symptoms in silence.
I felt overwhelmed and unsure what I was going to do as I cleaned up as much as possible. As I headed back into the meeting room I found a blood-soaked chair. The meeting was in full swing but I was unable to concentrate. I was desperately thinking about how I was going to get out, who had noticed and whether it was going to happen again.
In the end I cracked and asked the man next to me for help, which he willingly and thankfully offered, including getting me a new chair. The rest of the meeting passed, I got back to my hotel and cleaned up and moved on. As I started to talk about what had happened to me with others, it became quickly apparent that I was not alone. Others had experienced similar feelings of being overwhelmed.
Creators of the Guidance are: Helen Burness, Silvia Van den Bruel, Lucie Allen, Lisa James, Kate Gaskell, Lucinda Case, Jane Clemetson and Sara Carnegie (not in the photo)
By openly sharing experiences, women can learn from each other and gain the confidence to seek solutions. Additionally, open communication allows employers to understand the challenges faced by their employees and implement support systems. Posting my experience on LinkedIn led to a group of like-minded women coming together with stories to tell and share. We felt strongly that we needed to keep the conversation going by using our platforms and voices.
Launching #MenopauseMatters
#menopausematters is effectively driven by a group of women in the professional services space (Silvia Van Den Bruel, Lucinda Case, Lisa James, Sara Carnegie, Jane Clemeston, Helen Burness, Lucie Allen & Kate Gaskell) . We have worked over recent months to create a useful resource and guide called 'Seven Things You Need to Know About Menopause in the Workplace'. This aims to raise awareness and remove the awkwardness surrounding the menopause, particularly in professional settings including the legal sector.
Organisations that prioritise retaining women leaders must foster a culture of understanding and support. You can learn more from the guide here: https://bit.ly/4b2yM3d
The Call to Action – You Can Be Part of the Change
We need to continue to raise awareness and remove some of the awkwardness around what is a natural process for women. You can help. Here are some ways you and your organisation can be a part of the solution:
• Share this guide with everyone in your network. Ask them to share it too and read the personal stories.
• Become your team/department/firm menopause champion. Be a resource for colleagues and help to foster a supportive environment.
• Volunteer to be a menopause mentor. You could be the person to whom people can share experiences, offer advice, and/or provide emotional support.
• Lead by example by openly discussing menopause and its impact. The more we talk about it, the more we normalise it. If you want to step out of a meeting to take a moment, then say that is what you are doing and why.
• Does your firm have DEI working groups? Maybe they can organise a menopause-focused event. Invite a healthcare professional or experts to speak on the topic.
• Get your HR department involved. They can help incorporate some of the practical tips we shared in this article as standard practice and work on a menopause policy.
By retaining and supporting women through the menopause, organizations gain access to a wealth of talent, experience, and diverse perspectives. Creating a workplace that fosters wellbeing for women of all ages is not just the right thing to do but also a smart business decision. ■
Lucie Allen Managing Director, BARBRI
Global Limited www.barbri.com
Volunteer positions at Legal Women
Everyone working at Legal Women is a volunteer. If you would like to be involved we are looking for volunteers with skills in:
■ website building and developing,
■ sourcing and checking copyright on images
■ working on events and following up funding opportunities
Feel free to email info@LegalWomen.org.uk with brief details about yourself. ■
Menopause Matters
Everyone experiences menopause, both men and women. It is not only those women going through the process, but includes their partners, friends and colleagues. This means that it is in everyone’s interest to find ways to help women alleviate their symptoms, work in a supportive environment and ensure that talent is retained. It needs to be understood that it is not only a question of sourcing and using hormone replacement therapy (HRT), particularly because this is not suitable for everybody and carries risks. It is important that the employer takes the initiative, as part of an inclusive and constructive workplace culture which most say they are seeking to cultivate.
The perimenopause phase can last for many years and ends in the menopause, which is when menstrual bleeding finally stops. There are about seventy identified symptoms, ranging from the typical hot flushes and night sweats to brain fog, anxiety and even a raised risk of depression, diabetes and coronary heart disease. None of these symptoms, let alone facing many at the same time, make it easy for women who are working in high performance jobs and pressurized environments such as law.
Creation of #menopausematters
Lucie Allen, Managing Director at BARBRI, shared her menopause experience on LinkedIn, which led to an outpouring of support. (Lucie Allen writes about her experience below).
Several likeminded women, most of whom work in or are connected to the legal profession, met together a few weeks later, and resolved to do something tangible to raise awareness. All of us agreed that more needed to be done to destigmatise menopause and draw attention to the vast and often debilitating periodic effects, and so #Menopausematters was created.
One of the members of our #Menopausematters group, Silvia Van den Bruel, Marketing and BD at Hausfeld, highlighted the need for an employer to step up:
“I felt I could not tell anyone about the impact of my menopause. Who would understand? Law and finance are male-dominated environments. There are already so many aspects where women have to prove that they are as good as, if not better, than men so why give more ammunition? This is why the initiative to create a menopause-friendly environment HAS to come from the employer.”
It should be acknowledged that with the current age demographic in the UK, menopausal women are the fastest growing section of the workforce, so employers need to act or risk losing talent. There are plenty of small and practical things that can be done to improve the workplace environment and show compassion. By taking these steps is it more likely that women will remain in their jobs, continuing to contribute to the success of the company and riding the wave of their menopause in a kinder and more bearable way.
EHRC Guidance
In February 2024 the Equality and Human Rights Commission (EHRC) published guidance for employers on menopause in the workplace, explaining their legal obligations to support workers experiencing menopause and confirming that in some cases, there is a requirement to provide reasonable adjustments. The guidance references compelling research which reveals the very high percentage of women who struggle with concentration, experience stress and for 10 percent of those who responded, left the workplace altogether due to menopause symptoms.
Crucially, the guidance reminds employers that in certain circumstances the symptoms may amount to a disability, triggering important legal obligations:
“If menopause symptoms have a long term and substantial impact on a woman’s ability to carry out normal day-to-day activities, these symptoms could be considered a disability. If menopause symptoms amount to a disability, an employer will be under a legal obligation to make reasonable adjustments. They will also be under a legal obligation to not directly or indirectly discriminate because of the disability or subject the woman to discrimination arising from disability.”
Guidance: Seven things you should know about menopause in the workplace
The #Menopausematters ‘Seven things you should know about menopause in the workplace’ guidance was published in June 2024, and is designed to be accessible, and easy to implement. It contains seven headlines, with accompanying tips for the workplace, in addition to personal stories from those involved, suggestions for what ‘you can do’, a policy template and links to resources published by other entities, including the EHRC (referenced above) and the NHS.
Tips for the workplace and employers include,
• creating a supportive culture helps menopausal employees with managing their symptoms.
• create a policy, but do not look for one policy which fits all or offer a solution that only takes a limited number of symptoms or side-effects into account.
• research shows that flexible working and ability to control temperature are among the most helpful measures. After the guidance was released on social media, it received hundreds of comments and re-posts, in addition to featuring in articles in The Global Legal Post and Legal Futures. Several podcast interviews have been proposed, and further awareness raising efforts are underway to ensure visibility and continued dialogue on the issues.
The legal profession can be a difficult place to work at the best of times, with long hours, gruelling intellectual demands, and significant stamina required almost every day. A lack of sleep and brain fog can create obvious issues when facing this kind of pressure, so losing confidence becomes almost inevitable.
The legal profession needs to be a leader in these issues and demonstrate clear and genuine efforts to promote diversity and inclusion in its workplaces. This includes a need to ensure gender balance at all levels of the profession and appreciate that menopause support is fundamental to professional wellbeing.
International Bar Association
The International Bar Association’s 2021 wellbeing study (and subsequent establishment of the IBA Professional Wellbeing Commission) highlighted that older women were more likely to experience more adverse mental health issues. The report recommended that, ‘developing a meaningful understanding and awareness of the needs of specific groups, and identifying effective ways to foster equality, diversity and inclusion within the legal profession globally is necessary to shape and benefit the future of law’.
Achieving gender balance at all levels of the profession should be our aim across all legal sectors. The IBA 50:50 by 2030 project shows the disparity in four legal sectors across multiple jurisdictions. The study on England and Wales showed that while 51 percent of all lawyers were female, they occupied only 32 percent of senior roles. While the experience of menopause is not a sole factor in these statistics, it will undoubtedly contribute to significant numbers of older women leaving a legal workplace, with the demands and unforgiving environment looming large in their decision. ■
Sara Carnegie
Legal Director, International Bar Association
Sara was one of the seven women who drafted the guidance, in addition to Lucie Allen, Silvia Van den Bruel, Lucinda Case, Helen Burgess, Jane Clemetson, Kate Gaskell and Lisa James.
What matters most to those of us experiencing this phase, is for its impact to be acknowledged and discussed without fear or embarrassment. The conversation should be normalised, and efforts made to reduce anxiety, provide support and ensure good people don’t feel compelled to leave their jobs and careers.
All images and content from guide is reproduced with the kind permission of Helen Burness, Silvia Van den Bruel, Lucie Allen, Lisa James, Kate Gaskell, Lucinda Case, Jane Clemetson and Sara Carnegie.
Transitioning from Clients to the Crib: A First-Time Mum's Journey
The journey from a full-time career to full-time parenthood is often filled with surprises, challenges, and moments of pure joy. As I reflect on my transition from a bustling solicitor's office to the cosy chaos of motherhood, I'm struck by the contrasts and unexpected similarities between these two roles.
Before my little one arrived, my days were meticulously scheduled around meetings, deadlines, and networking events. Now, my calendar revolves around baby sensory sessions, baby yoga, playdates, health visits and precious family time. But beneath the surface of these seemingly idyllic moments lies the reality of parenthood: endless feeds, nappy changes, and the constant struggle to soothe a crying infant.
Before motherhood, my days as a solicitor were structured, filled with meetings, deadlines, and legal jargon. Every minute was accounted for, every task meticulously planned. Now, as a fulltime mum, my days are still structured, but in an entirely different way. Instead of emails and client meetings, my schedule revolves around nap times, feeds, and playdates. The pace is slower, but the demands are just as high—if not higher!
One of the starkest contrasts between solicitor life and motherhood is the level of autonomy. As a solicitor, I had control over my schedule, my workload, and my career trajectory. But as
a mum, my days are dictated by the needs and whims of a tiny human. There's no negotiating with a crying baby or requesting an extension on nappy changes. Motherhood requires a level of flexibility and adaptability that I never experienced in the legal world.
Yet, despite the challenges, there are surprising similarities between solicitor life and life as a full-time mum. Both roles require patience, resilience, and problem-solving skills. Whether I'm engaged in business development or soothing a fussy baby, the ability to think on my feet and remain calm under pressure serves me well in both arenas.
Moreover, both roles demand a high level of multitasking. As a solicitor, I juggled multiple tasks, clients, and deadlines simultaneously. Now, as a mum, I'm juggling feeds, nappy changes and household chores —all while trying to steal a moment of peace for myself. The ability to switch gears seamlessly from one task to another is a skill that transcends professions.
Another unexpected similarity between solicitor life and motherhood is the importance of communication. As a solicitor, effective communication was essential for building rapport with clients, and meeting their needs and interests. Similarly,
as a mum, communication is key for bonding with my baby, understanding their needs, and building a strong parent-child relationship.
Of course, there are also unique challenges and rewards that come with each role. As a solicitor, the satisfaction of onboarding a new firm to our network was unparalleled. But as a mum, the joy of watching my baby take their first steps or hearing their first words is a different kind of victory—one that fills my heart with an indescribable warmth and pride.
In the end, the transition from solicitor life to life as a full-time mum has been both challenging and rewarding. While the pace may have slowed and the tasks may have changed, the skills and qualities I cultivated as a solicitor continue to serve me well in motherhood. And as I navigate the ups and downs of parenthood, I'm reminded that being a mum is not just a role—it's a journey filled with love, laughter, and endless possibilities.
If I could offer advice to my expecting self, it would be this: embrace the uncertainty, lean on your support network, and cherish the small victories amidst the chaos. The transition to maternity leave can be isolating, overwhelming, and filled with self-doubt. But it's also a time of immense growth, love, and connection with your little one.
Maternity leave, I've learned, is a rollercoaster of emotions. From the highs of watching your baby reach new milestones to the lows of sleepless nights and endless laundry, every day brings its own set of challenges and rewards. And while the guilt of returning to work looms on the horizon, I remind myself that being a full-time parent is a job in itself—one that's equally demanding and rewarding.
According to the Office for National Statistics, the average mother on maternity leave racks up an astonishing 37 hours of active engagement with their child or children, along with 8 hours of cooking, 7 hours of housework, 2 hours of laundry, and 6 hours of transporting themselves or others around. On average, a woman on maternity leave carries out a staggering 60 hours of unpaid work—a testament to the tireless dedication and love that goes into caring for a family.
From a first-time mum currently still navigating the transition from the demanding world of full-time work to the tender embrace of maternity leave, I have noted a few guiding principles that may ease the journey into this new chapter of motherhood.
1. Prepare Mentally and Emotionally: Understand that the transition from full-time work to maternity leave can be challenging. Mentally prepare yourself for the shift in routine, pace, and priorities. Embrace the change with an open mind and a positive attitude.
2. Build a Support Network: Surround yourself with a strong support network of family, friends, and other mums. Lean on them for advice, encouragement, and practical help when needed. Having a support system can make all the difference during the early days of motherhood.
3. Establish a Routine: While flexibility is key in motherhood, establishing a basic routine can provide structure and stability for both you and your baby. Create a daily schedule that includes feeding times, nap times, and playtime. Stick to it as much as possible, but be prepared to adapt as your baby's needs change.
4. Take Care of Yourself: Remember to prioritise self-care amidst the demands of motherhood. Schedule regular breaks to rest, recharge, and do something you enjoy. Whether it's a bubble bath, a walk in the park, or simply catching up on sleep, make time for yourself to maintain your physical and emotional well-being.
5. Seek Professional Help if Needed: If you're struggling with feelings of being overwhelmed, anxiety, or postpartum depression, don't hesitate to seek professional help. Talk to your healthcare provider or a therapist who can offer support and guidance. Remember, it's okay to ask for help when you need it.
6. Stay Connected: Stay connected with your former colleagues and friends from the workplace. Schedule occasional meetups or virtual catch-ups to stay in the loop and maintain a sense of connection outside of motherhood. It's important to nurture relationships beyond the realm of parenting.
7. Be Kind to Yourself: Motherhood is a journey filled with ups and downs, triumphs and challenges. Give yourself permission to make mistakes, learn as you go, and forgive yourself for not having all the answers. Remember, you're doing the best you can, and that's more than enough.
8. Embrace the Journey: Finally, embrace the journey of motherhood with all its joys, uncertainties, and surprises. Cherish the precious moments with your baby, celebrate their milestones, and savour the small victories along the way. Motherhood is a remarkable adventure, and you're embarking on the most rewarding journey of your life.
As I prepare to re-enter the workforce, I find solace in the knowledge that some things haven't changed. I still meticulously track my time, albeit now on a baby app rather than a timesheet. And whether I'm communicating with a client or comforting my little one in the nursery, the sense of fulfilment and purpose remains unchanged.
In the end, the greatest reward of all is knowing that I'm not just a solicitor or a mother—I'm both. And as I navigate the challenges of balancing work and family, I take comfort in the knowledge that the love and dedication I pour into each role make me who I am: a proud, multitasking mama ready to take on whatever life throws my way!
Nadia Cook
Business Development Solicitor (and Mummy)
Nadia is a Business Development Solicitor at a law firm in Scotland.* She is a social mobility advocate, and uses her platform www. thescottishlawyer,info to encourage openness and transparency in the profession. She aims to create a more diverse and inclusive culture in the legal sector for students, and the future generations of aspiring legal professionals.
*All views are my own unless otherwise stated, and do not represent the views of any firm/business, which I am affiliated with. Information provided in this article does not constitute as legal advice.
You can reach out to Nadia Cook on LinkedIn and/or Instagram
Employee Resource Group: Women in Norton Rose Fulbright
Olivia McDonnell, Co-chair of the Women in Norton Rose Fulbright (“WiN”) network, discusses its importance and how to keep up the momentum.
Employee Resource Groups (“ERGs”) have been around for many years. I remember when I first became acquainted with the term “ERGs”. I was in the earlier days of my career as a paralegal at global law firm Norton Rose Fulbright where I am now an associate. A colleague suggested that I joined Women in Norton Rose Fulbright (which we call “WiN”).
WiN is one of eight ERGs at the firm in the UK, and it was in full swing at the time I joined. Some of things it offered at the time were training sessions tailored to women on topics such as imposter syndrome, public speaking and financial planning, as well as social events such as yoga in the office. It was, and remains, a fantastic way to meet peers across the firm.
Seven years on and it is still thriving. I am lucky enough to have chaired the network for the past four years together with an excellent group of co-chairs. We have achieved a lot although despite the network’s past successes it has taken time to continue to build traction. Why is that? Because ERGs need to adapt with their organisation and the needs of their people.
What are ERGs and why are they important?
ERGs are employee-led groups that focus on characteristics or life experiences that they share, although they are open to all. Their aims include building awareness, providing development and networking opportunities, supporting the practice’s business development and increasing our interaction with the wider community. ERGs help improve employee experience and drive engagement. As a result, ERGs complement the work that an organisation is undertaking through its DE&I teams to increase inclusivity.
ERGs also help to alleviate any feelings that employees have a lesser voice in their organisations because they act as tool to bring employees and management together in creating a workplace that they all want to be a part of.
Research undertaken by McKinsey1 found that employees who rated their ERGs “effective” or “very effective” were much more likely to say they feel included than employees who rated their ERGs “ineffective” or “very ineffective”.
What have we achieved as an ERG?
for our senior associates; fireside discussions with female partners highlighting their career stories; speed networking sessions for female junior associates; working with writer Laura Bates to improve the existence of male allyship; establishing a book swap highlighting female authors; opportunities for our female associates to network with clients at the Royal Opera House and with Jo Malone London; and celebrating International Women’s Day 2024 with an expo on female entrepreneurship.
We are particularly proud of the work we have done to improve our family policies around fertility support. Our firm now offers 10 days paid fertility leave and greater support to those undergoing fertility treatment.
What challenges might ERGs face?
One of the biggest challenges we face is ensuring that we can engage the right people and reach all those who want to participate in the network. To address this, we have to do two things; keep our ears to the ground in order to understand what women in the organisation want to see from us and not be afraid to ask “big” – and ask for the support we need from our sponsors in order to deliver it.
Our sponsors are senior stakeholders in the business who are willing to listen to our ideas and can act as a voice for the ERG. These sponsors have been instrumental in what we have been able to achieve, and I encourage everyone in a similar position in their organisation to think about how they can support ERGs.
What does the future hold?
Staying relevant is not easy, it takes many hours of strategic planning and having the right conversations across our organisation, but it is absolutely worth it. We can see that ERGs can have a direct impact on employee satisfaction and in turn, become critical to our business.■
WiN has accomplished a great deal in recent years to support women at our firm and in the wider community. This includes: working with senior leadership to improve our family policies; hosting high-profile speakers such as Baroness Helena Morrissey DBE and, in partnership with Legal Women, Emily Thornberry MP; roundtable discussions with an executive coach
Olivia McDonnell Associate, Norton Rose Fulbright
LLP
1Catalino N and others, ‘Effective Employee Resource Groups Are Key to Inclusion at Work. Here’s How to Get Them Right’ (McKinsey & Company, 7 December 2022) <https://www.mckinsey.com/capabilities/people-and-organizational-performance/ourinsights/effective-employee-resource-groups-are-key-to-inclusion-at-work-heres-how-toget-them-right#/> accessed 20 June 2024
Menopause and Period Plan
In line with menopause awareness month in October we’re speaking to Dr Samantha Wild, Women’s Health Clinical Lead at Bupa Health Clinics about how the menopause and periods can impact you both inside and outside of work and what you can do to manage symptoms.
Periods
1) Is there such a thing as a ‘normal’ period?
Everyone’s period is different, and symptoms will vary for each person. Typically, we’d expect a menstrual cycle to last between 21-35 days with bleeding for 2-7 days. Some cycles may be shorter such as persistently 20 days or less and others may be longer.
It’s useful to keep track of your cycle so you know how many days there is between each bleed, to spot any changes.
A period can also change as we age. It's more likely that your periods will be irregular during puberty, and when you're nearing menopause. They can also vary in how heavy or light they may be and how much pain you experience each month.
2) How would you describe a heavy period?
Heavy periods are very common. We’d consider periods to be heavy if you’re:
• Changing your pad or tampon every 1 to 2 hours,
• Using 2 types of sanitary product together, such as a pad and a tampon,
• Having periods lasting more than 7 days,
• Passing blood clots larger than 2.5cm (a 10p coin)
• or bleeding through clothes or bedding
3) When should I seek medical advice about my menstrual cycle?
We often see women in our clinic who have suffered in silence from heavy and painful periods for years, even when it has stopped them from doing daily routines such as exercising or going to work. They often say that they just thought their periods were ‘normal’ to them and put up with them. Some people may have no symptoms at all while for others it can be debilitating every single month.
Research shows that there is still a strong taboo surrounding periods with a third of women finding it an uncomfortable topic of conversation. People may not realise that painful and heavy periods are a medical condition and may feel too embarrassed to speak to their GP or worry about wasting their time and feel they should "just get on with it.
If women are experiencing pain or bleeding that is affecting their day-to-day life or sudden changes to their cycle, this could be a sign that something is wrong, so it’s important that they speak to a trained healthcare professional who will be able to assess whether symptoms need further investigation and guide you through your next steps.
Menopause
4) With so many symptoms associated with the menopause, how do I know when I’m actually going through it and what is the difference between perimenopause and menopause?
Perimenopause often comes with a range of symptoms and tends to last for a few years before your periods stop
completely. We say you’ve reached menopause once you haven’t had a period for 12 months.
There are loads of symptoms that come with menopause including hot flushes, night sweats, vaginal dryness, hair thinning, changes in skin – e.g. oily skin you’ve not had before, palpitations, recurring UTIs.
One of the most reported symptoms we see in our clinics is increased anxiety and depression. Brain fog is also really common, and colleagues often mention to me that they’ll be in the middle of talking and completely forget what they want to say.
5) Does menopause affect mental health?
Everybody experiences the menopause differently and for some people, it can affect their mental wellbeing. You might experience feeling low, anxiety, mood swings, problems with memory and concentration, low energy and motivation, panic attacks, new fears and phobias and low self-esteem.
It’s likely you’re feeling this way because of the hormonal changes that are happening in your body as you go through menopause. Dealing with symptoms like weight gain, joint pain and hot flushes can be difficult and may impact your mood. Difficulty sleeping, night sweats and bladder problems can also stop you from getting enough rest and contribute to feeling low and stressed.
6) What can I do to manage my menopause symptoms?
Some of the things to help support your health and ease symptoms during the menopause include:
• Seeking support: If you’re struggling with mental or physical health, speak to your GP who may be able to recommend treatment.
• Eating regular, healthy, balanced meals and snacks to help keep your blood sugar stable.
• Exercising: Try activities like yoga, Pilates or walking to help you de-stress.
• Trying to get into a regular sleep schedule.
• Making sure you aren’t drinking too much alcohol.
• Avoiding caffeine if it makes you anxious, affects your sleep or triggers your hot flushes.
• Doing things that relax you, like reading, going for a walk or practising mindfulness.
• Talk to your friends and family to help them understand what you’re going through.
For further information or to book a Bupa Menopause Plan or Period Plan, simply scan this QR code.
Dye & Durham launches Unity® Practice Management
Dye & Durham launched Unity® Practice Management, offering small and medium-sized law firms a tailor-made software to keep their operations running smoothly while accessing Dye & Durham’s broader range of technology solutions, including conveyancing searches, AML, and a legal information AI assistant.
DeeDee is an always-on AI assistant available 24/7 to streamline tasks and boost law firms’ productivity. Powered by the latest models from OpenAI, DeeDee makes it easy to generate first drafts of documents, summarise legal principles, and start legal research. DeeDee is designed to help law firms get an edge in the coming “AI Age” of legal services.
DeeDee is now available within Dye & Durham’s Unity® Global Platform and Unity® Practice Management.
In addition to DeeDee, Unity® Practice Management features instant AML checks including PEP, Sanction, Adverse Media, Law Enforcement, and Disqualified Director checks for improved risk management.
Integrated Conveyancing Searches
Unity® Practice Management users also have integrated access to residential conveyancing searches that make due diligence on property transactions quick, easy, and accurate. And now, with Dye & Durham’s Best Value Search Packs, conveyancers can save time, effort, and money on every transaction. Comprised of Dye & Durham’s premium conveyancing reports, these Best Value Search Packs deliver all the data and insights needed for a typical property transaction, at market-leading prices.
Visit Dye & Durham’s website to learn more or contact their team at salesteamuk@dyedurham.com. ■
The Baytree Centre: a social inclusion charity
We have often extolled the virtues of mentoring – it’s a win/win for many as you are both giving a helping hand but also acquiring useful skills yourself. There are many opportunities to mentor which we have covered in Legal Women. This article hears from Phoebe Bragg, a Criminal Barrister at 5 KBW, who is also a youth mentor with the The Baytree Centre.
Phoebe Bragg:
I am a criminal barrister specialising in both prosecution and defence work all over the UK. More importantly I have been a Baytree mentor since 2020. This has enabled me to connect with women and girls in the local area who, either want advice and assistance about potential legal careers, or don't know anything about law and never saw themselves thinking about a career in law. I have also been doing weekly one-to-one mentoring with the same girl over the past four years, helping with schoolwork, organisation skills and anything that arises week to week.
One stand-out example was helping someone progress in English language. The mentee loved reading but really struggled with the reading concepts and self-confidence. This was a particular issue as English was not her first language and it seemed she missed out on some of the core learning in school. We set goals for reading over the summer holidays and when she came back from holiday, in her first few sessions she was so much more confident and suddenly able to read much more fluently. That confidence filtered into other areas of her work and school life and had a noticeable impact.
I'm a firm believer that everyone has something they can offer, whether it be a specialist skill, their knowledge of industry, or just their time. There is nothing better than seeing your mentees grow up and achieve, or if things aren’t going well for the mentee, to try and have some hand in supporting them. I couldn't recommend being a Baytree mentor highly enough and would encourage anyone to give their time to Baytree and their mission.
Baytree: Is a social inclusion charity supporting women and girls in Lambeth. Our mission: We inspire and support women and girls to gain the skills, confidence and wisdom they need to thrive in life, work and family. Baytree’s unique approach provides networks, opportunities and skills that empower women and girls. By supporting the women in our community, they improve economic and social inclusion for themselves and their families. https://baytreecentre.org/
Youth Mentoring Program:
Baytree’s Youth Mentoring Programme supports 100 girls annually with one-to-one academic development. This initiative aids girls aged 10 to 18 in their academic growth, focusing on English and Maths, as well as their personal development. Volunteer mentors act as role models, creating a positive environment where young people feel safe and encouraged to set goals, enhance their academic performance, and build confidence. This support helps them achieve their aspirations and improve their overall well-being.■
Golden Icons of Equality – Paris 2024’s Tribute to Trailblazing French Women
If anyone watched the Opening Ceremony of Paris 2024, one notable feature was the tribute to ten women celebrated as the 'Heroines of French History', with its profound message of gender equality. The statues of the heroines emerged from the Seine, with brief details of their incredible achievements:
Olympe De Gouges (1748-1793)Woman of Letters and Politician
A French playwright and activist who advocated female rights when the world was completely dominated by men. She is best known for her influential work, "Declaration of the Rights of Woman and of the Female Citizen," calling for gender equality, and challenging the patriarchal norms. Today, her legacy continues to inspire the pursuit of gender equality, including in the realm of the Olympics.
Jeanne Barret (1740-1807) –Explorer and Botanist
A French explorer and botanist who became the first woman to circumnavigate the globe. Disguised as a man on the Bougainville expedition, her botanical knowledge discovered many plant species that we read about today. Her journey broke gender barriers in the field of travelling and science.
Christine De Pizan (1364-1430) –Woman of Letters
A medieval writer and philosopher who is often regarded as one of the first feminists. One of her famous books is The Book of the City of Ladies, which defended women's dignity and intellectual capabilities against misogynistic views of the era. Her works advocating for women’s education and rights are celebrated through her golden statue, reflecting her intellectual legacy.
Alice Guy (1873-1968) –Director, Screenwriter and Film Producer
A French filmmaker and one of the first women directors in the history of cinema. Her innovative approach to filmmaking helped to shape the early film industry, which often told the story of society and gender issues. Her contributions to film and storytelling are honoured with a statue that underscores her role in shaping the cinematic arts.
Louise Michel (1830-1905) –Teacher, Writer, Anarchist and Feminist Activist
A French teacher, radical activist, and prominent figure of the Paris Commune. She is also known as the “Red Virgin,” as she advocated for revolutionary socialism and women’s rights. Her unwavering commitment to social justice and her radical activism are commemorated in her statue, standing as a symbol of defiance and courage.
Gisele Halimi (1927-2020) –Lawyer, Activist and Politician
A French lawyer known for her tireless advocacy for women's rights and social justice in the revolutionary history of France. She played the best role in the landmark abortion rights case and her efforts were instrumental in shaping French legal and social policies that promote gender equality across various aspects of life. Her legal battles and advocacy work have left an permanent mark on French society.
Paulette Nardal (1896-1985) –Intellectual, Journalist and Writer
A French writer and intellectual of Martinican descent who helped in the shaping of Negritude literature. She not only championed the cultural and intellectual empowerment of black people but also played a crucial role in the development of Caribbean feminism. Her work in promoting racial and gender equality is honoured through her golden statue.
Alice Milliat (1884-1957) –World-Class Sportswoman
A French athlete who founded the Women's International Sports Federation. She was the first to fight for the inclusion of women athletes at the Olympic Games, challenging the prevailing belief that women should not compete in any sports at all. Her efforts helped to elevate the profile of female athletes globally. Her statue celebrates her relentless pursuit of equality in sports.
Simone Veil (1927-2017) –Politician and French Magistrate
One of the French politicians and advocates who fought for equal women's rights. France became the first of all nations to legalise abortion in 2024, and no doubt, the revolutionary act is a result of Veil's and other feminists' efforts with the landmark Veil Law in 1975. She was also one of the Holocaust survivors who later served as Minister of Health and also as President of the European Parliament. Veil’s advocacy for reproductive rights and her role in European politics made her an important figure in advancing social reforms.
Simone de Beauvoir (1908-1986) –French Existentialist Philosopher and Feminist
A French existentialist philosopher and feminist. She is best known for her seminal work, The Second Sex, which explores women’s oppression, and the concept of “otherness” laid the foundation for modern feminist theory. Her statue stands as a testament to her influence on women’s rights and intellectual thought.
A Lasting Legacy
The unveiling of these golden statues was a poignant and powerful statement on the importance of gender equality. These statues will remain in Paris as symbol of the city’s commitment to gender equality, a powerful reminder of the contributions of women to French history and culture and as inspiration to future generations to continue their legacy of courage, resilience, and innovation.
The Paris 2024 Olympics have set a precedent for future events, encouraging other cities and nations to reflect on their own histories and the often overlooked contributions of women.
Paris 2024 will also be the first gender-equal Olympics in history, with a split of 50/50 men and women among the 10,500 athletes. ■
Elizabeth Shimmell
Professional greetings for the twenty-first century
As Nicola Paffard discusses below the ‘Dear Sirs’ greeting beloved of lawyers is a formality that now feels extremely dated in a number of ways. We would love to hear readers' views on how they tackle this. How about considering the ‘Dear colleague’ approach this has an added benefit of reminding both parties' lawyers that they are part of the same profession with all the ethical regulation that involves. It’s always difficult tackling traditions held over many years but its definitely possible; referring to Lady Chief Justice now feels incredibly normal after a ‘mere’ 800 years of referring to Lord Chief Justice. Surely, we can find a way to refreshen our forms of greeting.
Nicola Paffard offers her solution on the opposite page and explains below how she and why she developed that chart.
It has been common practice to use ‘Dear Sirs’ as a generic greeting when a law firm writes to another since the legal profession began. At that time, members of the profession were (almost) exclusively male. Even in the mid-20th century, females in the legal profession were predominantly support staff, secretaries, occasionally junior lawyers – rarely partners or business owners.
But that has not been the case for decades. In the UK, female entrants to the profession have outnumbered male entrants since the early 1990s, and whilst there’s still a notably long way to go before achieving gender parity in the leadership space, female partners and owners of legal firms should no longer be ignored! In my own firm, women make up around three quarters of the workforce – so why are we still being addressed as ‘Dear Sirs’? Not to mention our aspirations to be inclusive to all genders, and to live and demonstrate our values through everything we do –to be the difference.
As the Gender Equity lead at Cripps, I discussed this with my team who are making small but mighty changes within the firm to make us more inclusive. Initiatives like introducing gender inclusive toilet signage, ensuring all our legal drafting is gender neutral, raising awareness of unconscious bias and gender diversity through events and sharing experiences. Adopting a gender inclusive greeting in correspondence seemed like an important part of our authenticity and commitment to the cause. Phrases like ‘Dear Sirs’, whilst seemingly innocuous, are outdated and do not reflect our own workplace or those of the organisations we are addressing.
But what to say instead? We did some research on possible other options, but there seemed to be so many different variations required. Our lawyers use letters and emails to connect in so many situations – with a law firm who represents an opponent in a dispute, or with a firm representing someone we want to be on good terms with; sometimes we know the name of the person we are contacting, sometimes we don’t; sometimes we know their gender, sometimes we don’t. We need to be professional; we want to be respectful and inclusive and whatever we do we want it to be easy to implement. Persuading people away from using ‘Dear Sirs’ is literally asking them to break the habit of a lifetime.
I wanted to empower our busy legal professionals to make a quick choice to use inclusive language. I felt sure I would find a helpful decision tree or visual guide online but searched in vain. Finally, I decided to create my own. I was really pleased with the result – it made sense to me and I think it produces a professional but inclusive phrase depending on the circumstances. Still not sure I had covered all the nuances, I shared my draft on LinkedIn. I received a fantastic response from my network. I don’t think many legal professionals had seen anything like it before. I was happy to share the idea and support others to be inclusive without struggling like we had. Perhaps it will become a new convention! ■
Nicola Paffard Head of Legal Process Improvement (Partner) cripps.co.uk
Gender inclusive greetings Gender inclusive greetings
Dear: Name of Firm / To whom it may concern / Job title Letter sign off: Yours faithfully From: Cripps Dear: Full Name Sign off: Yours faithfully From: Cripps
Dear: Sir / Madam / Full Name according to their preference Sign off: Yours faithfully From: Cripps
Dear: Full Name Sign off: Yours sincerely From: Name of known individual
Dear: Mr / Mrs / Ms / Mx Surname according to their preference Sign off: Yours sincerely From: Name of known individual
Dear: First name of known individual Sign off: Yours sincerely From: Name of known individual
LW Likes
Council of Europe
@coe 541.2K Followers
ICelebrating 10 years of the #IstanbulConvention! #OnThisDay in 2014, this vital treaty protecting women from violence came into force. The Istanbul Convention isn't just an idea; it makes a real impact.
@coe_women
Testimonies on how #IstanbulConventionSavesLives
Codex Edge Codex Edge 914 followers
Welcome to the twenty-sixth instalment of our series on 2024 market trends. This week, we're shedding light on the impressive strides some law firms are making in the area of women representation. Below, we present key insights on the top law firms with the highest percentages of women overall and women partners. These findings identify the firms leading the charge in promoting women within the legal profession. The focus today is on law firms with 100-500 lawyers in the UK.
Importantly it includes ratios for Women Partners Relative to Overall Women Lawyers in the firm
https://www.linkedin.com/company/codexedgeltd/
Legal Women on X @LegalWomenUK
Read more on the link below: https://legalwomen.org.uk/ marysuberu.html
https://t.co/Gl6KyxcMCl https://t.co/9BflmwkuwK" / X
Legal Women UK
Complimentary magazine for all women working in the law. 13k followers
Incredibly we are still celebrating roles obtained by women as a’ first’. So whatever your politics this is a remarkable achievement. Rachel Reeves is the UK’s first female chancellor.
https://lnkd.in/e9T6XmBp Post | Feed | LinkedIn
Mary Suberu talks to Legal Women UK about navigating a Legal Career abroad From the Big Apple to Big Ben.
LW Recommends
FILM
Young Woman and the Sea
Gertrude Ederle: "People said women couldn't swim the Channel, but I proved they could."
This is a heart-warming biopic of a once incredibly famous swimmer, Gertrude Caroline Ederle, known as Trudy Ederle or ‘Queen of the Waves’. She was born in New York in 1905 and continued to live in the US until the end of her live in 2003.
The film shows the unlikely journey of a very young woman joining her local swimming club and gradually increasing in strength and skill to become an Olympic star in Paris in 1924 and the first woman to swim the English Channel. Her record includes eight more world records after that swim, in total, Ederle she held 29 US national and world records from 1921 until 1925.
She did eventually losing her hearing – a problem feared due to her contracting measles as a child. The film concludes letting the audience know that she taught swimming to deaf children and had peacefully died at the age of 98. A life well-lived.
BOOKS
Edna O’Brien
The recent death of Josephine Edna O'Brien DBE (15 December 1930 – 27 July 2024) is a good time to reflect on the astonishing legacy of this Irish novelist, playwright, poet, and short-story writer. A writer much admired by other writers from Philip Roth to Michael Ondaatje as well as numerous other luminaries. She was also awarded many prizes.
Her first novel, The Country Girls in 1960 has been credited with breaking silence on sexual matters and social issues during a repressive period in Ireland following the Second World War. The book caused ructions not only with in her family but in Irish society where it was banned.
O'Brien continued writing into the last years of her life including her final novel Girl in 2019 which was based on the abduction of a group of girls in Nigeria. She travelled there twice to do research, and interviewed girls who had escaped, members of their families and professionals involved in working with the families to alleviate trauma.
One of the most touching tributes is from a political journalist, Ed Vulliamy, who met Edna O’Brien during her research for her book The Little Red Chairs which involved a character loosely based on Radovan Karadžic, (convicted of genocide in 1995). Vuilliamy's article gives a brilliant insight to Edna O’Brien as a person as well as her extraordinary research for her novels.
https://www.theguardian.com/books/article/2024/aug/04/author-ednaobrien-remembered-ed-vulliamy?CMP=Share_iOSApp_Other
PODCASTS
We’re very conscious of how often the podcasts we recommend are on BBC Sounds and yes, we hear you – thanks for reminding us that this isn’t always available outside the UK. So LW is delighted to recommend a series available on the BBC World Service – apparently this can be heard overnight: 0100 to 0530 hours UK time, on the BBC Radio 4 frequencies 92-95 FM and 198 kHz long wave.
Where To Be A Woman
The presenters, Scaachi Koul and Sophia Smith Galer consider ‘where can women live their best lives?’ There’s wide-ranging chat including on latest wellness fads across the globe.
This 18-part series considers an incredible variety of topics important for women’s lives, dealing with body image, fair pay, loneliness, parental leave pay gap and much much, more. It looks at theses issues in different countries to get a feel for what it is like being a woman in these different geographical locations with different cultural norms as well as laws.
Keeping with one of the themes of this edition there’s a session on menopause and the perimenopause from 29 April 2024 which you can find here:
Where To Be A Woman - Menopause and perimenopause - BBC Sounds Harriet Martineau
BBC Radio 4 - In Our Time, Harriet Martineau
Melvyn Bragg and guests discuss Harriet Martineau in the time-honored style of the programme. She had a fascinating life (12 June 1802 – 27 June 1876) managing to make a living from writing extensively on all manner of subjects. She wrote on sociological issues before sociology was established as a distinct discipline. She dissected the relationship of women and men, had a lifelong commitment to the abolitionist movement and was (and is) highly respected in the US. She was even invited to the coronation of Queen Victoria who had read her works as a young woman.
If you would like to know more about this fascinating 19th century woman who seems to have lived as she wished, you can see the website of the Martineau Society. LW particularly recommends the blog highlighting the inclusion of Hariet Martineau in Rachel Reeves’s recent book The Women Who Made Modern Economics Rachel Reeves on Harriet Martineau –Martineau Society
If you prefer original source material Harriet Martineau’s autobiography is still in print! Harriet Martineau, (ed. Linda H. Peterson), Autobiography (first published 1877; Broadview Press, 2006)
Photo of painting reproduced courtesy of D James Martineau. It was painted in the Judiciary Committee rooms of the United States Senate in Washington by Samuel Stillman Osgood in February 1835.
How to Make Friends and Influence People...
Social media is one of the most powerful influences in the world today. It dominates our time; literally hours are spent watching crazy dance routines, make up tricks or how to wear a skirt ten different ways. But, increasingly, it is also becoming a very potent platform for shaping how we see the world and in forming our political views. Influencers have become the new gurus; revered and trusted.
Influencers have dominated platforms like Instagram and TikTok for around two decades now. Superstars like Ariana Grande have over 510 million followers on Instagram but now unknown people are choosing to make careers from being influencers and are racking up a very impressive number of people who hang on every post or story.
This world seems a million miles away from the legal profession which, historically, has enshrouded itself in privacy and an air of mystery. Lawyers, a bit like the Royal Family, do not comment publicly on anything. But as young people, who have grown up with social media being an integral part of their lives enter our profession, inevitably they are bringing social media into law firms with them, so forcing change.
@mylegalcareer caught momentum really quickly. The words ‘legal apprentice’ were almost a magnet.
“The apprenticeship scheme really is a no brainer when you think about it. When you say things like ‘free law degree’ people are really interested and they are hungry to find out more. The people I wanted to target were the ones doing A levels at college and in sixth forms and they are all on TikTok so, as well as Instagram, I started an account there too”.
Maia uses the two platforms, Instagram and Tiktok for different audiences and different types of messaging. Instagram is more polished and gives the ability to write long captions whereas TikTok is short, snappy, hook content.
The words ‘legal apprentice’ were almost a magnet.
Maia Crockford is a trainee solicitor on the apprenticeship scheme at an international law firm. She is also a highly successful influencer with around 26,000 followers on Instagram and over 56,000 on TikTok. And far from being two separate strands of her life, they are inextricably linked.
How did she find herself in these two seemingly polar opposite roles?
Maia was educated in a state school and did her A levels at college. She wasn’t sure what she wanted to do as a career but, having a really creative side to her, found the prospect of journalism appealing. But then she discovered the study of Law (one of her chosen A level subjects) and absolutely loved it. Her college was pushing her to go to university - as, indeed, were her family and she didn’t see that there was any other option. Then, one day, she received a random email from her tutor about the legal apprenticeship scheme whereby you could join a law firm immediately after A levels, get your degree while working and do your training contract there; it was an all-inclusive programme where you get paid a salary, there is no student debt and your exams are paid for. When Maia read this, “something just clicked” and she knew, straight away, this is what she wanted.
Because Maia’s social media is so closely linked to her career, as she progresses her legal journey, her content adapts accordingly.
“The hot topic at the moment is the SQE, the examination I have recently sat. I answer questions about it on TikTok, I share snippets of my day as someone studying for the SQE. Again, this provides valuable information that otherwise would simply not be around.”
When Maia started her social media, there was barely anyone else in the profession doing the same but so many others have followed her lead, sharing experiences and information in order to make a career in the Law more accessible.
“Normally when you think of social media, you don’t necessarily think career but rather lifestyle; a glamorous aesthetic we look up to. Career is something that is so important but there was a huge gap in that there just didn't seem to be any aspirational career content. That is really changing now. There are a lot of people talking about legal apprenticeships and about SQE. People in the Law are starting to feel a lot more comfortable in using these platforms to discuss these types of subjects.”
Lawyers, a bit like the Royal Family, do not comment publicly on anything.
Maia faced a lot of adversity over her choice; from her peers who were all going to university and who thought apprenticeships were “lesser than”. From her parents who were set on her being the first in the family to go to university and saw that as a measure of success. And even from the tutor who had initially sent the email.
As a compromise, Maia applied for both, even though her heart was with the apprenticeship scheme. She had offers both from her first-choice university but also to be an apprentice and, as difficult as it was for her to ignore the advice of everyone around her, she followed her heart.
At the time, the legal apprentice scheme was relatively new. There was nobody who had yet qualified as a solicitor and nowhere really to look for information. Maia realised there was a huge gap here that needed to be filled so that others looking at the scheme would have more access to knowledge from first-hand experience than she did. She wanted to help and inspire others to be in a position to take control of their career paths and to be equipped to make informed decisions. And so @mylegalcareer was born.
“I was really open with my posts about how to become a legal apprentice. And about what life is actually like being one. Basically, filling in all the information that I could not find when I was applying. I had this gut feel that apprenticeship was right for me, but I didn’t have the facts to back that up - which was why it was hard to convince those around me. I wanted to empower others to be able to make the choice by giving them as much information as possible so they have answers not just for themselves but also for their peers and family who may be more doubtful. I didn’t want others to face the tough time I had simply because the facts and experiences were not out there and accessible”.
As a forerunner in bringing the legal profession into the world of social media, how did Maia’s law firm initially react to her online presence?
“They have been very supportive. They trust me to train as a junior lawyer so therefore they can trust me to know the boundaries and limits of what I can tell and show. I was initially worried about what colleagues may think because the profession has always been so closed. And because I talk about stuff that doesn’t involve the Law, like workwear for example, I thought they may find it a bit cringe. But as it is becoming a norm, I am becoming more comfortable. Professionalism and a social media account are not mutually exclusive - I am trying to show you can have both.”
Indeed she is. Step aside Ariana, there is someone hot on your heels! ■
Maroulla Paul
Maroulla
Paul is a writer of short stories, a food and wine critic as well as a legal journalist
Why do we follow legal influencers?
Social media has led to the rise of influencers in every domain and law is no exception. We talked to the Legal Women team to find out what are the key attractions above the usual channels of information. We’ve grouped it into a few pointers.
Relatability and personal experience
The most common theme was that the influencer is someone they could relate to, generally fairly near their own situation but a little ahead in terms of career. This differs from role models who tend to be luminaries, frequently, senior in their career stage, and much as we might admire them, we would be daunted to say we were following in their footsteps.
Faryal Faizee, Editorial Assistant (waiting for Call to the Bar) says: “Relatability in my opinion plays a big role. When looking to follow legal influencers, I consider whether they have been to a non-Russell group university, what stage of their careers they are in, whether they are aspiring barristers and etc. Finding people who are in the same path as you can be reassuring.”
Giving the whole picture ‘including the down sides’
Social media is known for relentlessly presenting glittering lives of success but when you are looking for a route for your career you need to be aware of the challenges. This is a key area for many followers. Elizabeth Shimmell, Team Leader, In-house Trainee Solicitor, Client Care Team, CTT Group comments:
“In the legal world we see a lot of success on LinkedIn, but we don’t often see a lot of people posting about things they were unsuccessful in, especially exams like the SQE. As a solicitor apprentice doing the SQE it’s reassuring to see that other people are struggling with things like the workload and that not everyone is passing the exam.”Authoritative sites, such as, The Law
Society or The Bar Council, try to explain the overview of career paths, procedures etc. This is invaluable and an essential part of any potential lawyer’s research but it can’t always deal with the detail for an individual case. This is something an influencer can cover by explaining the exact route they have taken. Agnes Swiecka, Legal Advisor, Svensson Nøkleby explains: “often information on any online sources can be generalised and for advice to be helpful, it should be specific. So any level of extra detail that someone chooses to put out on their platform would be a good sign that they are worth following …..”
Law plus life
The most interesting influencers are those that share more than their journey in law and allow a follower insight into their life; humour and creative content which catches the eye is also a winner, as it makes information more digestible.
Ramsha Khan, internal legal counsel at GoSaaS Inc. prefers “influencers who create content short in length or provide how-to or hacks, an example would be Erika Kullberg, who I follow on Instagram, her tagline is ''I read the fine print so you don't have to'' and she provides travel tips and useful information such as how you may be able to get a new pair of Nike shoes if they develop a defect within 2 years of their manufacturing date, as stated in their warranty.”
This variety is also important to Emma Webb, LL.B, Senior Manager, Press and Programmes (Small Business Britain): “Working in the legal profession should not define a person's whole personality, and I prefer influencers who share aspects of their life outside their legal work. In my opinion, the profession already carries enough pressure, and allowing any job to consume you is unhealthy.
Authentic, knowledgeable and informal content
Some influencers might be liked for humour others for serious content but absolutely it must be ‘authentic’. Charity Mafuba, Solicitor (England and Wales) New York Attorney a values those who are knowledgeable, without false or misleading rhetoric but also values the reason they are posting. Is the account being run for altruistic reasons?
Understanding the background to any account can be significant.
Elizabeth Shimmell likes “… to see influencers using different platforms like Instagram and TikTok to provide more informal advice or tips to followers. Not everyone has time to read an article or a full post on LinkedIn from an influencer, but they may have time to watch a TikTok or a reel on Instagram.”
Decision-making and breadth of sources
Everyone emphasized the importance of accessing other sources, particularly from The Law Societies, the Bar Council, the Solicitors Regulation Authority. Although they wouldn’t choose a career move purely on the basis of an influencer; the information could well set you on a new train of ideas. Elizabeth Shimmell says influencers were how she encountered the idea of a solicitor apprenticeship: “I wasn’t really aware of this option until influencers started talking openly about it. I have also considered their opinions on course providers in relation to the SQE as valuable insight.”
The advice is if you’re not sure how to wade through the information on the main websites then start with some wellknown influencers to get an overview. Make sure they are in the right jurisdiction for you but don’t follow just one source. At some stage you have to take the plunge and tackle the websites of universities or other authorities because things may have changed since the influencer put out their post. Ultimately if you want to be a lawyer you need to do good quality research on how to reach your goal. ■
Coral Hill Founder & Editor-in-Chief - Legal Women
8 Reasons Solicitors Prefer Clio for Their Practices
In the fast-paced and competitive legal industry, solicitors need innovative tools to streamline workflows, enhance efficiency, and drive growth. Clio, the leading legal software, has become the go-to solution for solicitors across the UK. By leveraging Clio's powerful features and integrations, solicitors can transform their practice, achieve greater efficiency, and unlock new growth opportunities. Let's explore why solicitors choose Clio as their trusted legal software solution.
1. Streamlined Workflows: Clio's features centralise case information, reducing manual tasks and saving time.
“Since moving to Clio, we've saved time, our client service has improved, and our profits have increased. We only wish we'd made the move sooner” - Ali Bukhari, Founder, Bukhari Chambers.
2. Enhanced Collaboration: Solicitors can collaborate seamlessly with colleagues and clients, fostering teamwork and improving service.
3. Remote Work Capabilities: Clio's cloud-based platform enables solicitors to work from anywhere, ensuring productivity and client service.
“With Clio, I could successfully support remote working and build a practice with lower overheads. Over the past three years, Clio has become the essential tool for our firm's growth.” - Arun Chauhan, Founder, Tenet Law.
4. Time and Expense Tracking: Simplified tracking and accurate invoicing improve cash flow and client trust.
“Clio has helped tighten our time recording and increased our chargeable hours. It is a fantastic tool for reconciling and tracking transactions in my client account. I can not imagine going back to the way I used to manage my client accounting.” Adele Hunt, Practice Manager, East Devon Law.
5. Financial Management: Insights into firm finances drive growth with our Law Firm Performance Dashboard and with integrations with popular accounting software.
6. Client Relationship Management: Features like client intake, onboarding, and appointment scheduling enhance client satisfaction and loyalty through Clio Grow.
“Clio Grow has helped save my practice. I’ve been a Clio Grow customer for over a year, and the volume of leads my firm receives would be impossible to track without Clio Grow. The system is intuitive and easy to use.” - Lara Evans, Practice Manager, Ubique Legal.
7. Comprehensive Support and Training: Clio provides exceptional support and resources for a smooth transition and ongoing learning.
8. Industry Recognition and Trust: Trusted by thousands of solicitors and compliant with GDPR and SRA compliances.
“The Law Society is delighted that Clio is one of its recommended partners and offers a completely cloud-based case management software. We identified Clio as a supplier that suits our members’ needs, especially as business efficiency is central to performance.”—Fiona O’Mahony, Law Society of England & Wales.
Solicitors choose Clio for its ability to transform legal workflows, enhance efficiency, and drive growth. Join the thousands of solicitors who have chosen Clio as their trusted legal software solution and experience the transformative power it brings to your practice. Start your Clio journey today. Plans from just £49 per user/per month.
To read more Clio customer success stories, visit our site, Clio.com/uk/customers. ■
The Age of Influence
The Autumn edition will continue to explore legal influencing. Dr Molly Bellamy has discussed the phenomenon with three women holding different perspectives in the legal world, Isabel Bertram, Eileen Donaghey and Christina Blacklaws.
Isabel Bertram is Head of BD and Marketing at Radcliffe Chambers, part of her role is to foster client growth in Chambers. Isabel is attuned to the zeitgeist moment for the legal influencer and welcomes the opportunities it generates for younger women as well as the potential it signals of a democratisation of the field of law itself.
Eileen Donaghey is an independent consultant whose business aims to help law firms and enterprises win new clients by improving business development and marketing skills. She has written previously for Legal Women on imposter syndrome and is committed to training lawyers in developing an online presence and public profile. She brings a note of caution, concerned with the ‘burn out’ legal influencers can experience. There is always extraordinary pressure to create new content, manage algorithms and navigate the rules and risks of over exposure to be aligned with the sector’s own professional standards.
Christina Blackwell, former President of The Law Society for England and Wales, brings an insider perspective, as someone who has become a legal influencer by virtue of her experience and prestige. She seeks to raise consciousness and promote empowerment in relation to equality, diversity and inclusivity. Christina also brings insight into the shifting attitudes of and towards female lawyers today.
David Smith has selected a few online profiles of legal influencers from diverse backgrounds, based on suggestions from the Legal Women team. Each influencer has harnessed their own blend of online mediums; typically comprising a combination of platforms including Instagram, Youtube, TikTok, X (formerly Twitter), LinkedIn, and some influencers develop their own websites or platforms. He will consider how they share their expertise, experiences and insight to engage a public following, while maintaining a balance between managing their professional life in the law sector and curating their online presence.
In our Autumn issue, the Legal Women team will be exploring the online profiles of some legal influencers from diverse backgrounds to examine the manifold ways in which legal professionals are utilising the ineluctable tool of social media in their careers.
The articles will explore the drivers for creating content and how it interrelates with Big Tech. There will be discussion of the tension that can arise for a lawyer due to constraints by the Bar Council and the Solicitors Regulation Authority. There are clear ethical Implications, including issues related to client confidentiality, professional responsibility, and the potential for misinformation. However, there are also potential benefits, such as, greater access to legal information, enhanced public understanding of legal issues, and new career opportunities for lawyers. ■
London Legal Walk Breaks Records, Raises Over £1 Million
The London Legal Support Trust (LLST) is thrilled to announce that the 2024 London Legal Walk has shattered all previous records, successfully raising over £1 million to support free legal advice agencies across London and the South East. This remarkable achievement in our 20th anniversary year underscores the commitment and generosity of the legal community and their dedication to ensuring access to justice for everyone.
The London Legal Walk, held on 18th June 2024, saw an unprecedented turnout with over 18,000 participants – including lawyers, judges, law students, and other legal professionals – walking the 10k route through central London. Their collective efforts have made an incredible impact, ensuring that vital services can continue to support those most in need.
“I am delighted that the London Legal Walk has reached its target of £1m this year. The funds raised will help specialist legal advice agencies continue providing free legal advice to people who cannot afford to pay for it.” Lady Chief Justice, THE RT HON THE BARONESS CARR OF WALTON-ON-THE-HILL
About the London Legal Walk
The London Legal Walk is an annual event organised by the LLST. It raises funds to support a network of free legal advice agencies, which provide essential services to those who are
unable to afford legal representation. The funds raised enable these organisations to continue offering help in various areas, including housing, immigration, debt, employment issues, and more.
About the London Legal Support Trust
The LLST is an independent charity that provides financial and practical support to over 100 free legal advice organisations in London and the South East. Its mission is to ensure that not-forprofit advice agencies can continue to provide access to justice for those who need it most.
For media inquiries or further information about the recordbreaking London Legal Walk, please contact: info@llst.org.uk www.londonlegalsupporttrust.org.uk
Thank you for your support and participation.
3 ways to boost productivity with an effective legal software platform
In today's fast-paced legal landscape, efficiency and productivity are key to success. The old adage “time is money” has never been truer than in the legal profession. For law firms that are putting powerful technology at the heart of their business, addressing inefficiencies is having a dramatic and positive impact on their bottom line. They are finding that investing in the right practice management software reaps dividends for their practice both in the short and long term.
However, the introduction and implementation of new legal technology is just the beginning. It is also critical that those using the software are made aware of all the powerful functionality available to them that will support their everyday work. This short article highlights three unique and highly undervalued ways that effective legal software can drive law firm efficiency and end-user productivity.
1. Capitalise on an extensive document library
An effective legal software platform provides your firm with a library of up-to-date forms, precedents and further documentation templates to cover all common areas of law, including those specific to the jurisdiction in which you practice. It also enables you to add, modify and automate your own templates. Having enhanced editing capabilities available within your solution standardises document production and ensures consistency, compliance, as well as improve client service and communication within your practice.
The efficient drafting of documentation is pivotal to the practice of law. By merging client and matter information previously inputted into your legal software platform, details can then be automatically included at the point of document creation, saving significant time and improving the accuracy of content.
2. Unlock the power of automation
Innovative document automation via your legal software platform boosts productivity across your firm. Ensuring accuracy and minimising risk, the automation of processes and the collection of information can greatly reduce errors or omissions which could otherwise negatively impact the level of service you offer.
The levels of automation available can vary from platform to platform, but an effective legal software solution will empower legal professionals to repurpose inputted matter information again and again across documents such as forms and precedents that are generated throughout the course of the particular matter. This removes the need to manually enter information each time, simplifying the document creation process, ensuring quality and accuracy of working and limiting duplication of work.
3. Reap the benefits of regular updates
In today's ever evolving legal landscape, the ability to anticipate and promptly respond to changes in the law is not just best practice, it's an absolute necessity. Law firms that fail to stay up to date with legal developments can encounter various challenges and consequences.
An effective legal software platform should be dedicated to ensuring all legal documents, components, rates and calculations embedded within the software are aligned with legislation and appropriate for the area of law in which you practice. You should have confidence that your provider is constantly monitoring all areas of law and updating as necessary.
This automation of updates within the system will speed up your day-to-day work as well as bring peace of mind and assured compliance to your firm.
Whatever your software’s capabilities, ensuring that you are not only financially investing in the right technology, but also are fully aware and optimising its full functionality will boost productivity across your law firm.
For more information, please visit www.leap.co.uk ■
By Gareth Walker CEO, LEAP UK
Firms using LEAP make more money
Committed to creating intelligent software customised to meet the needs of legal professionals, LEAP employs a dedicated team of specialist developers who present innovative AI solutions to automate routine tasks, simplify document management, and enhance decision-making, allowing lawyers to do what they do best - practise law.
leap.co.uk/ai
