Breaking The Mould

Breaking The Mould

Why Women and Gen Z Are Redefining the Legal Profession Breaking the Mould

In my grandma's eyes, women of my generation were neglecting their true purpose: supporting the family. Despite knowing this perspective was outdated, I must confess—I struggled to break free from it. I believed that career success and finding a husband were mutually exclusive.

Looking back on my career, it’s no surprise that I was surrounded by men! They were the so-called “role models” (the only models, actually) and their approach to life and work were truly incompatible with my dreams of integrating career with everything else that mattered to me.

Spoiler alert: I quit the profession. But that’s a story for another blog!

This was 15 years ago. Even though work contexts haven't dramatically shifted since then, and we're still far from achieving gender equity (the UN estimates it will take 300 years), there's no denying that women are increasingly reaching leadership positions - finally!

The good news is on the horizon, and we finally start to reshape the profession. And the good news doesn’t stop here: GenZ entered the working market*. And they’re bold, unapologetic, and they’re not willing to accept the traditional norms that have long defined the legal profession: long hours, making work the sole priority, working for the sake of it without seeing meaningful results, or following aimless paths without clear progression. They crave mentorship and coaching, and they expect to be part of a work culture that promotes balance and purpose.

So, with more women stepping into leadership roles and younger generations bringing fresh perspectives, we’re reshaping the profession’s rules. Together, we are fostering a more fulfilling and balanced environment.

This is a unique opportunity for younger women to learn from a model that isn’t merely a “copy-paste” of past practices. Instead of replicating male-dominated frameworks, women can now pave their own paths and become role models for one another.

But how can we truly bridge the gap between generations and reshape the profession? One significant hurdle is the persistent myth that “women are horrible to women.” We know this isn’t true, and perpetuating this narrative only breeds inefficiency and undermines collaboration.

Here’ Here’s my approach on how we can change that: Normalise Conversations About Struggles Encouraging open discussions about the struggles women face in their careers can help dismantle the myth that they must always be strong or perfect. When women share their vulnerabilities, it creates an environment where others feel safe to do the same. This shared experience allows for the exchange of advice and support, bridging generational divides.

Foster Open Communication We need to promote candid conversations between women of different generations. Open forums, panels, or mentorship programmes can build understanding and empathy, breaking down stereotypes and strengthening connections

Create Support Networks Building support networks where women can lean on one another during difficult times promotes a culture of vulnerability. These networks can provide safe spaces for sharing challenges and seeking advice with one another authentically.

Celebrate Growth Through Vulnerability Highlight stories of women who have grown and succeeded will inspire others and show that vulnerability is a key component of resilience, strength and the so called «success». By celebrating these journeys, we reinforce the idea that vulnerability can lead to meaningful progress.

The Path Forward

It’s time to question the long-standing, rigid rules of the profession and reshape them so that the profession serves us — not the other way around. In this ongoing transformation, women and younger generations have a pivotal role to play. Together, they can pave the way for a healthier, more inclusive, and fulfilling legal landscape — one that benefits everyone.

* Quick disclaimer: generational gaps have always existed in the workplace. The push-and-pull between “I’m more experienced; do as I say” and “I’m eager to contribute” is part of intergenerational dynamics. Gen Z is not the problem. They just need to be listened to, understood, and encouraged to be their best selves ■

Margarida Bonito

Lawyer; Lawyers’ Coach

Linkedin: https://www.linkedin.com/in/margarida-bonito-carvalho/