I have acted as a formal mentor on several occasions. In my view it works best when there is a clear role and objective: for example, helping someone with a pupillage application process. I warn my pupillage candidate mentees that I have a ‘Tiger Mum’ approach to mentoring – I will push them to perform at their best. Given how competitive it is to secure pupillage I want to give them the best possible shot! I always find that people undersell themselves and I make them rewrite their application accordingly. Battle cry of the Tiger Mentor! I think before someone seeks a mentor, they should consider what they want to achieve from being mentored. A clear goal like achieving a promotion or becoming more confident at networking events will then inform who would be a good fit as mentor. If your workplace does not have a mentoring scheme, you could think about setting up one up or see if there are external organisations offering mentoring. Achieving Equality In your opinion, how far has the legal profession come in terms of gender equality and what changes still need to be made to achieve full equality for women in law? I think the profession has made considerable progress towards equality. How we might achieve full equality is a question beyond my expertise, but I do have some suggestions. I recall being asked to advise someone’s daughter about careers at the bar. I asked the father who made the enquiry how many female barristers he instructed, and he confessed he had not instructed any female barristers in recent memory. I have no doubt he was sincere in his desire to support his daughter in her career ambitions, but he had a blind spot when it came to thinking about how his daughter might experience legal practice. A particular irritation of mine is being asked to speak at a firm as part of a diversity event when that firm has a poor track record of instructing female barristers. Recently, a firm told me this was something they have no control over. I found that answer unconvincing and declined the invitation. Another area of difficulty is managing family life at the Bar. Too many junior female barristers leave the bar citing childcare or other caring commitments. This is something we must do better at addressing or we risk losing talented practitioners. Work-Life Balance How do you manage the balance between your professional and personal life? What advice would you give to other women in law struggling to find this balance? I cannot in all good conscience claim expertise in this area. I will say I think 22 LAWYER MONTHLY SEPTEMBER 2024 Too many junior female barristers leave the bar citing childcare or other caring commitments. This is something we must do better at addressing or we risk losing talented practitioners. booking out holidays for proper rest is important as is a true digital detox where you disconnect from work email. Regular exercise needs to be seen as essential and non-negotiable and not something to be sacrificed. I have learned this the hard way! Finally, I think saying no on the basis of capacity where necessary is important. It is important for wellbeing but also for the simple reason that it is not in the client’s best interests for poor work to be produced. This is an issue of workplace culture. Leadership and Influence What leadership roles have you undertaken, and how have you used your position to advocate for gender equality? I am a committee member for Women in Planning (the Yorkshire branch) and I have been on Chambers’ executive committee for a number of years. In Chambers I am joint head of wellbeing. In the wellbeing role we have looked particularly at the experience of pupils and have made sure that they always have confidential wellbeing support available. We are
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