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A certain age women lawyers leave the profession despite being brilliant at work, which is definitely a loss to the profession.
A substantial percentage of law graduates are females, and more women are entering law firms and the bar than ever before. I feel that drawing women into this profession doesn’t appear to be a problem. The challenge seems to be in retaining women lawyers and gradual promotion to the upper bands of the profession. The only minuscule per cent of women make partners in corporate law firms and even fewer women make it to the bench.
Female lawyers are certainly in underrepresentation which is a key concern. Taking career breaks, which varies between months to sometimes years, is one of the prime reasons. Resuming the same role after returning in the profession can be an issue because of several reasons: changes in law and technology, losing touch with the network and fear of missing out.
During my discussion with various lawyers (men and women), I have realized that after a certain age women lawyers leave the profession despite being brilliant at work, which is definitely a loss to the profession.
To avoid or reduce such situations, there should be more women-oriented policies in place, facilitating retention of valuable lawyers/staff who are willing to resume work after a certain time gap. Policies like ‘Flexi-career’, work from home and in the case of young mothers, provision for day-care in the office premise becomes a relief and also encourages them to combat difficulties and continue to remain in the profession.
The thought is to provide an environment for women which is conducive for them to fulfil their professional dreams despite social and domestic pressure faced by them. Women know they’re just as competent of success as men, but I believe, if such policies are well placed in the legal sector, more women lawyers would be open to the idea of starting a family and also of higher education. This will result in significant value addition to their respective firms and to the profession.
Picture Credits – Jazbaa (2015)
First published here.
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The issue arose with the last name of the child. Mihal insisted her husband’s second name should be added as he had passed away when Sonu was in college.
Sonu and Roopa were all excited to celebrate their tenth wedding anniversary. It was even more special as they had just welcomed their bundle of joy in their lives. It is been just a week. Sonu’s mother Mihal wanted to have the naming ceremony as well on the same day.
While the preparations went on with inviting guests, booking the best event management team, and the buffet menu for the night, Mihal concentrated on the little one’s name. According to their family astrologer, they agreed on the name Sonia. Sonu was from Kolkata while Roopa was from South India. They followed all the religious rituals from both sides of the family and hence because of that their marriage took place without much hassle.
Meet some of our young entrepreneurs from Gurugram who are transforming the entrepreneurial scenario with their ideas.
The first phase of Women #BreakingBarriers closed with a successful event in Gurugram. Together, business enthusiasts shared stories of networking, impactful creation, failures, and growth.
Women #BreakingBarriers, a Women’s Web initiative, has always aimed to promote women in business. It has focused on building a community that discusses the impact of women in business. Meet some of our young entrepreneurs from Gurugram who are transforming the entrepreneurial scenario with their ideas:
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