Large law firms grapple with gender disparity at the equity partner level, despite women comprising a majority in law studies for over 35 years. Research indicates that while women dominate law programs, their representation dwindles as they ascend the ranks, with firms like Kromann Reumert having a significant imbalance in their equity partner distribution.

The underrepresentation of women in leadership roles is attributed to a combination of factors, including a perceived lack of uninterrupted career progression due to pregnancy and childcare, gendered networking opportunities, and a strong focus on revenue generation. Anthropologist Pernille Slots Lysgaard’s research reveals that the legal industry’s belief in a meritocracy is a myth, as access to top positions is often influenced by gender.

Male partners often take new male talents on client engagements like hunting trips or golf outings, creating stronger relationships that can lead to increased revenue. Women may also feel uncomfortable participating in client dinners where flirting is present or be hesitant to invite clients out themselves, fearing it would signal a date.

Managing partner Christina Bruun Geertsen acknowledges the cultural expectations placed on women, particularly young mothers, which can hinder their career advancement. She also notes that men may be more inclined to pursue sales-related activities, a crucial aspect of becoming an equity partner.

Lysgaard emphasizes that diversity and inclusion in law firms’ ownership circles have both internal and commercial value. Clients are increasingly requesting diversity, and a lack of female representation can negatively impact recruitment and retention efforts.

To address the gender imbalance, Lysgaard urges firms to recognize the systemic nature of the problem and challenge prevailing assumptions about the ideal lawyer. She calls for management to take responsibility for promoting diversity and inclusion, acknowledging that employees are not always promoted solely based on merit.