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Sisterhood is vital in a profession as demanding, and often as solitary, as the Bar, says Ruth Reid. So if you are not currently supporting a junior colleague or aspiring lawyer, please consider becoming a mentor today...
We already know the statistics. For years, the number of women called to the Bar – and securing tenancy – has exceeded that of men. Yet when we look further ahead, at those practising 15+ years’ post-call and at King’s Counsel level, men significantly outnumber women. The issue is not academic ability, nor a lack of aspiration or entry into the profession; it is retention.
There are life experiences that can disproportionately impact women’s careers. Among the most significant are pregnancy, pregnancy loss, maternity leave, menopause, health conditions, childcare, other caring responsibilities, and working during and after such periods. This does not even begin to capture the cumulative impact of being paid less than male counterparts, experiencing microaggressions from clients and colleagues alike, or navigating the other associated ‘hazards’ of practising as a woman at the Bar.
These realities are not raised to alarm or discourage, but to highlight something fundamental: resilience – and the power of shared experience. Women have navigated these challenges for generations, both inside and outside of their careers. However, survival and success should not require doing so alone. Even a small amount of support can have a profound impact. How many women have truly felt supported at the Bar, or felt able to continue for as long – and rise as high – as they genuinely wished?
This is where mentorship, genuine support and sponsorship come in.
A caveat: there are many fantastic mentors and allies at the Bar. However, the focus for International Women’s Day is on women mentoring women. There are times when it is simply easier to seek guidance from someone who has lived, or is living, a similar experience. It can be less taxing and more affirming when certain feelings or realities need not be explained. This form of mentorship – rooted in understanding, empathy, and shared experience – is a type of sisterhood that is vital in a profession as demanding, and often as solitary as the Bar. Effective mentorship provides support, nurtures wellbeing and ultimately success.
Given the nature of our work, where caseloads are generally shouldered individually, it is easy to default to ‘getting on with it’. Many of us hesitate to disturb colleagues who we know are already stretched, or convince ourselves we are too busy to mentor others to the high standards we set for ourselves. Yet mentoring aspiring and junior barristers, and supporting those around us, is one of the most effective ways to drive meaningful progress for women, and the Bar as a whole.
Many will recognise this scenario: a conversation in the robing room, or a shared dilemma at chambers, and shortly afterwards you find yourself facing something remarkably similar. Without that earlier exchange, you might not have known where to start or who to turn to. Mentorship can be exactly that – shared perspectives, practical guidance, a listening ear, and occasional advice on challenges a mentor has faced before. It need not be formal or prescriptive for its impact to be significant.
This year’s International Women’s Day theme is ‘Give to Gain’, centred on generosity, reciprocity and collaboration. I believe this goes to the heart of true, genuine mentoring. As the African proverb reminds us: ‘If you want to go fast, go alone. If you want to go far, go together.’
For me, mentoring has always been a two-way relationship. I have found it just as rewarding as those I mentor, though I did not step into the role expecting personal gain. In fact, when I was first asked to become a mentor, I had not yet formally started pupillage and felt ‘unqualified’. But I asked myself a simple question: do I have anything of value to offer? The answer, of course – as it is for all of us – was yes. I had learned ways to navigate obstacles on the path to the Bar, and if sharing those experiences could help someone else, that was reason enough.
I now firmly believe you are never too junior or too inexperienced to start, or indeed too senior or out of touch! Mentorship can be as simple as sharing advice on an exercise, passing on useful resources, or discussing your experience in a particular situation. As you progress, mentorship can evolve into sponsorship – sharing opportunities, roles and taking intentional steps to help advance someone else’s career. Many of us have benefitted from this, whether as recipients or advocates. Let’s keep this going, encouraging others to do the same.
If you are not already mentoring – formally or informally – I encourage you to consider doing so. It can take as little or as much time as all parties agree, and be as structured or informal as feels right. As a friend and informal mentor of mine says, ‘each one, teach one.’ It is both a duty and a privilege to have gained knowledge and experience that can be passed on.
Mentoring allows us to pool insight, share experience and grow collectively. Mentors often learn as much from mentees as they give. It is deeply rewarding, particularly in a profession where many enter with limited legal connections or exposure to the realities of practice. A small amount of guidance from someone further along the path can significantly reduce uncertainty and anxiety. If you are not currently supporting a junior colleague or aspiring lawyer, consider starting today – you may never fully know the impact you have on the next generation.
Someone who willingly contributes their time and experience to support the development of others with confidence and care.
Mentorship can begin anywhere: in chambers, university schemes, legal events, LinkedIn/social media or simply word of mouth. It need not be formal or announced. You could invite someone for a coffee, include them in chambers drinks, message them to share recent insight, training or networking opportunities, buy an extra ticket to a legal event or ask them if there’s anything you can do to help.
There are also a number of well-established schemes that are currently recruiting mentors such as the Urban Lawyers’ Ropes and Gray Mentorship Scheme.
For those who wish to find or approach someone to mentor them, try the same – simply reach out and see whether a mentorship relationship can be established. It doesn’t matter how busy they seem – many people will actually be flattered and willing to give you the time of day.
With all of that said, happy International Women’s Day. I hope you decide to pass on your encouragement and expertise to another woman today.
Circuit Women’s Forums
Inns of Court mentorship schemes
Practice-area specific mentorship schemes
We already know the statistics. For years, the number of women called to the Bar – and securing tenancy – has exceeded that of men. Yet when we look further ahead, at those practising 15+ years’ post-call and at King’s Counsel level, men significantly outnumber women. The issue is not academic ability, nor a lack of aspiration or entry into the profession; it is retention.
There are life experiences that can disproportionately impact women’s careers. Among the most significant are pregnancy, pregnancy loss, maternity leave, menopause, health conditions, childcare, other caring responsibilities, and working during and after such periods. This does not even begin to capture the cumulative impact of being paid less than male counterparts, experiencing microaggressions from clients and colleagues alike, or navigating the other associated ‘hazards’ of practising as a woman at the Bar.
These realities are not raised to alarm or discourage, but to highlight something fundamental: resilience – and the power of shared experience. Women have navigated these challenges for generations, both inside and outside of their careers. However, survival and success should not require doing so alone. Even a small amount of support can have a profound impact. How many women have truly felt supported at the Bar, or felt able to continue for as long – and rise as high – as they genuinely wished?
This is where mentorship, genuine support and sponsorship come in.
A caveat: there are many fantastic mentors and allies at the Bar. However, the focus for International Women’s Day is on women mentoring women. There are times when it is simply easier to seek guidance from someone who has lived, or is living, a similar experience. It can be less taxing and more affirming when certain feelings or realities need not be explained. This form of mentorship – rooted in understanding, empathy, and shared experience – is a type of sisterhood that is vital in a profession as demanding, and often as solitary as the Bar. Effective mentorship provides support, nurtures wellbeing and ultimately success.
Given the nature of our work, where caseloads are generally shouldered individually, it is easy to default to ‘getting on with it’. Many of us hesitate to disturb colleagues who we know are already stretched, or convince ourselves we are too busy to mentor others to the high standards we set for ourselves. Yet mentoring aspiring and junior barristers, and supporting those around us, is one of the most effective ways to drive meaningful progress for women, and the Bar as a whole.
Many will recognise this scenario: a conversation in the robing room, or a shared dilemma at chambers, and shortly afterwards you find yourself facing something remarkably similar. Without that earlier exchange, you might not have known where to start or who to turn to. Mentorship can be exactly that – shared perspectives, practical guidance, a listening ear, and occasional advice on challenges a mentor has faced before. It need not be formal or prescriptive for its impact to be significant.
This year’s International Women’s Day theme is ‘Give to Gain’, centred on generosity, reciprocity and collaboration. I believe this goes to the heart of true, genuine mentoring. As the African proverb reminds us: ‘If you want to go fast, go alone. If you want to go far, go together.’
For me, mentoring has always been a two-way relationship. I have found it just as rewarding as those I mentor, though I did not step into the role expecting personal gain. In fact, when I was first asked to become a mentor, I had not yet formally started pupillage and felt ‘unqualified’. But I asked myself a simple question: do I have anything of value to offer? The answer, of course – as it is for all of us – was yes. I had learned ways to navigate obstacles on the path to the Bar, and if sharing those experiences could help someone else, that was reason enough.
I now firmly believe you are never too junior or too inexperienced to start, or indeed too senior or out of touch! Mentorship can be as simple as sharing advice on an exercise, passing on useful resources, or discussing your experience in a particular situation. As you progress, mentorship can evolve into sponsorship – sharing opportunities, roles and taking intentional steps to help advance someone else’s career. Many of us have benefitted from this, whether as recipients or advocates. Let’s keep this going, encouraging others to do the same.
If you are not already mentoring – formally or informally – I encourage you to consider doing so. It can take as little or as much time as all parties agree, and be as structured or informal as feels right. As a friend and informal mentor of mine says, ‘each one, teach one.’ It is both a duty and a privilege to have gained knowledge and experience that can be passed on.
Mentoring allows us to pool insight, share experience and grow collectively. Mentors often learn as much from mentees as they give. It is deeply rewarding, particularly in a profession where many enter with limited legal connections or exposure to the realities of practice. A small amount of guidance from someone further along the path can significantly reduce uncertainty and anxiety. If you are not currently supporting a junior colleague or aspiring lawyer, consider starting today – you may never fully know the impact you have on the next generation.
Someone who willingly contributes their time and experience to support the development of others with confidence and care.
Mentorship can begin anywhere: in chambers, university schemes, legal events, LinkedIn/social media or simply word of mouth. It need not be formal or announced. You could invite someone for a coffee, include them in chambers drinks, message them to share recent insight, training or networking opportunities, buy an extra ticket to a legal event or ask them if there’s anything you can do to help.
There are also a number of well-established schemes that are currently recruiting mentors such as the Urban Lawyers’ Ropes and Gray Mentorship Scheme.
For those who wish to find or approach someone to mentor them, try the same – simply reach out and see whether a mentorship relationship can be established. It doesn’t matter how busy they seem – many people will actually be flattered and willing to give you the time of day.
With all of that said, happy International Women’s Day. I hope you decide to pass on your encouragement and expertise to another woman today.
Circuit Women’s Forums
Inns of Court mentorship schemes
Practice-area specific mentorship schemes
Sisterhood is vital in a profession as demanding, and often as solitary, as the Bar, says Ruth Reid. So if you are not currently supporting a junior colleague or aspiring lawyer, please consider becoming a mentor today...
Update from the Chair of the Bar
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The case against judge-only justice – and why efficiency is not enough. By Professor Leslie Thomas KC
Heritage as an anchor and a compass, finding our common humanity and embracing the power of the outsider – Melina Antoniadis’s lessons learnt
Seeing the full picture – Baljit Ubhey OBE outlines the CPS action plan to tackle violence against women and girls, offering insights directly relevant to courtroom practice
Lauren Fullerton examines the how, what and why of setting up a second chambers base
