At Duane Morris, we believe that meaningful progress toward inclusion in the legal profession for all attorneys, including women, starts with leadership. To truly move the needle, law firms must support all attorneys and provide opportunities to lead and shape the future of the profession.

Duane Morris is committed to fostering a culture where attorneys can thrive at every stage of their careers. The firm has created opportunities for all of our attorneys, including women, to take on leadership roles, actively encouraging and mentoring them on their journeys. Whether through leadership development programs, marketing and professional development programs, industry-focused initiatives, or recognition of their achievements, we celebrate the success of all of our attorneys and support their continued growth.

This commitment is more than just words—it is woven into the fabric of our firm’s culture. By cultivating a culture of inclusion and support, Duane Morris is strengthening the profession as a whole and developing our future leaders.

It is frequently said but does not stop it being correct, that our people are our greatest asset. So we work hard to make sure that they feel like they have the right balance, whatever their gender. We want our people to feel able to make the best decisions for their individual circumstances.

A key part of achieving gender parity is by addressing the ‘motherhood penalty’—where having children can, and often does, result in mothers’ earnings being lower than those of their male counterparts, and their career opportunities being more limited. We have therefore equalised our parental leave entitlement allowing primary and secondary care givers equal time. It’s important that women have an equal stake in deciding what makes sense for them as they become parents.

Successful careers in law demand long and unpredictable hours, so to retain the best people, including women, it makes sense for employers to help alleviate the stresses wherever they can. Real life isn’t always straightforward, so we’ve also consolidated our time off policies to give people the space they need to deal with personal issues, ranging from personal relationship problems to fertility treatment and compassionate leave – and be paid for that time off.

We have also maintained hybrid working because it makes a difference for many of our people, especially some of our women. Flexible working arrangements keep mothers in the workplace and reduce the employment gap between the sexes.

At Bustamante Fabara, gender equity is not an aspiration—it is our essence. Since day one, we have advocated for women’s leadership, with women comprising 53% of our workforce and holding 60% of leadership roles, including my position as Managing Partner and our female Administrative Manager. We are the only firm in Ecuador where both roles are led by women.

To accelerate progress, we prioritise mentorship, equal opportunities, and policies that support work-life balance, such as flexible schedules and parental leave. We actively sponsor women for high-visibility projects and leadership training, ensuring their voices shape our firm’s future.

By leading with action, we aim to set a benchmark for the legal industry in Ecuador and beyond. Gender parity is not just a goal—it is who we are, and we are proud to drive meaningful change every day.

Looking ahead, what is one change you would like to see in the legal industry that would make a real difference for women?

Before addressing this question, let me share my personal experience. In my early practice at Hilton Law Group, there were instances where some clients were hesitant to trust a female lawyer to handle transactions. I realized women required extra effort to prove capability. I had to engage male colleagues from other firms who had the capability to handle transactions that we were equally qualified to handle, simply because we learned that a particular client preferred to deal with a male lawyer.

I had not grasped the weight of this until I was asked this question. I had to reflect that many more women could actually be going through the same experience.

Thinking of the changes that I would personally want to see is what many have already suggested—enacting laws and policies that support women in the legal industry. However, this needs to be combined with a change of mindsets and cultural attitudes—from both genders. Women must believe they can do as much as their male counterparts in legal transactions.

We are in a generation where women are exposed to the same information as men, and some women have chosen to improve themselves with that same knowledge. Doubting them without first hearing them is a cultural mindset or attitude that must change.

We also need to have mentorship balance as we raise awareness about gender balance in the workplace. Some of these initiatives are what Hilton Law Group has tried to implement, by mentoring women into leadership roles. Currently, our Litigation, Telecom & Tech departments are all women-led.

We stand at a crossroads for true participation at senior levels in the legal sector. For decades in the UK, more women than men have qualified into law, yet equal representation at the top remains elusive. At the heart of this issue is not talent or ambition, but the way we work.

Empowered working—focusing on outputs and contribution rather than presenteeism and rigid inputs—is essential. The ability to balance life and work will enable more women, who are ready and eager to lead, but who often face less flexibility in their routines and locations.

Reflecting on my own career, I have worked full-time throughout, but without the flexibility I had when my children were young—often working after they were in bed—I would not have been able to sustain a leadership role.

Right now, the rhetoric against EDI is growing, but we must stand firm. A true meritocracy requires a level playing field, and that means giving people the flexibility to work in ways that allow them to thrive. We remain committed to working in a way that suits the 21st century and will accelerate results to benefit all.