©Copyright Legal Women Limited 2025
Legal Women c/o Benham Publishing Limited, Aintree Building, Aintree Way, Aintree Business Park Liverpool, Merseyside L9 5AQ
IWD Campaign 2025 Featurette -Former Female Presidents of The Law Society of England and Wales
Lubna Shuja- President of The Law Society of England and Wales (2022-2023)
This years’ theme “Accelerate Action for women’s equality” emphasises on the importance of taking swift and decisive steps to achieve gender equality. It calls for increased momentum and urgency in addressing the systemic barriers and biases that women face, both in personal and professional spheres.
You made history as the first Asian and first Muslim woman to become President of the Law Society of England and Wales.
During your tenure as Law Society President, your Presidential themes were;
(i) Justice and the Rule of Law;
(ii) Professional Ethics;
(iii) Diversity within the profession and the judiciary and
(iv) promoting English and Welsh solicitors internationally.
What systemic barriers and biases did you encounter that specifically impacted women in the Legal sector?
Women are most likely to experience work-life balance issues, they are less likely to be promoted, particularly at senior partnership level, they are sometimes paid less than their male equivalents and are more likely to be discriminated against or bullied. Women tend to be more likely to practise in areas like family law and private client but are underrepresented in areas such as criminal law and corporate law.
What are some of the feasible ways to address these systemic barriers and biases?
(For example, implementing or shaping policy that positively impacts women’s advancement?)
Addressing systemic barriers requires a multi-faceted approach and both top down and grass roots strategies. There have to be transparent hiring and promotion practices that are objective and free from bias, which include clear pathways to leadership positions. There must also be accountability so that there are regular audits and reporting on diversity metrics, with the leadership being held to account.
Tackling bias is only really effective if firms undertake neutral recruitment by removing any information from applications that could identify an applicant’s name, gender, age, address, university etc. so that any decisions are made purely on merit with a focus on the applicant’s skills and suitability for the role.
Allowing flexible working is critical to improving diversity. Women are more likely to be primary carers, be that for children, family or elderly relatives, and their work should be assessed on its quality rather than the number of hours they are visibly in the office.
Culture change has to come from the leadership of any organisation. Decision makers, managers, recruiters all must want to achieve true equality within their organisations and must set the tone. Leaders need to be comfortable talking about creating a more inclusive workplace. They need to take responsibility for ensuring there is fair allocation of work to women, and they must encourage women into leadership positions.
What role do you think the Law Society (as an Independent professional body for solicitors in England and Wales) plays in effecting actual change with regards to female solicitors?
The Law Society of England and Wales has done a great deal to bring about change in this area. It has a Diversity and Inclusion hub on its website – https://www.lawsociety.org.uk/campaigns/diversity-and-inclusion.
It has produced a Diversity and Inclusion Framework which firms and businesses can use to develop and deliver a strategic approach and action plan to embed diversity and inclusion in a way that has a lasting impact - https://www.lawsociety.org.uk/topics/diversity-and-inclusion-framework.
Resources include an Action Plan template, information about approaches to establishing a new culture within an organisation and how to promote gender equity.
Firms and businesses can also sign up to the Law Society’s Women in Law Pledge which is a commitment to support the progression of women into senior roles in the profession by setting clear plans and targets around gender equality - https://www.lawsociety.org.uk/campaigns/women-in-leadership-in-law/tools/the-women-in-law-pledge.
What role do you think the implementation of the SQE as a route to qualification plays in advancing women’s professional progress in the legal sector?
The Solicitors Qualifying Examination was designed to open up access to the solicitor profession, but it is still too early to assess the impact it has had. From the perspective of women, and especially those from a minority ethnic background or those from a lower socio-economic background, being able to gain Qualifying Work Experience before, during or after taking the SQE assessments offers more flexibility and benefits for those who have to balance family and/or financial commitments. This is an improvement on the previously rigid traditional route but still requires other measures to be in place such as mentorship, neutral recruitment and culture changes within organisations.
According to data from the World Economic Forum, at the current rate of progress, it will take 134 years, which is roughly five generations from now, to reach full gender parity in 2158.
What resources do you think organisations should be allocating to “accelerate action” for women and girls?
Organisations should allocate budgets specifically for developing, implementing and monitoring diversity initiatives. These need to include funding for mentors who can provide career guidance, skills development and networking opportunities as well as leadership development programmes for women. Organisations should also fund mandatory unconscious bias training for all members of staff. Those who have any role in recruitment or promotion should refresh this training annually.
Recruitment strategies that target a diverse pool of candidates should be used and organisations should insist that any agencies they use must provide a broad range of candidates.
Businesses should invest in data analytics tools which allow them to monitor recruitment, retention, promotion and pay, so that any gaps in equality can be identified and addressed.
As an Individual, what are the steps you take in your sphere of influence to “accelerate action” and positively impact women’s advancement?
I am a Mentor for a number of law students and women solicitors. I regularly attend and speak at events about gender equality and highlight the importance of a diverse legal profession. I actively share knowledge and promote strategies to reduce bias within the profession.
As the first Muslim, the first Asian and the 7th female President of the Law Society of England and Wales, I consider it my responsibility to do all I can to help dismantle barriers and create a more equitable profession.
Lubna Shuja
Former President of the Law Society of England and Wales (2022/23)
Principal Solicitor and Mediator – Legal Swan Solicitors, Birmingham
https://www.linkedin.com/in/lubna-shuja-2801711b/
March 2025
Interviewed by Charity Mafuba
Commissioning Editor,
Solicitor (England and Wales), New York Attorney