More than a century has passed since women were first permitted to practise law in Australia. While positive steps have been taken toward equality for women in the legal space since then, there is certainly still work to do.
The recently published International Bar Association’s Raising the Bar: Women in Law Project Phase 2 Report (2026) (the IBA Report) provides valuable insights into what still needs to change to achieve gender equality in the legal profession, and more importantly, how these changes can be made.
The survey collected both quantitative and qualitative data from 4,933 respondents from over 100 countries, including Australia.
Findings from The IBA Report show that women now make up 58 per cent of the Australian legal workforce, but only 45 per cent of senior positions. These figures also vary across sectors: women make up the majority of lawyers in law firms and the public sector, but only 23 per cent of those practising as barristers.
As well as collecting these quantitative statistics, The IBA Report aimed to highlight women’s subjective experiences in the profession and to enhance understanding of what is, and is not, working for women pursuing legal careers.
Some key findings included:
- 64 per cent of respondents were balancing caring responsibilities alongside paid work
- 52 per cent had dependent children
- 14 per cent worked part-time
- The majority of respondents were private practice lawyers
- Only 20 per cent had access to leadership training for women
Workplace initiatives
Flexible working, along with coaching and mentoring, were identified as the workplace initiatives having the greatest positive impact on women’s careers. The Bar was the least likely sector to offer such initiatives, with 20 per cent of barristers indicating that none were available.
Common suggestions for workplace initiatives included:
- Support for life stages (e.g. menopause, perimenopause, and fertility issues), recognising that biological factors can materially affect participation.
- Greater support for parents and carers.
- Increased mental health awareness and support, including recognition of vicarious trauma.
Overall, respondents reported that while many workplaces have introduced these initiatives, their visibility, accessibility, and cultural acceptance remain low. As a result, some are perceived as “tick-box” exercises rather than genuine forms of support.
Flexible work
The shift in working practices following the COVID-19 pandemic has had a lasting impact on the legal profession. For many women, increased access to remote and hybrid work has provided greater autonomy in balancing professional responsibilities with caring responsibilities. The findings of the IBA Report reinforce this, with flexible working identified as one of the most effective initiatives supporting women’s career progression.
Respondents reported that while flexibility is more widely available, its practical use is often constrained by entrenched workplace expectations, including long hours and high billable targets. There is also an ongoing risk that those who utilise flexible arrangements may be perceived as less committed, potentially impacting career advancement.
Workplace culture
The report also highlighted wellbeing as a key concern. Women reported lower average wellbeing scores than men, in a profession that already sits below the general population average.
Many respondents described chronic overwork, high billable-hour expectations, and long hours as entrenched norms. Even where flexible arrangements exist, they are often difficult to use in practice due to workload demands.
The IBA’s Us Too? Bullying and Sexual Harassment in the Legal Profession (2019) Report revealed that one in two women experienced bullying and one in three experienced sexual harassment in legal workplaces. These issues are reinforced by The IBA Report, in which respondents reported toxic workplace cultures, harassment, limited career progression, ageism, and ongoing structural barriers.
Recommendations from the report
- Increase flexibility, particularly for women with children managing school-hour constraints.
- Implement structural and cultural changes to make workplace initiatives more accessible.
- Build sustainable career pathways through formalised coaching and mentoring.
- Recognise and support life stages and caring responsibilities.
- Support solo practitioners, smaller workplaces, and women in chambers.
- Place greater emphasis on women’s wellbeing.
- Address structural organisational barriers.
The IBA Report makes clear that while progress has been made, meaningful change requires both structural reform and a cultural shift. Its recommendations should be actively implemented to create a more equitable and supportive future for women in law.
