Senior Associate at leading corporate and commercial law firm, Cliffe Dekker Hofmeyr (CDH), Reece May, puts his gender aside and helps map the path forward for women in law.
As a young man, it has always been a shame to see the legal field remain dominated by men. According to the Law Society of South Africa, there are over 29,900 male lawyers and only 12,674 female lawyers in South Africa. This means that less than 30% of lawyers in South Africa are women while more than half of our population are women.
This may seem like it does not make for good reading, but I’m optimistic the tides are beginning to turn. The current landscape, though still predominantly male at the director level, boasts an exploding pool of talented female associates and senior associates poised to ascend the ranks.
In the next few years, my view is the gender balance among competition practitioners is expected to shift significantly, heralding a more diverse and inclusive future for the industry. Despite this pool of talent, women in law still face several unique challenges, most notably the lack of sufficient opportunities to be heard and recognised.
Industry interactions and discussions on trending topics often spotlight experienced male directors, overshadowing their female counterparts. To address this, it is up to law firms and society at large to engage more purposefully with the media and industry forums, so the voices of our brightest female practitioners are amplified, celebrated and respected.
Women need to drive the change together
Over the years, there has been a notable shift in the gender composition within the field. The key to sustaining this progress lies in nurturing talent at the junior level and providing a clear pathway for these individuals to reach directorship positions in the future. Retention and growth is key.
Law firms can play a pivotal role by creating platforms for female practitioners to share their experiences with candidate attorneys and junior practitioners, fostering a more inclusive environment and inspiring young female practitioners to become leaders of industry.
This kind of environment should involve more than just mentorship. It requires a concerted effort from firms to promote female voices and ensure that they have access to helpful organisations to empower them, such as Women in Competition Law (which is relevant to me as I work in the field of competition).
When mentors are involved, then it really comes down to the mentor. Personally, all my official mentors and mentees have been women, and these relationships have significantly influenced my career, highlighting the unique challenges and expectations women face in this field.
Leverage platforms like LinkedIn to connect with female practitioners in the field and gain insights into their practices. Just by engaging with women in the field, you can develop a valuable perspective on the unique experiences and challenges you may face on your career journey going forward. I find it especially useful for junior female practitioners speaking to, and interacting with, more senior internal and external female practitioners to find out their blueprints of how they navigated law firms as a female.
Balancing work, life, and the future
Balancing the demands of a career in competition law with personal life requires meticulous planning and effective communication. Maintaining an organised calendar and managing expectations are fundamental to ensure that work is done and that you still have time for yourself and others. Fortunately, I work with colleagues who view me as a person first, recognising that while work is a significant part of life, it is not the entirety of it.
Looking ahead, I envision a future where women's representation at the director level mirrors the current gender composition at the candidate attorney level (which in my year was 70% female). This shift will not only empower young women to aspire to greatness but also demonstrate that they can build meaningful, fulfilling careers in any practice of law they desire.
By fostering supportive environments, amplifying female voices and providing clear pathways for career advancement, we can build a future that the next generation of female practitioners can thrive in. But this process, although a long and arduous one, has to start today!