International Women's Day: Give to Gain

Give to Gain: What Meaningful Progress for Women in Law Really Looks Like

International Women’s Day is a moment to pause, to celebrate how far women have come, and to reflect on what meaningful progress truly requires.

In the legal profession, that reflection holds particular weight. Just over a century ago, women in the UK were not permitted to practise law. Today, our firm is 80% female, with a 50/50 gender split at director level and women represented across senior leadership.

Representation matters, but it is not the destination. Real progress comes from ensuring women are supported to thrive at every stage of their careers. This year’s theme, Give to Gain, captures that belief perfectly.

Representation Mis important but support matters more

Visibility sends a powerful message. But ensuring women are heard, valued, protected, and empowered to progress is where the real work lies.

We are intentional about building pathways into the profession and nurturing talent from early careers onwards. We welcome work experience students, invest in trainees and apprentices, and are developing networks to support those entering the legal world. We champion internal progression and embed development opportunities into our culture rather than reserving them for a select few.

These opportunities are for everyone, but equitable access often requires intentional support, particularly for women balancing systemic barriers, confidence gaps or competing responsibilities.

When we give time, share knowledge, and support one another, we all gain: stronger teams, broader perspectives, and a more sustainable profession.

Support That Reflects Real Lives

Support must go beyond one-dimensional policies. Careers are not linear, and life does not pause around work.

Our policies are designed to meet people where they are, through family building, caring responsibilities, health challenges, loss, and periods of growth. These include support for:

• Maternity, adoption, paternity and shared parental leave
• Carers and foster carers, and time off for dependants
• Fertility treatment and IVF
• Pregnancy loss, stillbirth, neonatal care and parental bereavement
• Menopause and long-term health conditions
• Colleagues experiencing domestic abuse
• Flexible working and self-managed paid leave
• Anti‑bullying, harassment and sexual harassment

These policies support all colleagues, but women are statistically more likely to rely on them and often concurrently. Providing this support is not a concession. It is an investment in people’s ability to remain engaged, confident, and able to build long-term, fulfilling careers.

This is what Give to Gain looks like in practice for us.

Culture Beyond Policy

Policies only matter when people feel able to use them without judgement.

Alongside our internal frameworks, we align ourselves with wider initiatives focused on wellbeing, mental health, inclusion, disability confidence and community impact. These commitments signal a culture where conversations about health, identity, safety and balance are encouraged, not avoided.
When people feel supported as whole individuals, the impact is unmistakable, in engagement, performance and growth.

Acknowledging the Realities Women Still Face

Progress does not mean challenges have disappeared.

Women in law continue to navigate confidence gaps and impostor syndrome, often shaped by historic expectations around authority and expertise. Some still encounter outdated attitudes from clients or third parties. Others balance chronic illness, caring responsibilities or the transition back to work after significant life events.

Career breaks, whether for maternity, caring or health, should not derail ambition. Leadership pathways should not narrow because someone’s journey looks different.

By acknowledging these realities openly, we create space for honest conversations and better solutions.

Progress Is Collective: The Power of Allyship

International Women’s Day is not about women succeeding despite others, but succeeding together.

Women at Biscoes work alongside male colleagues and leaders who champion equality, challenge bias, mentor generously and create space for women to lead. Allyship is active, visible and essential.

Gender equality is not a “women’s issue”. It is a shared responsibility that strengthens our organisation and the wider profession.

Looking Ahead

Like many organisations, we are learning and we will not always get everything right. But we remain committed to listening, improving and reflecting on both how far we have come and how far there is still to go.

By continuing to invest in our colleagues and our community, we gain richer perspectives and create a place where people can build meaningful, sustainable careers. We will keep championing the women within our organisation and the men who support them, from work experience students to senior leaders.

This is the spirit of Give to Gain, a commitment we carry forward not just today, but every day.