March 8 is not just a day of commemoration but also a key date to reflect on the essential role that women play in every aspect of life. In the workplace, their participation has grown significantly in recent decades, breaking barriers and challenging stereotypes. However, challenges such as the gender pay gap persist, particularly in traditionally male-dominated sectors. In the field of legal consulting, the presence of women has increased considerably, and their impact is undeniable. Women have not only strengthened their role in areas such as legal, tax, accounting, and labor consultancy, but they have also secured high-level management positions, contributing to a shift in the industry model. But how has equality truly evolved in this field? What challenges remain? And most importantly, what is being done to ensure a more equitable future?
On February 22, we discussed the challenges of wage equality in Spain. Today, on International Women’s Day, we analyze the progress, opportunities, and commitment of the legal sector to gender equality.
A sector in transformation
Despite significant progress in recent years, gender equality in Spain’s legal sector has always been subject to decisions and debates that highlight the ongoing need for a strong commitment to equity. While efforts have not always been consistent, institutional willingness to address the issue appears to remain intact. In this context, it is important to consider both international and national legal frameworks that support the principles of equality and non-discrimination. The United Nations addressed this issue as early as 1948 in the Universal Declaration of Human Rights. Article 1 states that “all human beings are born free and equal in dignity and rights,” recognizing the need to ensure gender equality in all sectors, including the legal profession.
At the national level, Spain’s 1978 Constitution reinforces the principle of equality and non-discrimination in Article 14, which declares that “Spaniards are equal before the law, without any discrimination based on sex.”
These solid legal frameworks laid the foundations for the effective implementation of gender equality and are, in part, responsible for the positive trends seen today. A 2022 longitudinal study conducted by the legal unit of the International Bar Association found that 54% of legal professionals are women. The report highlights that the public sector has the highest female representation in the legal profession, with women making up 62% of the workforce. In the judiciary, female representation drops to 56%, while in law firms, the figure is even lower, falling below 46%, the lowest percentage in the sector.
However, in legal consulting, female representation is higher. At Adlanter, for example, women make up 68% of the workforce, according to its 2023 Corporate Report. Lower entry barriers and greater workplace flexibility may be key factors explaining this statistic. Legal consulting firms often offer greater job stability and work-life balance options compared to other areas of the legal sector. Additionally, these environments may provide more equitable access to career advancement opportunities and place a higher value on cross-disciplinary skills such as communication and client management.
The glass ceiling in leadership positions
Although the International Bar Association’s report and survey of Spanish legal entities indicate progress toward gender parity, the numbers drop when it comes to women in leadership positions. Only 31% of women hold executive roles within Spain’s legal profession. As with the overall figures, the public sector has the highest proportion of female lawyers in leadership roles (38%), followed by the judiciary (37%). Law firms have the lowest representation, with only 28% of leadership positions held by women.
In legal consulting, the situation is similar: while the number of women in the sector has increased, female representation in leadership roles remains insufficient. Although some consulting firms have made progress, women are still underrepresented in top decision-making bodies. A positive example can be found at Adlanter, where gender equality is a tangible reality: half of the members of the Management Committee are women. But what explains this unequal distribution in terms of hierarchy and responsibility within the sector?
The so-called “glass ceiling” remains a major barrier for women in the workplace. Factors such as the disproportionate burden of domestic responsibilities, which still fall primarily on women, limit their access to high-demand roles in legal entities. This is especially true in companies that continue to prioritize absolute availability or prolonged in-office presence as key factors for career progression.
The impact of gender bias
The glass ceiling is a reality that, particularly in large law firms, does not seem to be addressed with the necessary urgency. The stereotypes that characterize the legal sector reinforce gender bias, perpetuating inequality in leadership positions. According to participants in the 2022 study on Equality in the Legal Sector, conducted by the Barcelona Bar Association in collaboration with the Wolters Kluwer Foundation, traditionally “male-associated” skills are more often rewarded.
The study states that certain skills are automatically assigned based on gender, influencing professional roles. For example, men are presumed to be more aggressive in negotiations and therefore considered better suited to defending clients’ interests in litigation. These biases, which associate men with authority and competence while linking women to supportive or less decisive roles, contribute to the ongoing gender disparity in leadership positions.
Gender bias may be one of the key differences between the situation of women in legal consulting and the rest of the legal sector. As the study indicates, this phenomenon has led many female lawyers to leave law firms and transition into legal consulting, where they feel more valued.
Toward a more equal future
It is evident that legal sector workplaces are monitoring gender equality. The increasing percentage of women in the industry reflects a positive trend and a new reality. However, there is still much work to be done, particularly in leadership roles. The most popular gender representation initiatives in the sector include flexible work arrangements and setting specific targets for leadership positions.
Adlanter also promotes leadership training programs for women and unconscious bias training. It is essential to continue implementing initiatives that comprehensively address the remaining challenges.
Another crucial step is promoting education and training on gender equality. Awareness programs in law schools and workplaces can help eradicate stereotypes and gender biases that still influence the distribution of tasks and responsibilities within legal teams. Additionally, it is vital to continue increasing the visibility of female leadership models in the sector, demonstrating that women can hold executive positions without compromising their professional identity.