Equality is only available to women who conform with traditional male values

Statistics produced by the Solicitors Regulation Authority tell us that of those holding practising certificates in 2009, 45.2 per cent were women. The trend over the previous 10 years is encouraging because that '¨45.2 per cent represents an '¨86.9 per cent increase from the figures at the turn of the millennium. Women also held 61.7 per cent of the registered training contracts.

If trends continue then the gender mix of the profession should reflect the population mix and all ought to be rosy However, the reality is different.

Equality, is often only available if a woman's objectives and priorities conform with traditional male ones. During their lives, an average man's priorities change less than those of an average woman; childcare/elderly care responsibilities and domestic duties still largely fall to the women, even if outside help is paid for.

Juggling all of that with a professional career is harder for women than for most men. Women can get to a point where they wonder if the stress of these other responsibilities is worth it on top of the stress of a professional life, and they leave the profession in greater numbers than their male counterparts before achieving partner status. In other words, women are underrepresented at senior level in private practice.

A considerable number of women take up positions outside private practice, particularly in commerce and industry because it offers a more family friendly and less 'macho' culture without 'presentism'.

None of this means that firms actively discriminate against their female staff. It simply means that they continue to operate a traditional working environment which is not conducive to the creation of gender equality.

The larger the firm and the larger the city in which the firm is situated, the more likely that is to be the case. It is also affected by the type of work being carried out. For example, in a complex mergers and acquisitions transaction,, it is less feasible for the workload to be conducted on a part time basis, whereas private client work has a different dynamic, particularly if the client is deceased.

In other words, think carefully when choosing where you specialise.

There is little difference between the large regional firms and City firms, particularly as regional firms have grown into nationwide practices. The real differences for gender equality are in firms in market towns and the suburbs of the cities. This is firstly because the commute is much shorter. It is also plausible that such firms realise they can attract talented solicitors with a much more flexible approach and that this talent can help develop their business. SJ