Power, Practice, and Progress: Women in Corporate Law
By: Evelyn Castro
Women have made significant strides in corporate law over the past several decades, entering the profession in greater numbers and taking on roles that influence corporate governance, regulatory strategy, and high stakes transactions. Despite measurable progress, the path toward full equality remains unfinished.
Although full equality has yet to be achieved, it is important to note recent advances: Women made up 50.3 percent of law firm associates in 2023, according to the NALP (National Association of Law Placement), marking a significant milestone for representation in the profession’s entry and mid-level ranks. However, the picture shifts at senior levels; women make up only 27.76 percent of all law firm partners, and in multi-tier firms, they hold just 23.7 percent of equity-partner positions (National Association of Law Placement). The gap is even wider for women of color, who together represent less than 5 percent of partners across the country (Reed Smith).
Still, the increased visibility of women in legal leadership is reshaping the corporate legal landscape. House legal departments, for example, are seeing shifts in compensation and leadership dynamics. Recent data from the Association of Corporate Counsel shows that in multi-lawyer departments, women general counsel now earn higher median cash compensation than men. This is a notable shift in a field long marked by pay disparities (Association of Corporate Counsel). As more women assume General Counsel and senior in-house roles, they grow increasingly involved in conversation about ESG (environmental, social, and governance), risk management, and regulatory strategy (Reed Smith). Legal departments led by women general counsel tend to have higher proportions of women attorneys, which may facilitate more inclusive risk and governance frameworks.
To sustain this momentum, the profession must continue addressing structural barriers. Sustaining this progress requires transparent promotion criteria, equitable pay, flexible work policies, and internal sponsorship (Drew). These avenues of support are especially critical for women of color, who face compound obstacles (Reeves et al.). Creating visible pathways to leadership, ensuring women lead high-impact matters, and supporting long term career development are key steps forward.
The progress of women in corporate law signals more than changing demographics; it reflects the profession’s growing recognition that diverse leadership drives innovation, accountability, and better outcomes for clients and organizations. With continued commitment, women are poised to not only shape the future of corporate law but to lead it.
Works Cited
Association of Corporate Counsel. “ACC Compensation Survey Data Suggests Gender Pay Gap has Turned in Favor of Women General Counsel.” acc.com, 17 October 2023, https://www.acc.com/about/newsroom/news/acc-compensation-survey-data-suggests-gender-pay-gap-has-turned-favor-women?utm.
Drew, Charlotte. “Equity in Flux: How Legal Developments are Reshaping the Workplace for Women.” bostonbar.org, Boston Bar Association, 24 September 2025, https://bostonbar.org/journal/equity-in-flux/.
National Association of Law Placement. “Women and People of Color in U.S. Law Firms.” nalp.com, NALP Bulletin+, March 2024, https://www.nalp.org/0324research?utm.
Reed Smith. “Pivoting with Purpose: Women Lawyers' Strategies for Change-Making.” acc.com, 15 May 2024, https://www.acc.com/sites/default/files/2024-05/2024-5-15-Reed-Smith_0.pdf.
Reeves, Arin N., et al. “From Visible Invisibility to Visibly Successful : Success Strategies for Law Firms and Women of Color in Law Firms.” americanbar.org, The Commission on Women in the Profession, 2008, https://www.americanbar.org/content/dam/aba/administrative/women/2021/visibly_successful.pdf.