Candid Reflections in Celebration of International Women’s Day

In celebration of International Women’s Day (IWD), the Official Languages Committee and the Women Lawyers Forum are proud to share a few insights. This year’s IWD theme, Accelerate Action, is a call to take swift and decisive steps toward achieving gender equality. It serves as an unfortunate reminder that women still face systemic barriers and biases in both their personal and professional lives, but the future looks bright.

A moment in the day of a law student

I’m at another networking event, the last sprint in this frantic race to get hired. After a series of interviews and coffee chats, I have only one more step: to make my way through this crowd, network with lawyers and partners, and hope to make enough of an impression on their minds to be among the first to be called on the day of the offers. I identify my first target: an associate of a certain age whose practice interests me. We converse in English, but my mind races: “Did I pronounce correctly? Does my accent betray me? Will I appear less capable than my English-speaking peers?”.

From the conversations I have had with other French-speaking students, this type of concern is shared. Networking events as part of structured recruitment processes can be particularly anxiety-provoking for young Francophone women. In addition to the language anxiety that many of us feel at these networking events, our cultural differences make it difficult for us to connect with some male and English-speaking lawyers. However, these links can distinguish between a call on the day of the bids and a silent phone.

During a conversation, a classmate remarked to me, “The attitude that is expected of students in this type of reception is that of a 'white Anglo man', which does not correspond to my personality. It’s a shame that this can affect the selection process.” We must agree with her: most young Francophone women do not have the same references, life experiences or behaviours as Anglophone men. But is this bond of friendship and camaraderie really a relevant criterion for hiring a summer student? Our characteristics – young age, female identity, and Francophonie – certainly distinguish us from most lawyers in private practice, but these traits are an integral part of our personalities and represent an undeniable strength. They give us a fresh and different perspective and are an asset to any firm. Therefore, I urge Francophone students reading this to remember that your multiple identities, diversity, and Francophonie are strengths and should not be a source of anxiety but of pride.

Women’s impact on the legal landscape with emerging technologies

At another bustling conference filled with professionals eagerly discussing how emerging technologies revolutionize life, healthcare, finance, and even the legal sector, the talk progresses to the new ways to leverage technology to enhance client services, streamline complex legal processes, and contribute to a more efficient and accessible justice system. Despite historical underrepresentation, women lawyers and entrepreneurs are now at the forefront of technological innovations. They are increasingly making substantial contributions to transforming the legal profession by driving innovation, promoting ethical and responsible use of technology. Women advocate for gender equality in artificial intelligence (AI) adoption, emphasizing the importance of inclusive recruitment and organizational support to ensure women are not disadvantaged in the AI revolution. 

Despite women constituting 47 per cent of Canada’s overall workforce, their representation in the tech sector, including legal tech, remains below 30 per cent. This disparity has persisted over the past decade, as highlighted by a report from the Information and Communications Technology Council. The report, which draws on expert insights and a survey of digital economy employers, identifies key challenges and opportunities for enhancing gender diversity in tech. Addressing these challenges is crucial for a more inclusive and equitable legal future.

Pay Equity Gap

As a member of the Canadian Bar Association’s Women Lawyers Forum Pay Equity Committee in 2020-2021, chaired by the trailblazing Sabrina Bandali, I became acutely aware of the extent of pay inequity within the legal profession. I also learned that the gender pay gap is even wider for women who face multiple obstacles, such as racialized, Indigenous and disabled women.

But that is not all. More recently, I discovered through a 2024 report entitled Understanding the Gender Pension Gap in Canada, published by the Ontario Pay Equity Office in collaboration with Dr. Elizabeth Shilton, that women in Canada also faced a pension pay gap. The report revealed that the difference in combined income from Canada’s three-pillar retirement system (OAS/GIS, CPP/QPP, and private pensions) “currently stands at about 17 per cent, which means that for every dollar of retirement income men receive, women get only 83 cents.” Even more shocking is the fact that the pension pay gap has not budged in nearly 50 years despite the increase in the number of women entering the workforce and increases in earnings. Accelerate Action, indeed!

Nevertheless, I continue to find inspiration in the women around me, and that’s what keeps me going. Despite the systemic barriers and biases they face, they remain committed to making a difference in their work environments and beyond, not just for themselves but for those around them as well. So, how do they do it? What is their secret? One of the key takeaways from a recent leadership conference for women I attended earlier this month was that creating change begins with personal transformation. In the context of this year’s IWD theme, the first step is believing in ourselves and our ability to bring about positive change. Challenges and roadblocks will certainly arise, but we must stop fearing failure because every obstacle we overcome shapes us and makes us stronger. 

A majority of women justices on the Supreme Court of Canada

In November 2023, the Supreme Court of Canada reached a historic milestone with the appointment of Justice Mary T. Moreau, making her the first woman to sit in a female majority on the country's highest Court. Justice Moreau, a former Chief Justice of the Court of King's Bench of Alberta, joined Justices Karakatsanis, Côté, Martin and O'Bonsawin, establishing a composition of five women and four men. This development marks an important step towards better representation of women in the Canadian justice system. It also illustrates the broader social changes that allow women to take on leadership roles in a field that men have long dominated.

A majority of women in the Supreme Court brings many benefits to the justice system and Canadian society as a whole. Increased diversity within the Court allows for the integration of a broader range of perspectives, ensuring more balanced decisions that represent the realities experienced by society. Several studies have shown that diversity within bodies with significant decision-making power improves the quality of judgments. In addition, a judiciary that reflects the diversity of society strengthens public confidence in the justice system and improves its accessibility. Finally, this development is a source of inspiration for future generations of women lawyers, encouraging them to aim for leadership roles and not to give in to the idea that these roles are reserved for men. This historic composition underscores the importance of equality and representation in ensuring more equitable justice.

The Official Languages Committee and the Women Lawyers Forum are joining forces to bring you an engaging and insightful collaborative event that will delve into the successful pathways of Francophone women lawyers to power. Stay tuned for the upcoming Fall 2025 program.