Gender transformation in the law profession?

Have your say and help to develop and implement law profession gender transformation plans.

A Women's Task Team at the Law Society of South Africa have formed to interrogate gender issues in SA's law profession. And to develop gender transformation strategies to achieve equality for women practitioners.

We need your help to focus our strategy on the things that you think will make a real difference to women in the legal profession.

Please take a little time to share your gender-related experiences of the law profession here. Your feedback will be combined with others to inform our gender transformation planning.

This survey is an anonymous one. Because your URL cannot be identified, your privacy is assured. No-one can access your data or link any opinion you share here to you. (You can copy the link and access the survey from a private device if you choose.)

Thank you for taking the time to add your voice to this important conversation. Your insights are greatly needed, valued, and appreciated.

If you'd like to know more about the Women's Task Team, click here. (Add a URL link to a WTT web page and or an email address. )

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* 1. Please indicate your legal profession status.

Female, currently working in the legal profession.

Female, no longer working in the legal profession

Female, occasionally working in the law profession

Female, entering the legal profession

Other (please specify)

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* 2. How likely is it that you would recommend a role for women in the legal profession to a friend or colleague?

Not at all likely

Extremely likely

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* 3. Please comment to clarify why you would or would not recommend a role in the legal profession to female friends or colleagues?

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* 4. In your opinion, how prevalent is female gender discrimination in the legal profession now?

Extremely

Very

Moderately

Not very

Not at all

Please comment to clarify your this answer.

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* 5. Over the past year or so, how often have you personally experienced any of these discriminations in legal profession workplaces, which, in your opinion, are directly related to your gender.

	Continuously	Frequently	Occasionally	Seldom	Never
Remuneration disparity	Remuneration disparity Continuously	Remuneration disparity Frequently	Remuneration disparity Occasionally	Remuneration disparity Seldom	Remuneration disparity Never
Unfair work distribution	Unfair work distribution Continuously	Unfair work distribution Frequently	Unfair work distribution Occasionally	Unfair work distribution Seldom	Unfair work distribution Never
Work/family priortisation conflicts	Work/family priortisation conflicts Continuously	Work/family priortisation conflicts Frequently	Work/family priortisation conflicts Occasionally	Work/family priortisation conflicts Seldom	Work/family priortisation conflicts Never
Billing rate	Billing rate Continuously	Billing rate Frequently	Billing rate Occasionally	Billing rate Seldom	Billing rate Never
Career opportunity disparity	Career opportunity disparity Continuously	Career opportunity disparity Frequently	Career opportunity disparity Occasionally	Career opportunity disparity Seldom	Career opportunity disparity Never
Role confined to female stereotyping	Role confined to female stereotyping Continuously	Role confined to female stereotyping Frequently	Role confined to female stereotyping Occasionally	Role confined to female stereotyping Seldom	Role confined to female stereotyping Never
Sexual harassment/power exploitation	Sexual harassment/power exploitation Continuously	Sexual harassment/power exploitation Frequently	Sexual harassment/power exploitation Occasionally	Sexual harassment/power exploitation Seldom	Sexual harassment/power exploitation Never
Unsafe working environment	Unsafe working environment Continuously	Unsafe working environment Frequently	Unsafe working environment Occasionally	Unsafe working environment Seldom	Unsafe working environment Never
Female unfriendly work spaces or conditions	Female unfriendly work spaces or conditions Continuously	Female unfriendly work spaces or conditions Frequently	Female unfriendly work spaces or conditions Occasionally	Female unfriendly work spaces or conditions Seldom	Female unfriendly work spaces or conditions Never
Networking events unsuited to women	Networking events unsuited to women Continuously	Networking events unsuited to women Frequently	Networking events unsuited to women Occasionally	Networking events unsuited to women Seldom	Networking events unsuited to women Never
Opinions or voice discounted	Opinions or voice discounted Continuously	Opinions or voice discounted Frequently	Opinions or voice discounted Occasionally	Opinions or voice discounted Seldom	Opinions or voice discounted Never
Failures get attributed to gender	Failures get attributed to gender Continuously	Failures get attributed to gender Frequently	Failures get attributed to gender Occasionally	Failures get attributed to gender Seldom	Failures get attributed to gender Never
Unable to complete articles due to pregnancy	Unable to complete articles due to pregnancy Continuously	Unable to complete articles due to pregnancy Frequently	Unable to complete articles due to pregnancy Occasionally	Unable to complete articles due to pregnancy Seldom	Unable to complete articles due to pregnancy Never
Labeling, if successful.	Labeling, if successful. Continuously	Labeling, if successful. Frequently	Labeling, if successful. Occasionally	Labeling, if successful. Seldom	Labeling, if successful. Never
Pressure to emulate male behaviours to succeed	Pressure to emulate male behaviours to succeed Continuously	Pressure to emulate male behaviours to succeed Frequently	Pressure to emulate male behaviours to succeed Occasionally	Pressure to emulate male behaviours to succeed Seldom	Pressure to emulate male behaviours to succeed Never
Lack of support from other women	Lack of support from other women Continuously	Lack of support from other women Frequently	Lack of support from other women Occasionally	Lack of support from other women Seldom	Lack of support from other women Never
Lack of support or respect from men	Lack of support or respect from men Continuously	Lack of support or respect from men Frequently	Lack of support or respect from men Occasionally	Lack of support or respect from men Seldom	Lack of support or respect from men Never
Lack of development or mentorship for leadership roles	Lack of development or mentorship for leadership roles Continuously	Lack of development or mentorship for leadership roles Frequently	Lack of development or mentorship for leadership roles Occasionally	Lack of development or mentorship for leadership roles Seldom	Lack of development or mentorship for leadership roles Never
Appointments for gender tick boxing.	Appointments for gender tick boxing. Continuously	Appointments for gender tick boxing. Frequently	Appointments for gender tick boxing. Occasionally	Appointments for gender tick boxing. Seldom	Appointments for gender tick boxing. Never
General bias and prejudice	General bias and prejudice Continuously	General bias and prejudice Frequently	General bias and prejudice Occasionally	General bias and prejudice Seldom	General bias and prejudice Never

Please comment to clarify any of your answers above. Or to to add any other experiences you'd like to share.

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* 6. Please organise these gender related factors from most to least important to you, to help us prioratise legal profession gender issues requiring action. (Select 1 for the most important issue, 2 for the next most important and so on.)

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* 7. If you have already left the legal profession for a gender discrimination reason, please check the most significant reason that resulted in your choice, below.

Remuneration disparity

Unfair work distribution

Work valued less

Career opportunity disparity

Role confined to female stereotyping

Sexual harassment

Unsafe working environment

Networking events unsuited to women

Opinions or voice discounted

Failure attributed to gender

Unable to complete articles due to pregnancy

Labeling if successful

Pressure to emulate male behaviours to succeed

Lack of support from other women

Lack of development or mentorship for leadership roles

Appointment for gender tick boxing.

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* 8. If you no longer work in the legal profession, please estimate the date you left the profession here?

Date / Time

Date

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* 9. In your opinion, what are the most significant consequences of legal profession gender discrimination?

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* 10. How likely are you to leave your current workplace role for a female gender discrimination reason?

Extremely

Highly

Quite

Not very

Not at all

Please comment to indicate the likely time frame of your decision, or to clarify this answer?

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* 11. How likely are you to leave the legal profession entirely for female gender discrimination reasons?

Extremely

Highly

Quite

Not very

Not at all

Please comment to clarify the likely time frame of your decision or to clarify your answer?

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* 12. If, and because of your gender, you earn less than your male colleagues, please give us a sense of the estimated difference in your earnings here.

1-5% less

6-10% less

11-15% less

16-20% less

21-25% less

26-30% less

31-40% less

41-50% less

More than 50%

Please comment to help us to understand this answer.

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* 13. Have your say. Please add any narrative here to help us better understand your experience of gender discrimination in the legal profession and it's causes to be resolved. Add any suggestions or recommendations that you think the Woman's Task Team should include in plans to change gender discrimination in the legal profession.

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50% of survey complete.