The Ontario Bar Association’s Women Lawyers’ Forum recently hosted its 11th Pathways to Power panel, “Women in Big Law: Leadership, Influence, and the Path Forward,” an event highlighting the diverse leadership journeys of women at the top of the legal profession. Featuring Janice Rubin, Sarit Batner, Monique Jilesen, Lorraine Mastersmith, and Kristin Taylor, the discussion offered practical insight into career progression, firm leadership, and ongoing efforts to advance equity in law.
The panelists, each leaders in their respective firms, shared candid reflections on how they came to hold senior roles, often without initially aspiring to them. Lorraine Mastersmith, managing partner at Gowling WLG, described a career that spanned private practice and in-house roles, where early experiences as the only woman in executive settings informed her commitment to fostering more inclusive leadership. Kristin Taylor, managing partner at Cassels, Brock & Blackwell LLP, similarly emphasized the importance of contributing to firm governance over time, noting that leadership often evolves from sustained involvement and a desire to shape organizational direction.
Monique Jilesen, managing partner at Lenczner Slaght LLP, highlighted the value of focusing on the work itself rather than titles, explaining that her leadership role emerged as a result of her long-standing engagement in firm management. Sarit Batner, Chair of the Board of Partners at McCarthy Tétrault LLP’s, discussed the corporate governance model and her ability to maintain an active litigation practice while contributing to strategic oversight. Her remarks underscored the importance of representation and persistence in driving institutional change.
The panel also addressed broader questions about progress for women in law. While noting meaningful gains, including increased parental leave uptake and more intentional inclusivity initiatives, panelists acknowledged that barriers remain, particularly in relation to informal networks and advancement opportunities. Efforts to improve transparency in compensation, reduce bias in partnership processes, and increase diversity at senior levels of management were identified as key areas of focus across firms.
A recurring theme was the importance of intentionality in creating inclusive workplaces. From mentorship and sponsorship to workplace design and policy reform, the panelists emphasized that meaningful change requires sustained attention and leadership commitment.
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