International Women's Day 2026
This year’s theme is ‘Give to Gain’, a reminder that meaningful progress is rarely achieved in isolation. Progress happens when people invest time, share knowledge, offer encouragement and create opportunities for others. Through these actions, individual development becomes collective advancement.
Our commitment to this is reflected not only in how we work, but in the structures we continue to build. Our Equity, Diversity & Inclusion page outlines the steps we are taking to create a more equitable workplace, while our enhanced parental leave policy ensures colleagues and their families are supported at key moments in their lives. Together, these initiatives reinforce our belief that real progress comes from both culture and action.
Within the legal profession, careers are shaped not only by expertise, but by the support networks around us – mentors who offer guidance, colleagues who advocate for us and leaders who open doors. When support is shared, confidence grows, there are fewer barriers and workplaces become environments where everyone can succeed.
This year, colleagues across our firm reflect on what they have gained from others, what they seek to pass forward and how everyday actions can contribute to wider equality in the legal profession and in society.
Together, these perspectives demonstrate a simple idea: when we invest in others, we all have so much to gain.
Senior Partner, Andrea Zavos says: "What helped most was a piece of advice given in my 40s: to be true to who I am rather than what I thought was expected at any given point in my career. That has become easier as I have got older and know myself better, but it is the most disarming and powerful quality all of us possess. I try to instil confidence in those I work with to do the same."
Partner, Fred Clark says: "At Boodle Hatfield, I'm proud that we have a culture where we support and stand up for each other and endorse values like gender equality in the workplace. It's very important that we focus on the skillset and capabilities of people regardless of their gender and that we create a workplace that encourages and supports talent from an early stage. Law firms should give equal opportunities from the outset of a person's career, so that everyone has the same opportunity to thrive."
Risk and Compliance Analyst, Karla Thorne says: "I’m lucky to be a part of an all-women compliance team, and that’s been incredibly empowering. It hasn’t been about one person opening a single door - it’s been the collective strength of a growing team who consistently support and encourage one another. We share knowledge freely, champion each other’s growth, and we create opportunities together. Experiencing that kind of environment has shown me what’s possible when women are supported to thrive. Normalising flexible working (alongside balanced representation) is one of the most practical steps we can take. When flexibility is built into the structure of roles, it removes barriers to progression and helps dismantle the stigma around balancing career and life."
COO, Brian Aris says: "Leaders do not find themselves in their position without having had support and encouragement from others during their careers. With seniority comes a responsibility to give this back and actively support others, not just through providing advice, but by using influence to create real opportunities for progression. Investing time and trust in others strengthens individuals, builds deeper capability and self-confidence, and ultimately makes the firm more resilient and successful in the longer term. We need to ensure that we speak up for people when decisions are made, ensure opportunities and visibility are allocated fairly, and follow through with ongoing support. Leaders need to turn good intentions into measurable progress by listening to what individuals want and need and holding themselves accountable for supporting their development and progression."
Senior Risk and Compliance Analyst, Abigail Eshigbemeh says: "When I initially considered the theme #GiveToGain, I first thought but we shouldn’t give to gain, in a way as to personally benefit. Takes away from what giving is or at least what it should be, I thought. Thinking further and in the spirit of collaboration, we do gain, by way of shared benefit. One way we give is in fostering a culture of feedback. One thing I learned early in my career is the value of feedback: positive and constructive feedback. Receiving and giving feedback has not only enhanced my personal career experience so far, but I find that it has increased knowledge and openness to also encourage the skillset and the morale within any team. Feedback doesn’t always have to be formal, it can and should also be simple, tailored and regular. And I believe this is one of the keys to promoting and maintaining team progression."
Senior Associate, Marie McCallum says: "A female mentor consistently encouraged me to pursue legal adjacent opportunities that I might have overlooked. Excuses for not pursuing them at the time would have included being too busy at the desk to find time for them, and being unsure if I had the right skills for said opportunity because the role was new to me. Following her recommendations saw me join a STEP Committee and take a significant role in the graduate recruitment programme at a previous firm. That mentor's encouragement probably was the difference between me stepping forward and stepping back in those situations. Having those opportunities has made me so much better at speaking up when I think it is important, and on reflection I think that's exactly why she wanted me to pursue them. It took a long while to learn that ability isn’t necessarily always shouting. I try much harder now to listen for voices that aren't always the loudest. Salient points that are not quite so confidently asserted shouldn’t be missed. Those can often be the most important points of all."
