CLA News / Expanding Your Leadership Frontiers As A Woman In Law by Victoria Barth

Author: Victoria Barth

Position: Aspiring Ghana Law Society Vice President

Email: victoria.barth@senachambers.com

Across various industries, the past decade has borne witness to more women forging ahead into leadership roles. Indeed, 2024 has been an exciting and inspiring year to consider the boundless potential that is available to women who are willing to position themselves for leadership and impact. We are blessed to witness examples like Kamala Harris, who having made history as the first woman and first woman of color to serve as the Vice President of the United States, is making another historic bid for the Presidency. She just recently became the second woman in less than a decade and the first woman of colour to be nominated for president of the United States by a major political party.

The 2024 Olympic Games, despite the spectacular display of elite sportsmanship, cultural grandeur, and the customary pomp and pageantry, marked the first time in over a century that the first ever nursery was established in the Olympic and Paralympic Village Plaza. It bears emphasis that this remarkable milestone is the first of its kind since women’s participation in the games in 1900, and this came about through the efforts of eleven-time Olympic medalist Allyson Felix.

Also in 2024, I was honoured to meet Ms. Claudia Salomon who has made history as the first woman in almost 100 years to be elected (and re-elected!) as President of the ICC International Court of Arbitration.

These achievements show that there continues to be room for women to have impact at the highest levels of traditionally male-dominated spaces. However, as I have progressed in my leadership journey, I have observed that the challenges toward expanding leadership frontiers as a woman, and more specifically in the legal field, come from a combination of factors that go far beyond the competence or availability of women to hold leadership roles. From the implicit gender biases and stereotypes that prejudice hiring, promotion, and evaluation processes, to traditional gender roles and perceptions of women’s abilities, inequitable organizational practices and structures, and limited mentorship opportunities that hinder their professional development, the effect on professional advancement is a severe lack of female role models in senior positions, which effectively discourage others’ aspirations to leadership roles.

The modern professional woman cannot continue to rely on having an example in the areas of leadership to which she aspires. We find ourselves in an era where women must proactively position themselves to be ready to seize leadership opportunities and cement themselves in these roles. Through continuous learning and professional development, networking and leveraging connections, women can advance effectively in their careers. It is also important to invest in the necessary practical support systems at home, to balance demanding careers with family responsibilities. Therefore, navigating the path to leadership for women often involves a unique, self-aware approach that combines embodying inspiring values and actions, assessing strengths and weaknesses, and proactively addressing challenges. It is certainly not a case of one-size-fits-all.

Effective leadership is the result of deliberate and strategic career growth, pursuit of ongoing education, and strong professional and social networks.

“There will be people who say to you, ‘You are out of your lane’. They are burdened by only having the capacity to see what has always been, instead of what can be. But don’t you let that burden you.” – Kamala Harris