Across the legal and professional services sector, perceptions of what it means to build a successful career have shifted significantly – yet some long‑standing assumptions still remain.
As part of our International Women’s Day conversations, Bola Gibson, Executive Director of Responsible Business, spoke with four senior women across the Foot Anstey Group: Avril McCammon (Partner, Foot Anstey McKees), Lara Borrett‑Lynch (Partner, Foot Anstey), Michelle Biddulph (Partner, Enable Law) and Sara Wilson (Executive Director of IT).
Together, their reflections offer a grounded, thoughtful perspective on how the profession is evolving – and what can support the next generation to thrive.
You can have what matters most to you
'You can have it all' is a phrase that has accompanied women for decades, yet it often brings more pressure than encouragement. Juggling successful careers with family or other interests outside of work often requires a fine balancing act. Whether you can have it all is a question of making choices about what matters most.
Avril reflects: “Focus on what’s important to you. Understand you’ll have to make compromises and… don’t wear yourself out trying to do everything.”
Lara echoes this, emphasising the value of making intentional decisions about life and career: “Think earlier about your priorities and how you want to structure your life.”
Their insights remind us that balance is personal, dynamic and strengthened by honest conversations about what truly matters.
Flexibility enables sustainable careers
Visibility and presence have historically been seen as a proxy for dedication and hard work. The rise of hybrid and flexible working is helping to change that.
Michelle experienced this early on: “There was a real assumption that the most present people were the most committed, which disproportionately affected women with caring responsibilities.”
For Sara, flexible working has been pivotal in balancing senior leadership with caring responsibilities: “The tug‑of‑war between ‘mum guilt’ and ‘professional guilt’ is very real… Hybrid and flexible working has not only helped me, but it helps many people with caring responsibilities, especially when the organisation’s culture genuinely supports it.”
These shifts demonstrate how modern flexibility, trust and transparency support the wellbeing, retention and long-term career success of many people, and women in particular.
Authenticity strengthens leadership
Earlier in their careers, a few of our interviewees felt pressure to manage how they were perceived. Professionalism felt like it needed you to hide parts of yourself.
Lara recalls avoiding anything that might reinforce stereotypes, even down to not keeping photos of her children on her desk.
Michelle reflects on similar pressures, shaped not only by gender but by social mobility: “I was the first in my family to go to university. There were moments early on when I felt I needed to hide my background.”
Over time, their leadership styles evolved to embrace authenticity and be positive role models for other women. Lara now champions the importance of being 'refreshingly human,' one of the firm's values, while Michelle emphasises valuing the leadership style that comes naturally: “You don’t need to be the loudest voice in the room to make an impact.”
Everyone benefits from support networks
All four leaders point to the profound role that sponsorship, guidance and encouragement played in their careers.
Avril advocates: “Find a mentor, find a role model, find someone you can learn from. Having that support is essential – it certainly was for me… Having that kind of support shapes your confidence and progression.”
Their experiences show that no career is entirely self‑made – and nor should it be.
Inclusion is built through everyday habits
Inclusion isn't something to focus on when time allows or purely through centralised initiatives, but through the consistent behaviours of leaders and colleagues.
Inclusion also means, according to Sara, ensuring women are seen and recognised: “Visibility and opportunity make all the difference. Senior leaders can create opportunities for women to be seen… Supporting progress in principle is good. Taking action is what actually moves the dial.”
These everyday actions like noticing who is heard, who is encouraged, and who is supported, creates the long-term foundations for equity.
Looking ahead
The reflections of Avril, Lara, Michelle and Sara show a profession in transition: more open, more flexible, and more aware of the diverse experiences that shape careers.
While some assumptions persist, each of these leaders demonstrates how they can be softened – and replaced with more balanced, constructive narratives.
Their stories offer reassurance to future talent that careers can be built intentionally; that support is available; and that authenticity, fairness and integrity remain at the heart of meaningful leadership.
Find out more about inclusion at the firm.
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