Regional law firm BPE Solicitors has set the standard for equality. Two-thirds of the senior leadership team are women and one- third are equity partners.

Both managing partner and deputy managing partner are women and they’ve been working together since 2011.

Antonia Shield was appointed Managing Partner in 2019, having joined BPE in 2001. She understands the challenges that women face and has been adapting and developing the company’s support systems, not only for women but also for the men.

“Professional services firms have long been very demanding places to work,” she says.

“There is high pressure and high stress. Delivering exceptional service is a given and it’s inevitable that this means compromising your personal life at times to achieve that. Older women have always done that and I have been lucky that I have a husband who fully shares the child support. The odd time we can’t juggle we pull in outside help.

“With this support network I can dedicate all my time to a client when required.” The firm has also made a commitment to mentoring and has rolled out a firm-wide programme of networking this year. Anthonia has also been shortlisted for ‘Mentor of the Year’ at the Women, Influence & Power in Law awards which take place this month.

The pandemic was a wake-up call to the legal profession, she says. “London law firm Slaughter & May made the headlines when it introduced a policy of no work calls after 8pm. That is radical for our profession and an acknowledgement that what was going on pre-Covid was too much.

“The reality is that people can work from home and fit their working days around the school run. It’s less about presenteeism and more about delivery.  And that’s good for everyone.

Deputy Managing Partner Jo Bewley, who joined BPE in 2011 to cover for Antonia when she went on maternity leave, agrees: “It’s much more about flexibility and trust since Covid. Client expectations haven’t changed – they still call outside work hours, and we accept that. We offer a professional service and our staff understand that, but within the firm we aim to make everyone’s lives as flexible as possible. “Clients don’t necessarily expect you to be in the office, they just expect to be able to get hold of you.”

Women friendly policies are good for business as a whole

Much has been made in the last few years of the introduction of women-friendly policies, but that’s good for everyone, argues Antonia.

“We have a menopause policy. We also have a fertility and miscarriage policy. These didn’t exist when I started out as a lawyer. Some people sail through such life events, some don’t. These issues were under the radar about 20 years ago, and its progress that our staff can come into the office  and know that they are going to be supported.

“As a women leader I want to make sure there are people in this business who, when any member of staff – male or female – has a life crisis, can swoop in, do what needs to be done, and give the person time and space to deal with their personal situation.”

Jo agreed. “I joined BPE from big firms where there was little flexibility. If you needed an hour o during the working day you had to get it signed off.

BPE already had work/life balance policies when I arrived, and it took me a while to get used to them. Up until then I accepted I was there to do a job and not to let home life impact on the day job. I didn’t have to learn to juggle, because I didn’t have children.

“But I’ve learned that you get more out of people by giving that flexibility. The feedback and loyalty you get from that is amazing.”

With the legal industry facing a skills shortage, BPE’s forward-thinking policies are likely to appeal to the next generation of young lawyers keen to build their careers. And also, perhaps, the fact that the firm operates outside London.

“What regional firms like BPE offer is work/life balance,” said Antonia. “A woman with children working as a lawyer in the City is likely to need full-time support. That’s not necessarily wrong, but it’s a whole different female role model.”

Two women at the top of a business sets a good example to new recruits. As the next generation see women rise to leadership roles, there are going to be more role models and less reason for anyone to think that machismo and testosterone will power you to the top job. What matters more is self-awareness and the willingness to learn from mistakes.

If that’s the case, should a Board should have equal numbers of women?

Only if they’re the best person for the job, says Jo. “And women are getting there. Hopefully all the flexibility being brought in by all business sectors is coming into play. Women are more likely to succeed with policies and support in place to help them.”

Looking back helps put the future in perspective

Antonia cites her mother as setting a great example. “My mother was strong, she had immeasurable impact and the confidence she instilled in me and my sisters taught us that we could do whatever we wanted.”

Jo’s parents encouraged her to pursue her ambitions. “Whatever I was doing I had a burning desire to take the next step up. I always wanted a seat at the table. But my goodness it’s been a journey.

You get things wrong in leadership as much as you get things right. But the self-awareness gained as you progress, massively helps.”

For aspiring people at any level, BPE offers a more rewarding career in law because of the importance we place on allowing people to be themselves and getting the balance right between life and work.

For aspiring people at any level, BPE offers a more rewarding career in law because of the importance we place on allowing people to be themselves and getting the balance right between life and work.

We are always on the lookout for ambitious, enthusiastic lawyers with exceptional talent so get in touch.

bpe.co.uk/careers/

Twitter @BPE_Solicitors 

LinkedIn: BPE Solicitors LLP

https://www.businessinnovationmag.co.uk/the-bpe-dna-rewarding-careers-in-the-legal-world/