At the outset, let me clarify that this write-up is not intended to pontificate on feminism in legal workspaces. Nor is it a catalog of instances where I have witnessed my female colleagues juggle more and sacrifice more just to achieve parity with their male counterparts. The message I want to drive home is simple: when we focus solely on outcomes while ignoring the differing conditions employees face, we risk overlooking the systemic biases and everyday hurdles women still encounter. The solution lies in acknowledging and actively addressing those differences to create a workplace where equal opportunities for growth truly exist.

You may have heard this familiar phrase: Women are expected to work as if they don't have children and raise children as if they don't work. I first encountered it as a young lawyer in India, but over the years and across jurisdictions, I have come to realize that this expectation of women is not specific to any one culture. It is, in fact, a near universal reality for women in workspaces - legal ones included.

Today, there is a growing debate on whether inclusion means focusing on gender differences or striving for gender-blindness. I admit, I have a bias here. In “We Should All be Feminists” Chimamanda Ngozi Adichie addresses this question more powerfully than I ever could: 

Why the word feminist? Why not just say you are a believer in human rights, or something like that? Because that would be dishonest. Feminism is, of course, part of human rights in general—but to choose to use the vague expression human rights is to deny the specific and particular problem of gender. It would be a way of pretending that it was not women who have, for centuries, been excluded. It would be a way of denying that the problem of gender targets women. That the problem was not about being human, but specifically about being a female human. For centuries, the world divided human beings into two groups and then proceeded to exclude and oppress one group. It is only fair that the solution to the problem acknowledge that.

Throughout my legal career, I’ve been fortunate to engage with women’s networks across cultures and to find role models who paved the way in a historically male-dominated field. I’ve participated in events that celebrate the achievements of women, and I truly believe there has never been a better time to be a woman in law. But I often find myself asking: Why aren’t more men in the room?

If feminism advocates for the equality of all genders, then surely all genders must be part of the movement—not just as observers, but as active participants in both dialogue and action.

Some react strongly to this sentiment. I was recently told that the era of celebrating women regardless of merit is behind us, and that work-life balance is no longer a uniquely female concern. But such views risk oversimplifying the issue. Worse, they can be used to dismiss women’s ongoing struggles and ignore the historical context of gender inequality.

To stop promoting women in the name of pure meritocracy risks reinforcing the very inequalities we claim to have left behind. Women in legal spaces still face real challenges—from work-life expectations and stereotyping to deeply embedded structural barriers. Yes, we’ve made progress. But progress does not mean parity, and the work is far from done.

If we are to revisit the “place at the table” conversation with fresh eyes, we need fresh solutions. Crucially, these solutions cannot come from women alone. Because the workplace isn’t exclusively female. Real, sustainable change requires the support and involvement of everyone.

Importantly, supporting women does not mean ignoring men. Men face their own unique challenges—mental health stigma, rigid expectations around masculinity, and more. Championing one group’s well-being shouldn’t come at the cost of another’s.

Women need allies, mentors, and co-learners outside of women-only spaces. Without the engagement of men, efforts toward equity risk becoming echo chambers. Change happens when all employees are encouraged to engage in honest dialogue, to understand the challenges women face, to see why they matter, and to commit to collective action.

One of my favorite authors, bell hooks, puts it plainly in “All About Love: New Visions”: 

The heart of justice is truth telling, seeing ourselves and the world the way it is rather than the way we want it to be.  

To achieve equitable growth, we must be willing to confront uncomfortable truths about how our systems currently work—and who they don’t work for. Let’s stop treating feminism as a women’s issue. Let’s stop assuming only women can empathize with women’s struggles. And let’s certainly stop reserving the recognition of women’s contributions for just one day in March.

Instead, let’s commit—together—to creating a workplace where equality isn’t just an idea, but a lived experience. Every single day.

*El contenido de este artículo es publicado bajo la responsabilidad de su autora y no necesariamente refleja la posición de Abogadas MX.

Notas:

(1) Any views expressed in this publication are strictly those of the author and should not be attributed in any way to White & Case LLP or White & Case, S.C..