Women now make up the majority of new entrants to the legal profession in South Africa, yet they remain significantly under-represented in senior and partnership roles, and consistently earn less over the course of their careers.

This drop-off is not inevitable, it is shaped by structural and cultural practices that, if left unexamined, exacerbate inequity. Tackling these disparities requires not only policy reform but also transparent, well-structured conversations at the moments that matter most. By examining and reshaping the structural and cultural practices that influence career progression, and by equipping managers and lawyers to have clear, constructive conversations, the profession can turn this demographic shift into meaningful and lasting progress.

In the South African legal sector, the gender pay gap is not only about differences in base salary. It includes disparities in bonuses, access to highvalue work, promotion opportunities, progression to partnership or equity status, and levels of attrition. All of these elements ultimately affect the success and longevity of a lawyer’s career.

The gender pay gap is both a fairness issue and a retention issue: inequitable pay demotivates women, reduces engagement, and drives attrition from private practice and in-house roles alike. Addressing factors which perpetuate inequality is essential for retaining talent, strengthening organisational culture, and ensuring that women are not systematically disadvantaged across their careers.

These inequities often remain hidden because conversations about pay are culturally uncomfortable, and many legal workplaces lack transparent salary structures or clear criteria for advancement. Please note that we are not aiming to undermine existing policies which many firms have in place prohibiting the sharing of salary information between employees. We are encouraging transparency within the regulatory and policy bounds established in firms.

In 2025, the South African General Counsel for Diversity and Inclusion initiative (SA GC for D&I) set up a working group to discuss these challenges and develop guidance for the sector. This document is the output from their conversations and captures the views of the working group participants, based on their real-life experiences. It is not the product of gender specialists, but rather of legal sector participants who have encountered these challenges in their workplaces.