The news that Taylor Wessing are looking to address missing their set gender promotion targets is extremely positive. The firm are obviously taking this seriously and looking at ways in which this can be improved going forward.

There are a number of measures firms can put in place to provide a fair opportunity for all, when it comes to progression through the firm. Strategies are important, but equally processes that are introduced at an operational level add just as much benefit, potentially even more so.

By introducing structured work allocation firms allow for an equal platform for male and female lawyers who are looking to progress through the firm. It is not the only answer, but there is a direct correlation between firms who have adopted this structure, and their female promotions. A case in point is Ashurst, who have fully embraced structured work allocation and saw a 40% female representation in their recent promotions round.