In celebration of International Women’s Day, we share the thoughts about International Women’s Day and practising law in-house from five of our members.
Annette Musolino
Chief Counsel – Legal Services Division, Commonwealth Department of Human Services, and also the Department’s Gender Equality Champion
What does International Women’s Day mean to you and is it important that we have one? As the Gender Equality Champion for the Department of Human Services, International Women’s Day is a chance to come together with colleagues – men and women – to recognise the contribution and successes of women in the important work of our department and across the public service. However, International Women’s Day also resonates for me on a personal level. As one of four daughters of Italian migrants, International Women’s Day is an opportunity for me to celebrate the achievements of the women who shaped me – particularly my mother and grandmother - and to reflect on the opportunities they helped create for me and my sisters.
Based on your own experience, what advice would you give to women considering pursuing a career as an in-house lawyer? Working in-house always felt like the right fit for me. Working in-house means I am part of a multi-disciplinary team, as I work with my business clients to find solutions. The variety and complexity of the work has required me to constantly learn and upskill, making my job more engaging and rewarding. The representation of women at senior levels within in-house legal teams – both in the corporate and government environments – is strong and continuing to grow. Like many businesses, in-house legal teams operate in a highly contestable environment, managing increasing workloads and tighter budgets. This has sharpened their focus on attracting and developing talent, which has driven a greater responsiveness to the demand for flexibility.
What message would you like to leave for both men and women on International Women’s Day? The promotion of gender equality makes business sense. The competition for legal talent will be won by employers who promote diverse and inclusive workplaces that enable people to do their best work. Employers who are serious about this ambition need to be action-oriented and willing to commit to strategies that support a positive work-life balance and that accommodate family and carer commitments for men and women. Examples of concrete action that organisations can take include pursuing Breastfeeding Friendly Workplace Accreditation; taking steps to address the under-representation of women at public and professional forums; and committing to policies - such as the Equitable Briefing Policy - that aim to address areas of under-representation in the legal profession.
