How did you find your path into the legal profession?
I discovered my passion for practicing law during my studies. Following an internship at a law firm specializing in insolvency, labor, and traffic law, I was offered a position as a research associate. This experience not only familiarized me with the daily operations of a firm but also allowed me to work on compelling cases. I enjoyed the work so much that I focused my legal clerkship on the field of law and later chose to specialize in family law upon my admission to the bar.
What challenges do you see for women in the legal profession?
It is encouraging that the number of female lawyers continues to grow annually. However, women in law still face numerous challenges. Law firms often maintain a demanding work culture that expects total commitment, usually translating into long working hours. Since many women bear the primary responsibility for family and childcare, managing both career and family life remains difficult. Although activelaw already offers flexible working hours and part-time models, such approaches are still the exception rather than the rule—but they are crucial for overcoming these hurdles without harming a woman’s career progression.
Female lawyers remain underrepresented in law firms, especially in leadership positions, which hinders upward mobility. Moreover, women are often perceived as more empathetic, which, in the cutthroat environment of legal practice, may be wrongly interpreted as a lack of assertiveness. As a result, women are frequently and unconsciously considered less competent in areas such as (corporate) criminal law.
Studies also show that female attorneys often earn less than their male counterparts for equivalent work. Additionally, the standards for promotion to partnership are often higher for women. Sadly, there are still instances where women are subjected to demeaning remarks or harassment by male colleagues.
Law firms must rethink their structures—offering more flexible work models, transparent promotion criteria, and active support for women—to reduce these inequalities.
Is the legal industry still male-dominated? What has your experience been like?
Yes, the legal profession in Germany remains largely male-dominated. Only around 37% of licensed lawyers are women. The reasons for this are multifaceted. Traditional gender roles and biases, particularly in longstanding law firms run by older generations, still lead to discrimination against women based solely on their gender.
I, too, have experienced this firsthand as a young female lawyer. To some, particularly older male lawyers, we are still seen as primarily responsible for raising families. Our work is not valued or respected to the same degree as that of our male peers. Despite equal qualifications and comparable revenues, female lawyers are often paid significantly less.
This disparity must no longer be tolerated.
The perceived incompatibility between family and career, along with differing expectations from both employers and colleagues, further hinder women's professional recognition and advancement. The fact that women can or do have children should not, in the minds of senior lawyers, automatically imply a lack of commitment or competence. Such outdated thinking is no longer acceptable.
Many women also feel that they are expected to put in more effort than their male colleagues despite shouldering the double burden of career and family.
Although gender roles and family dynamics have evolved, stereotypes continue to persist in many law firms. The legal profession must adapt to the changing realities of society by promoting work-life balance and family-friendly policies. At activelaw, we lead by example: flexible hours, remote work, and part-time options do not hinder a lawyer’s career.
There should be no distinction in how male and female lawyers are perceived—neither in terms of status nor financial compensation. Women's dedication and performance deserve the same respect as that of their male colleagues. Equal opportunities, especially at the leadership level, are essential—and activelaw delivers on that promise.
The intense workload, lack of role models, the balancing act between career and family, and the limited prospects for advancement are key reasons why the traditional legal path still fails to attract many women.
What is your outlook on the future of women in law?
The future is promising, but challenges remain. Without structural reform, leadership positions will continue to be dominated by men. This makes it harder for women to rise through the ranks.
The proportion of women in the legal profession is expected to increase, but only if firms actively eliminate barriers to career advancement—such as inadequate childcare support and rigid working time models.
Women must not be penalized for wanting to combine career and family, especially given the heavy workloads in major firms. Law firms that embrace alternative career paths—such as part-time partnerships, job sharing, and remote work—will be more appealing to women and better positioned to retain them long term.
It’s also critical for firms to promote equality, mentoring programs, and flexible work arrangements. Fields like Legal Tech and new law firm models could offer women more innovative career options beyond the traditional big firm path. The rise of AI and legal technology enables new, more flexible ways of working, helping women better balance their professional and personal lives.
Female lawyers frequently face long hours, difficulty balancing work and family, lower pay, underrepresentation in leadership, and persistent stereotypes that question their assertiveness and competence.
While the outlook is positive, structural barriers remain. To attract and retain women in the profession, law firms must implement flexible working models, transparent career paths, and mentoring initiatives.
Although men still outnumber women at activelaw, the firm provides an environment where gender plays no role in determining career opportunities. We foster flat hierarchies, mutual respect, and support flexible work models to improve work-life balance.
What changes would you like to see in the industry?
We can only attract young female legal talent if leaders are willing to embrace the changing realities of modern life and abandon outdated role models. I believe activelaw is doing this exceptionally well.
To inspire young women to pursue a legal career, it's not just about offering flexible hours, home-office options, or part-time roles. What matters most is a culture of openness, respect, and appreciation within the firm. It should be a given that female lawyers, like their male colleagues, are recognized and valued for their professional expertise, dedication, and performance.
Providing trust, support, and constructive feedback is key to boosting motivation and helping young lawyers find joy in their work.
To foster this enthusiasm, women should be entrusted with meaningful cases and offered clear development paths. Female lawyers must be treated as equals, not second-class professionals. The legal profession will only captivate more women if they work in an environment characterized by openness, mutual respect, and trust—this is the case within the family law department at activelaw.
What advice would you give to young women at the beginning of their careers?
My most important piece of advice: "Do what brings you the most joy!"
Many women, despite their excellent education, lack confidence in their professional skills in a male-dominated field. Others worry that the heavy workload won’t allow for a balance between family and career. These concerns are understandable.
Still, I encourage every woman to pursue law if it's the career that excites her most. I’ve always had role models—two amazing women who are successful lawyers, mothers, wives, diligent and focused, always looking ahead. They’ve mentored, supported, and inspired me, and they continue to do so.
It’s also crucial to connect with other women and build networks. Especially in a large, multidisciplinary firm like activelaw, there are countless development opportunities and the joy of working in an incredible team every day.
How do you perceive gender distribution at activelaw?
At activelaw, there are currently 29 male lawyers compared to 8 women. All partners are men. Still, gender has never influenced how I experience my daily work. No male colleague has ever made me feel inferior. What matters is that activelaw values not only professional competence but also reliable, trust-based collaboration and a flat hierarchy. We treat each other as equals.
How does your employer support you in balancing family and career?
My work at activelaw shows that family and career are not mutually exclusive. Family planning should never mean abandoning your career ambitions. Of course, like any job, practicing law requires balancing personal and professional demands. Support from a partner and quality childcare are essential.
Activelaw supports this balance by offering flexibility in working hours and location—including home-office options, even when a child is unwell. I feel fortunate to be able to experience and embrace both worlds.
How do you manage the balance between work and personal life?
Balancing work and personal life is a challenge for any woman—including me. I am a wife and mother, and I also practice family law with great passion and joy.
To make this work, I rely on a flexible working schedule and remote work options. This allows me to prioritize both professional and personal commitments. Although I don’t always manage to limit my work to fixed hours and sometimes respond to emails or client calls outside of regular times, it’s important to me to carve out time for my family, friends, and hobbies.
How do you handle gender stereotypes in your daily work?
Dealing with stereotypes requires a blend of confidence, humor, and support from one’s professional environment.
In my experience, stereotypes rarely play a role in daily office life because we female attorneys prove ourselves through confident communication and strong performance. If stereotypes do arise, I defuse them with a lighthearted comment—without being confrontational. When necessary, conversations with our women’s representative, management, or supervisors can be helpful as well.
