Success has no gender.
Professional success is not a male phenomenon. In business we increasingly see women in top positions, on executive boards, supervisory boards and in management.
Success has no gender.
Professional success is not a male phenomenon. In business we increasingly see women in top positions, on executive boards, supervisory boards and in management.
And in major German law firms? Each year roughly as many women as men enter the profession, yet according to the Allbright Foundation (2025) only around 16 percent of partner positions are held by women. On the boards of the 40 DAX companies the figure is 26 percent.
Why is that? More women than men pass the second state examination, but more men aspire to partnership. Many firms say they would like more women partners, often adding that the women simply have to want it themselves. Structural barriers are rarely mentioned.
Does it have to stay this way?
I don't think so.
Typical challenges,
and what you can change:
- Regardless of exam grades and performance, many women lawyers report recurring patterns:
- Doubt about one's own prospects, even though the chances are objectively very good.
- Holding back on salary and entry, for fear of appearing demanding or inappropriate.
- Achievements that remain invisible because they are not named in the promotion review.
- Ideas that only gain recognition once a male colleague repeats them.
If instead you …
- want to be perceived by clients and colleagues as professionally strong, self-assured and assertive,
- seek the same visibility and recognition for your expertise as your male colleagues,
- want to shape your path without constant self-doubt and with a clear strategy,
… then targeted coaching alongside your career can make the difference.