Legally Blonde: Women in Law

1 day ago

4 min read

By Anna Davidson

With the graduation of the Class of 2026, you may find yourself questioning your own pathway after Loreto. Why not draw inspiration from our very own school musical, Legally Blonde?

Just in case you’re unfamiliar with the iconic 2001 film ‘Legally Blonde,’ soon to be performed on the Loreto stage, here’s a summary:

The movie follows sorority girl Elle Woods, who’s dumped by her boyfriend due to her “lack of seriousness,” as Elle places a high value on her appearance rather than her academic life. In an attempt to prove herself and win him back, she studies hard and gets into the same law school as him– Harvard! However, throughout her journey, she discovers a true passion for law and begins to excel in the field, ultimately breaking sexist stereotypes.

While Elle is initially hyper-focused on beauty standards and chasing after an uninterested man, she transforms into a feminist icon as she repeatedly subverts the “dumb blonde” stereotype. Elle’s determination to succeed in the traditionally male-dominated industry of law quickly overrides any male-centered motivations as she establishes her true worth and independence through her success in the courtroom.

“If I’m gonna be a partner in a law firm by the time I’m 30, I’m going to need a boyfriend who’s not such a complete bonehead.” – Elle Woods (2001)

It’s safe to say ‘Legally Blonde’ serves as a feminist classic, influencing girls from the early 2000s through to today. Despite the prejudice she consistently faces for placing value on her appearance, on the surface presenting as the “superficial vapid blonde” character, she always stays true to herself and displays enormous resilience. She combines traditional “femininity,” a strong sense of fashion, and a love for the color pink with intellect, intuition, and determination. Elle proves that exhibiting traits typically seen as “hyper-feminine” does not equal incompetency in the workplace. Or, more specifically, the courtroom.

But how does this link to current Australia and the role of women in the law career?

Well, 63% of Australians believe we are close to achieving or have already achieved women having the same rights, opportunities, and outcomes as men. However, this is not the case within the law profession, as higher-level leadership positions remain dominated by men, despite the majority of Australian undergraduate and postgraduate law students being women.

International Bar Association president, Claudio Visco highlights, “Today in Australia most law students are women, and although the proportion of women at senior levels has increased over time, it still does not reflect the overall proportion of women lawyers.”

There is a notable gender leadership gap in law due to the increased amount of structural barriers women face, where social and economic factors combine to reduce access to success within the workplace.

Professor Meraiah Foley, academic director of equity, diversity, and inclusion at the University of Sydney Business School, states that “significant gendered inequalities exist in the legal profession.” These include and are related to “sexual harassment, bullying, access to prestigious cases and projects, treatment from clients, promotion opportunities, and support for work-life balance.”

The majority of modern-day society still upholds traditional household roles regarding the role of women compared to men– women are expected to take on the burden of domestic work as well as formal work, while men are not.

As a member of the Australian Centre for Gender Equality and Inclusion at Work, Foley adds that the structure of the legal profession, rather than being outcomes-based, rewards “the person who can work the longest.” This is “often gendered because it disadvantages people with caring responsibilities– which, in theory, could be anyone, but in practice is still predominantly women.”

Higher-level leadership in Australian law is not only overwhelmingly male, it is also overwhelmingly white. Women from diverse backgrounds only make up a fraction of senior law firm partnerships, corporate general counsel roles, and executive board positions.

A Woman of Colour in the Workplace report, published October 2024, illustrates the outdated nature of “traditional White models of leadership, management, and organisational structures.” They also acknowledge the additional burden of domestic work, where 54% of women of colour have caring roles that are not adequately accommodated for by the rigidity of current workplace policies.

For women of colour, the top 3 reasons to leave their employer are:

A lack of career progression and opportunities
Discrimination, racism, and bias
Job insecurity and temporary positions

A 2024 research paper by Diverse Women in Law uncovered that practitioners with non-Western accents were 30% more likely to face career obstacles, exemplifying the added systemic pushback women from diverse backgrounds contend with.

It’s important to note that without intersectionality, the fight for gender equity can compound harm as racism is the leading form of discrimination faced by women of colour. Therefore, there is a strong need for an intersectional lens in the fight for gender equality in the law profession, especially through representation and diverse initiatives or policies.

Of course, it’s important to acknowledge and celebrate the immense amounts of progress that have been made in gender equality within the Australian law profession, but it is crucial that we continue to analyse statistics to identify hidden inequity and continue to dismantle patriarchal structures.

So, just like Elle Woods (although hopefully with different initial motivations), if you wish to enter the legal profession, aim high, work hard, and channel Elle’s resilience in dodging any curveballs thrown your way. Through this, sexist stereotypes and societally ingrained gendered barriers can be broken down as women strive for gender equality within the workforce.

“You got into Harvard Law?”

“What, like it’s hard?” – Elle Woods (2001)

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