MLM76 CARPENTERS Supplement web

WOMEN IN LAW

SUPPLEMENT

WELCOME

Hello and welcome to this special supplement of Modern Law Magazine,

celebrating Women in Law!

I’m delighted to introduce this special supplement, proudly sponsored by

Carpenters Group, which celebrates and elevates the phenomenal women

shaping today’s legal profession.

Within these pages, we shine a spotlight on the stories and advice of women

who are not only excelling in their fields but also forging paths for others to

follow. Their journeys are powerful reminders of how far we’ve come in building

a more inclusive and representative profession.

Yet, as we reflect on this progress, we must also recognise the challenges

that remain. Global attitudes toward inclusion are increasingly volatile, and

the gains made are not guaranteed. Inclusion is rightly seen as a strategic

imperative, but it remains vulnerable to political shifts and economic pressures.

That’s why it’s more important than ever to seek out and share the stories that

inspire us and where we can, help others to succeed.

The legal profession, like any profession, thrives when it reflects the diversity

of the world it serves.

I hope this supplement energises and empowers you, just as it has me.

Happy reading!

Lynda

Lynda Thwaite

Head of Brand, Marketing & Communications, Carpenters Group

2 Carpenters Group Supplement

INTERVIEWS

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“You Belong Here”: Donna Scully on Championing Women in

Law

Donna Scully of Carpenters Group shares her mission to

drive gender equity in law through visibility, inclusion, and

empowering women to lead with confidence.

Shaping the Future of Funds: How Veronica Aroutiunian Is

Redefining Legal Practice in a Changing Industry

Veronica Aroutiunian shares her rise from immigrant roots to

top lawyer and her work shaping future fund structures.

Breaking Barriers in Law: An Interview with Salma Maqsood

Salma Maqsood shares her journey from state school to solicitor,

driven by resilience and a mission to champion inclusion in law.

“We Are One World”: Professor Sara Chandler on Justice,

Courage and Leading Change in Law

Professor Sara Chandler KC (Hon) shares her journey from

qualifying at 49 to championing human rights and inclusion in

the legal world.

From Chemistry to Chambers: Sarah Khan-Bashir MBE on Purpose,

Representation and Changing the Face of Family Law

Sarah Khan-Bashir MBE shares her unconventional journey into

law, founding SKB Law to offer inclusive family legal support

and mentoring over 200 young people through her SKB

Academy.

Celebrating Women in Law – A Conversation with Donna

Richards, CEO, Carpenters Group

Donna, CEO of Carpenters Group, reflects on her journey from

CFO to CEO and her mission to drive inclusive, future-focused

leadership in law.

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Mind the (Gender) Gap - Sarah Pickerill, Head of People,

Carpenters Group

Carpenters Group backs gender equality with female-led

leadership and a push for faster change across law.

Proud to Lead, Proud to Support – A Woman’s Voice in Law

and Insurance

Marking 20 years at Carpenters, Joanne Haslam reflects

on a career of growth, inclusion, and championing the next

generation in law and insurance.

Rising Stars at Carpenters Group

At Carpenters Group, we celebrate rising talent. Meet four future

leaders as they share their journeys and inspirations.

Proud of Our Progress - Carol Hopwood, Head of Serious

Injury, Carpenters Group

From Bootle to the boardroom, a 30-year legal career built on

purpose, resilience, and a mission to mentor the next generation

of women in law.

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Grace Under Pressure - Ann Allister, Technical Director, Serious

Injury, Carpenters Group

In catastrophic injury law, pressure is constant—but for this

seasoned practitioner, empathy, resilience, and a drive for justice

make it a purpose, not a burden.

“I Was Not Built to Break”: I. Stephanie Boyce on Resilience,

Representation and Rewriting the Rules of Leadership

I. Stephanie Boyce rose from a council estate to lead the Law

Society, championing true representation and shifting power in

the legal profession.

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“We All Have a Role to Play”: Dana Denis-Smith on Legacy,

Leadership and the Future of Women in Law

Dana Denis-Smith reflects on her groundbreaking work

championing women in law, the legacy of the First 100 Years

project, and her vision for a more inclusive future as incoming

President of the Law Society.

Carpenters Group Supplement 3

“You Belong

Here”

Donna Scully on Championing Women in Law


Donna Scully, Owner and Director at Carpenters Group, reflects on the power

of visibility, the necessity of flexible and inclusive workplaces, and her mission

to ensure women across the legal profession, especially those from

non-traditional paths, can lead with confidence and thrive without

compromise. In this inspiring interview, she shares her journey, her advocacy,

and why true gender equity in law needs both courage and collaboration.

QWhy do you believe it’s important to celebrate and

highlight women in the legal profession today?

ABecause visibility matters! Celebrating women in law

not only honours the incredible talent and resilience

we see every day, but it also sends a powerful

message to the next generation: ‘you belong here’.

The legal profession has come a long way, but we’re still

on a journey, and shining a light on women’s achievements

helps pave the way for more inclusive progress. There are

more and more women in very senior positions, winning

awards and trailblazing the way for younger women coming

after them. We need to celebrate that, and them, especially

older women who will have found it so tough when the legal

profession was much more male dominated, and before Me

Too.

QAs someone who works closely with the legal sector,

what unique perspectives have you gained on the

challenges and opportunities for women in law?

AI’m a lawyer and I worked really hard, taking a nontraditional

route, to become one. Working alongside

fellow legal professionals, I’ve seen firsthand how

women often bring a unique blend of empathy, tenacity, and

strategic thinking to the table. That said, I’ve also seen the

hurdles, whether it’s balancing career progression with family

life, or navigating environments that haven’t always been

built with women in mind. Don’t get me started on golf days!

I have come across both sexual discrimination and sexual

harassment in my time and I am determined to try to

make sure younger women coming after me don’t have

to experience it too. The opportunity lies in continuing to

challenge the old norms and creating spaces where women

can thrive without compromise. I am a mum of twin boys,

well, men now, and I know only too well how tricking the

elusive balance is. We have to create workplaces that are

flexible, inclusive and supportive as that is where women

thrive, in fact, it’s where everyone thrives.

QWhat advice would you give to the next generation

of women looking to make their mark in the legal

industry or related fields?

ABe bold, be curious, and back yourself. Find

something you love and it will give you job

satisfaction. Don’t wait for permission to speak up

or step forward. Build your network, seek out mentors, and

never underestimate the power of your own voice. And

remember, resilience is a muscle; the more you use it, the

stronger it gets. I’d also say don’t be afraid to ask other

women for advice and support as those of us who have been

around a lot longer want to help. I always say to younger

women I mentor, be yourself! Sounds so easy and logical

but it’s very tough, especially if you come from an ordinary

background, have taken an untraditional route to law or

suffer from imposter syndrome (who doesn’t!). We are all

unique, we have our own story, strengths and personality.

Own it and show it!

QWhy is it vital that firms across the legal industry

actively champion and support the progression of

women?

ABecause diversity isn’t just a buzzword, it’s a business

imperative. When firms support women, they unlock

broader perspectives, better decision-making, and

stronger client relationships. It’s not just the right thing

to do; it’s the smart thing to do. If you look at Carpenters

Group, now 30 years old and counting, we have 50/50

women/men with virtually no gender pay gap. This has been

achieved by acknowledging and introducing flexibility early

on, meritocracy, an open mind and offering in-house, paid

for training, which a lot of women took up. So, our gender

balance is part of our values, culture and DNA. I believe it is a

huge part of our success and makes us who we are.

QIn your view, what changes still need to happen to

make the legal sector truly inclusive and equitable

for women?

AWe need to move beyond policies and into practice.

Walk the talk. That means flexible working that’s

genuinely embraced, leadership that reflects the

diversity of the workforce, and a culture where inclusion

is embedded—not just encouraged. It’s about creating an

environment where women don’t just survive—they lead. I

also think we need more men to support gender initiatives

- this won’t work if we exclude men, we need them to stand

with us and help solve the problem together. That is when

the magic happens.

QHow does Carpenters Group support gender

diversity, and what initiatives are you most proud of

in driving positive change?

AAt Carpenters Group, gender diversity isn’t a tickbox—it’s

part of who we are. So, the most powerful

thing we do is not an initiative - it is simply who

we are and how we behave. I’m proud that women are

represented at every level of our business, including senior

leadership. We are 50/50 - not by force but because we

live and breathe inclusion and the data supports us. We

champion social mobility, flexible working, support career

development through mentoring and training, and foster a

culture where everyone’s voice is valued. Women and men

work well at Carpenters, we respect and value our differences

and know that we all need each other, whatever our sex, to

thrive.

Donna Scully,

Owner/Director, Carpenters Group


SHAPING THE

FUTURE OF FUNDS:

How Veronica Aroutiunian Is Redefining Legal

Practice in a Changing Industry


Veronica Aroutiunian, recognised as one of Luxembourg’s leading lawyers in

investment funds, has carved an impressive path from immigrant beginnings to

partner at a top global firm. In this interview, she discusses how resilience, a love

of history, and a deep commitment to her clients has driven her success, and how

she’s helping shape the next generation of retail-friendly fund structures in an

evolving global market.

QWhat inspired you to become a lawyer, and

what led you to specialise in investment funds?

AI actually initially pursued history at university,

as I’ve always been fascinated by how societies

and ideas evolve over time. However, I soon

realised I wanted a path that combined analytical depth

with practical impact, and law offered exactly that. My

interest in international matters and finance led me

to specialise in investment funds, a field where legal

expertise directly shapes economic activity and global

investment flows. It’s a sector that constantly challenges

and rewards curiosity, precision, and creativity.

QYou’ve achieved a lot at a young age. What has

helped you succeed in your career so far?

ABeing a first-generation immigrant has shaped

my entire approach to life and work. Arriving

in a new country as a teenager, I had to quickly

learn not only new languages but also how to adapt

to a completely different culture and environment.

This experience taught me resilience, flexibility, and

determination from an early age, qualities that have been

essential in my career. Combined with curiosity, a strong

work ethic, and a drive to deliver practical, high-quality

solutions for clients, this foundation has helped me grow

and succeed in a demanding and dynamic profession.

QWhat do you enjoy most about working with

your clients?

AFor me, this profession is, above all, a people

business. I genuinely enjoy the diversity of

individuals in the investment funds industry, their

backgrounds, perspectives, and ambitions, which makes

every interaction dynamic and enriching. What I find

most rewarding is building trusted relationships and

collaborating closely with clients to navigate complex

legal and strategic challenges, turning uncertainty into

clear, workable solutions. Helping them achieve their

goals, whether it’s launching new financial products

or entering new markets (such as retail offerings of

alternative funds), gives real purpose and meaning to my

work.

areas such as AI, is becoming an essential component

of both fund operations and investor engagement. This

shift impacts my practice by creating new opportunities

to leverage my retail funds experience and strong

regulatory expertise, areas that are increasingly

important as fund structures evolve. With a background

spanning both private and liquid fund strategies, I

am well equipped to advise clients on the formation

of semi-liquid retail funds. These developments call

for a nuanced, forward-thinking approach to fund

structuring—one that I consistently bring to every client

engagement.

QAs a woman in a senior role, have you faced any

challenges, and how have you overcome them?

AAs with many women in senior legal roles, there

have been moments when proving capability

and earning trust required persistence. I’ve

approached this by focusing on delivering consistent,

high-quality work and building strong, authentic

relationships with clients and colleagues. Seeing women

in leadership roles at our clients’ firms has also been a

powerful source of inspiration and a reminder of how

vital it is for women to support and uplift one another,

this truly helps me keep the motivation throughout my

career.

QYou have a busy career, how do you like to relax

and recharge outside of work?

AI like to find balance by diving into things a bit

less grounded than law, namely art, literature,

and good food. Paris is my go-to destination for

weekends filled with museums, theatre, and exhibitions.

When I’m not out and about, I love getting lost in

biographies of famous painters, writers, and historical

figures, they always give me fresh inspiration and new

perspectives. And when I want to completely switch off,

following football championships is my guilty pleasure

that never fails to recharge me. Can’t wait for the 2026

World Cup!

Veronica Aroutiunian,

Partner,

Loyens & Loeff Luxembourg

QWhat changes are you seeing in the investment

funds industry, and how do they affect your

work?

AOne of the most significant shifts in the

investment funds industry is the growing

retailisation of alternative assets. A new

generation of investors is seeking access to private

market strategies that were traditionally limited to

institutional players. This generational change is not

only expanding the demand for semi-liquid and retailfriendly

fund structures but is also driving greater focus

on ESG principles, as these investors increasingly value

sustainability and impact alongside financial returns. At

the same time, technological innovation, particularly in


Breaking

Barriers

in Law:

An Interview

with Salma

Maqsood

From the classrooms of a state school

to the halls of The Law Society,

solicitor Salma Maqsood has carved

out a legal career defined by resilience,

purpose, and representation. In this

candid interview, she reflects on

her inspirations, the challenges of

navigating a traditionally exclusive

profession, and her mission to

champion diversity and inclusion

within the legal industry.

QWhat inspired you to become a lawyer, and what

has your journey in the legal profession been like so

far?

AMy journey towards becoming a lawyer was inspired

early on by my mother, who taught me and my

siblings the history of Pakistan. I was especially

captivated by the life and legacy of Muhammad Ali Jinnah,

the founder of Pakistan, who became the only Muslim

barrister in 1897 London at the age of 20 and a member

of Lincoln’s Inn. His story left a lasting impression on me. It

showed me that the study of law is not just a profession but

a powerful means to bring about meaningful and positive

change in the world.

As a woman, I was particularly moved by Jinnah’s words:

“There are two powers in the world; one is the sword and the

other is the pen... There is a third power stronger than both,

that of the women.”

These words resonated deeply, especially growing up in

England during a time when racial tensions were high. I

realised that in order to protect my family, I first needed to

understand our rights and the law.

Pursuing a law degree was not an easy path, but I was

fortunate to have the unwavering support of my father.

He recognised my ambition and helped me overcome

the societal challenges and criticism I faced. With his

encouragement, I was able to stay committed to my goals,

and his support has remained a cornerstone of my legal

journey ever since.


will undoubtedly face challenges, whether it is imposter

syndrome, bias, or balancing personal and professional

responsibilities. Take each of those moments as a chance to

grow and build resilience.

Whenever self-doubt creeps in, remember you belong in the

room. The legal world needs diverse voices, experiences, and

perspectives to change it for the better. Keep going. Your

presence matters.

QHow do you think the legal profession is changing for

women, and what still needs to improve?

A

The legal profession has made encouraging progress

for women in recent years. According to the SRA,

women now make up 62% of solicitors, and their

presence in law firms has grown from 48% in 2015 to 53%

today. This shift shows that the value of diverse voices and

perspectives is finally being recognised and embraced.

That said, there is still a long way to go. Women remain

significantly underrepresented at the top levels, with only

around a third of full-equity partners being women. The

gender pay gap also remains a real issue, with women earning

on average 10% less than their male counterparts. These gaps

remind us that equality is not just about numbers. It is about

opportunity, recognition, and fairness.

QWhat has it been like being a woman in the legal

industry? Have you faced any particular challenges

along the way?

ABeing a woman in the legal industry has come with

its share of challenges, particularly as someone from

a non-traditional background. I am a daughter of

immigrants, attended a state school, did not go to a Russell

Group university, and had no professional connections

to help secure a training contract. I sent out over 100

applications before finally securing one.

Despite these obstacles, I qualified as a solicitor, successfully

changed my area of practice, navigated the impact of

the 2008 property crash, and raised a family, all while

continuing to build my career.

These experiences have made me passionate about

encouraging others from underrepresented or

disadvantaged backgrounds. I want to show that, regardless

of where you start, perseverance and determination can

lead to success in this profession. Representation matters,

and I hope my journey can help inspire the next generation

of women in law.

QWhat advice would you give to young women

thinking about a career in law today?

ADo not let where you start define where you can go.

The legal profession can feel intimidating, especially

if you do not come from a traditional background or

lack connections. I know what it is like to receive rejection

after rejection, and I also know the strength it takes not to

give up.

Law firms need to do more to support women throughout

their careers. Flexible working arrangements, meaningful

parental leave policies, and a culture that genuinely values

work-life balance are essential. Equally important is increasing

the number of women in leadership positions, not only to

reflect true equality but to inspire and pave the way for future

generations of women lawyers.

Progress has been made, and it is worth celebrating, but we

must keep pushing to create a profession where women can

thrive, lead, and shape the future on equal footing.

QWhat has been your proudest moment as a woman

working in law?

AMy portrait being included in the cohort of Social

Mobility Ambassadors displayed at The Law Society.

To know that a portrait of a South Asian, Muslim, Hijabi

woman hangs in the entrance of The Law Society is deeply

meaningful. Throughout my journey, I

encountered very few role models

who looked like me, so this

representation carries immense

significance. It symbolises

progress and possibility,

and I hope it encourages

and inspires people

from all backgrounds to

pursue a career in the

legal profession.

Salma Maqsood,

Partner, THRINGS

Work hard, stay focused, and be unapologetic about

your ambition. Surround yourself with mentors and peers

who uplift you. A good support network is so important.

Also, be prepared to be your own biggest advocate. You


"We Are One World":

Professor Sara Chandler on Justice,

Courage and Leading Change in Law

In this powerful and

personal interview,

Professor Sara Chandler

KC (Hon) reflects on

her extraordinary legal

journey, from qualifying

as a solicitor at 49 to

defending human rights

on the international stage.

She shares her thoughts on

equality in the profession,

the life-saving impact of

the Colombia Caravana,

and how women in law

can lead the charge for

genuine inclusion.

QYour journey to qualifying as a

solicitor at the age of 49 is both

inspirational and unconventional.

What would you say to women who are

considering a legal career later in life or

through non-traditional routes?

AYour life experience will be an

advantage in navigating the legal

world. I felt like an outsider at first,

but I soon realised that I had perspectives

and an understanding of people that

enabled me to walk through doors which

at first appeared closed. Stay true to

who you are and value the path you have

taken to join the legal profession. People

will be interested in what you have done

before, so enjoy those conversations. You

will meet many interesting people along

the way.

QThroughout your career, you

have worked with some of the

world’s most at-risk human rights

defenders, particularly in Colombia.

What keeps you motivated in the face of

such danger and adversity?

AI am inspired by the courage of

the defenders I meet, ranging from

judges and lawyers to community

leaders and activists. Their bravery in

the face of imprisonment, torture and,

in some cases, assassination, is a lesson

for all of us. Just yesterday, I sat next to

a judge from Tunisia who has faced the

worst forms of treatment for defending

the unpopular, beginning with dismissal

along with many other judges. I also met

three Tunisian lawyers who spoke about

their experiences, one of whom was

forced into exile after imprisonment. We

were honouring Ebru Timtik, a Turkish

lawyer who died while on hunger strike

for a fair trial.


The first woman I met from Colombia

in 2003 told me about the hundreds of

lawyers who had been killed, and how

international support, particularly scrutiny

and publicity about what happens in

Colombia, saves lives. I always remember

that when I face what seem like

insurmountable challenges.

QAs the first woman elected

President of the Federation of

European Bar Associations, how

did you navigate a space traditionally

dominated by men, and what progress

have you seen for women in legal

leadership roles since?

AI first attended a meeting of the

Federation (FBE) in 2000. At

that time, it was very much male

dominated. I later returned as a member

of the Human Rights Commission and,

in 2010, became its President. What I

noticed then was that although there

were women working within commissions

and contributing from the floor, they were

not represented on the platform. Change

came gradually, for example with just one

woman included on a panel.

In order for a woman to be elected

President, she needs to be visible.

As President of the Human Rights

Commission, I became visible through

regular reports and updates delivered

at all congresses. To support progress,

the FBE now ensures there is greater

equality in the makeup of panels. I served

as President in 2017 to 2018. I was not the

last woman to hold that role; there have

been three more since. However, in the

past year, there have been four men and

only one woman in the Presidency. Since 1

June, the Presidency comprises five men.

The FBE supports the international

Women Leaders in Law initiatives,

including annual conferences that bring

women together to discuss change in

the international legal community. Many

of the women delegates are also Deans

of their Bar Associations, and they face

significant time pressures juggling their

roles as Deans, lawyers, mothers and

international representatives. Younger

women are increasingly getting involved

in FBE commissions and are being

encouraged and supported to consider

the Presidency as a career goal.

QYour career has spanned legal

education, pro bono practice,

policy, and frontline human rights

work. How do you see these strands

interconnecting in the fight for access to

justice and equality under the law?

AI have always integrated these

areas throughout my career,

finding natural links between

them. For example, in legal education, I

worked in the same way as I did in Law

Centres, fostering the same ethos among

students: a commitment to access to

justice for those who cannot afford legal

support. Respect for others, especially

those in need of help, is fundamental to

the ethos of the legal profession.

I was fortunate to be active in the Law

Society, becoming Chair of the Young

Solicitors Group in 1999 and later serving

on the Human Rights Committee and

the Housing Law Committee, at different

times. This enabled me to contribute

to policy work, representing the views

of Law Society members. I took part in

meetings with parliamentarians, including

the All-Party Parliamentary Group on

Human Rights, and even attended a

meeting at 10 Downing Street with Prime

Minister Tony Blair as part of a Law

Society delegation on access to justice.

Now that I work in legal education, I can

encourage students to get involved in

access to justice and human rights. I am

proud that some of them participate

in the Colombia Caravana’s human

rights work, and two have even joined

international jurists’ delegations to

Colombia. Equality under the law is

central to tackling discrimination. Access

to justice must include pro bono work,

and a lawyer’s pro bono commitment

should begin as early as possible in their

career. Human rights work is intrinsically

connected to access to justice and

defending the rule of law.

QThe Caravana Internacional de

Juristas has been life-saving

for many Colombian lawyers.

What impact has this work had on you

personally, and what can the UK legal

profession learn from your international

human rights work?

AI am humbled by the courage of

the Colombian lawyers I have met.

I have read death threats they

received, not only against themselves

but also against their children. The

international legal community can learn

a great deal from these brave individuals

and the people they defend, including

indigenous leaders, women activists, and

the mothers of children forcibly recruited

into paramilitary groups.

There are many links we can make. For

example, we can learn more about the

indigenous defenders of the environment,

including those protecting the Amazon

rainforest, which is the world’s largest

green lung and vital to us all. In our legal

work here in the UK, we too can take

action to protect the environment in

various ways.

Even though we may seem far removed,

UK lawyers should consider the

international dimension of their work,

whether in their individual practice

or through the collective impact of

their firms. Many firms have corporate

responsibility programmes, and these

should include a focus on international

human rights. We are one world, and we

can all contribute to making it better.

QAs a previous Chair of the Law

Society’s Equality, Diversity

and Inclusion Committee, what

urgent changes are needed to achieve

genuine inclusion, and how can women

in law lead that change?

AI completed my term as Chair

of the EDI Committee on 31

August 2024, and I now serve

as immediate past Chair. In light of the

increasing challenges to inclusion and

diversity, particularly those seen in the

United States, it is more important than

ever to maintain a strong and visible

commitment to equality. We must

take a firm stance against all forms of

discrimination, as I believe we are likely to

see a rise in prejudice based on gender,

race, sexuality, disability and age.

The conversation needs to broaden. We

must reach those in positions of power,

as well as the people who elect them.

Women in law have a crucial role to play

by taking the lead: organising events

that bring people together, sharing ideas

and energy, and involving men who

understand the importance of being

allies. By working together, we can create

an inclusive and supportive environment

for younger women and anyone facing

discrimination. We should not be afraid to

speak openly. When women join forces,

we have a powerful impact, shaped by

our own experiences and by learning

from one another.

Professor Sara Chandler KC (Hon)


FROM

CHEMISTRY TO

CHAMBERS

Sarah Khan-Bashir MBE on Purpose,

Representation and Changing the

Face of Family Law

Sarah Khan-Bashir MBE didn’t grow up dreaming of a legal career. With

a science degree and an early role in the agricultural chemicals industry,

the shift to law came later, and not without its challenges. As a visibly

under-represented woman in the profession, she carved out her own path,

founding SKB Law to offer culturally sensitive legal support in family law,

particularly for Muslim clients navigating issues like Nikah and Mahr.

Now a respected solicitor, business leader, and mentor, she’s also helped

over 200 young people from disadvantaged backgrounds gain crucial work

experience through the SKB Academy. In this interview, Sarah reflects on

her unconventional route into law, the importance of inclusivity, and how

flexibility and purpose have shaped her success.


QYou started your career in science, not law.

What made you switch, and how did you

find those early days in the legal world?

AMy first degree was in Chemistry and I worked

for a company that specialised in agricultural

chemicals. I loved that job, but quickly realised

I didn’t want to be stuck in a lab for the rest of my

career. My husband was a lawyer and suggested I try

law. I completed the conversion course at Leeds and

really struggled for the first three months. It was so

different to chemistry. Eventually the penny dropped,

and I completed it with a distinction. I learnt that my

logical training in Chemistry actually complemented

my approach to legal problems.

Q

You’ve faced rejection and underrepresentation

in your journey. How have

those experiences shaped the kind of leader

you are today?

AThey stay with me today. The fact that there

were not many prominent Asian Muslim

female lawyers I could relate to or seek

mentoring from was a challenge. I did, however, have

great support from those around me — from my

first boss, to the barristers and solicitors I worked

alongside, and of course my husband, who once

bought me the Family Court Practice book for my

birthday!

QSKB Law is known for understanding cultural

traditions like Nikah and Mahr. Why is it

important for lawyers to be aware of cultural

differences in family law?

ABeing involved in the legal system is daunting

enough. My goal is to improve access to the

law. If we don’t take time to understand the

full picture, including someone’s cultural, religious

or community context, then we can’t truly support

them. I see too many clients who have secured a civil

divorce but are still in limbo because their religious

marriage hasn’t been resolved. I couldn’t just walk

away from that. We believe in giving clients clarity

and options that reflect all aspects of their situation.

That’s what good family law should do.

QYou’ve helped over 200 people gain work

experience through the SKB Academy. What

inspired you to start this, and what does it

mean to you?

AI can’t forget how it was for me, and the

countless applications I made for work

experience. It was, at times, soul-destroying

after all the effort of qualifying. I made a conscious

decision that I would help address the wider issue

around obtaining quality work experience. Most

businesses can do this.

QYou’ve been praised for running an innovative,

flexible law firm. What changes have made the

biggest difference for your clients and your

team?

AAllowing remote working, creating an inclusive

work culture, and offering flexibility for the

team have been the most beneficial elements in

ensuring good client care, which is our main priority.

These internal changes mean our team can work in a

way that supports their wellbeing and performance,

which directly improves the service we provide to

clients.

QWhat advice would you give to young women

entering the legal profession, especially those

who don’t see many people like them at the

top?

AThe best advice would be to network and make

good connections. Don’t ever be afraid to ask

for help or advice. Try to find a mentor you have

a good rapport with. In my experience, people are more

than happy to help if you reach out. Also, don’t be

afraid to do things differently. Fresh ideas and different

perspectives are valuable, and you don’t have to follow

the exact path others have taken to succeed.

Sarah Khan-Bashir MBE,

Founder & Solicitor, SKB Law



CELEBRATING

WOMEN IN LAW

A Conversation with Donna Richards,

CEO, Carpenters Group

As CEO of Carpenters Group, Donna leads with purpose, resilience, and a

deep commitment to inclusivity. With over two decades of experience in

strategic and financial leadership, she reflects on her journey from CFO to

CEO, the evolving role of women in law, and how Carpenters is championing

opportunity, diversity, and future-focused leadership across the legal sector.

Celebrating Women in Law

The legal profession has made significant strides in

recognising and celebrating female leaders, and I’m

proud to say that Carpenters Group reflects that

progress. We’ve built a business where meritocracy

drives opportunity, and our gender mix from top to

bottom is something I’m incredibly proud of. However,

there’s still work to be done across the industry to

ensure that recognition is consistent and that women

are supported at every stage of their careers.

Challenges and Opportunities

Leadership comes with its share of challenges, and

as a woman, as a Mum, and now a Nan, in my earlier

career with less diversity I did feel that I had to make

choices, which at times were very difficult. However,

modern technology and working practices allow

people to really get the balance right. My advice to

aspiring women in law is to stay true to your values,

embrace agility, and never underestimate the power

of resilience. Surround yourself with people who

challenge and support you in equal measure. A great

support network at home and work is invaluable!

Inclusivity and Representation

At Carpenters Group, we’ve created a culture where

people can build careers they never thought possible.

We invest heavily in our people, champion social

mobility, and ensure that everyone, regardless of

background or gender, has the opportunity to thrive.

Our academies and hybrid working model support

learning, collaboration, and inclusiveness across the

business. Our people are the greatest asset of our

business!

Carpenters Group’s Commitment to Women

We’re committed to supporting women in law through

structured development, mentoring, and by creating

an environment where talent is recognised on merit.

Our leadership team reflects this commitment, and we

continue to invest in initiatives that promote equity

and opportunity for all.

Future Leadership and Mentorship

Mentorship has played a vital role in my journey, and

I believe it’s key to helping women rise to leadership

positions. We’re seeing a shift in how female leadership

is cultivated, there’s more openness, more support, and

a growing recognition that diverse leadership drives

better outcomes. At Carpenters, we actively encourage

mentoring relationships and knowledge-sharing across

all levels and allies of all genders are key to this

Your Personal Journey

My journey from CFO to CEO has been shaped by

defining moments—navigating the challenges of

Covid, embracing hybrid working, and leading through

change. I’m proud of how we’ve adapted, stayed true

to our values, and continued to deliver for our clients

and colleagues. Looking ahead, I want to leave a

legacy of growth, opportunity, and a business that’s in

high profit and high spirits. Helping others succeed has

always been my greatest motivation.

Donna Richards,

CEO, Carpenters Group


Grace Under

Pressure

In the world of catastrophic injury litigation, pressure

is not an occasional visitor, but rather it is a constant

companion. The cases are harrowing, the stakes are high,

and the emotional toll is profound. Yet, amid this intensity,

there are practitioners who carry the weight with a quiet,

unwavering strength.

I have spent in excess of two decades

representing individuals and families

whose lives have been irrevocably

altered by catastrophic injuries, by

sudden loss, by the kind of trauma

that leaves no part of life untouched.

These are not just legal cases; they

are human stories, often unfolding in

their darkest chapters.

People often ask how I manage the

pressure. The truth is, you don’t

manage it, you carry it. You carry it

because the people you represent

cannot afford for you to falter. You

carry it because they are trusting you

with the most painful moments of

their lives. And you carry it because,

in this profession, responsibility is not

a burden, it is a privilege.

Establishing trust with families is not

a procedural step. It is the foundation

of everything. It begins with

listening—truly listening—to their

fears, their grief, their hopes. It means

showing up with empathy, not pity;

with clarity, not platitudes. These

relationships are not transactional.

They are built on mutual respect

and a shared determination to seek

justice.

Despite the years, it does not get

easier. The stories do not lose their

sting. The grief does not dull. What

changes is your ability to hold space

for it all—to remain composed, to

think clearly, to advocate fiercely. You

do not harden, instead I would say

that you refine. You learn to be both

compassionate and clinical, to be

present without being consumed.

of compensation, but in restoring

dignity, in giving voice to their

experience, in ensuring that their

suffering is acknowledged and not

dismissed. That responsibility is what

gets me out of bed in the morning. It

is what keeps me up at night.

Women play a vital role in the

serious and catastrophic injury

legal world. We bring perspective,

emotional intelligence, and a

capacity for resilience that is often

underestimated. In a field that

demands both intellect and empathy,

our presence is not optional. It is

essential.

To those entering this profession:

know that the work will challenge

you, stretch you, and at times,

break your heart. But it will also

give you purpose as you can make

a difference and smooth what is a

truly difficult journey. And in the

quiet moments, when a client says

thank you, or when justice is served,

you will know that every ounce of

pressure was worth it.

Ann Allister,

Technical Director, Serious Injury,

Carpenters Group

I feel a profound responsibility to

secure the best possible outcome

for every client. Not just in terms

16 Carpenters Supplement

Group Supplement

I Was Not

Built to Break

I. Stephanie Boyce on Resilience,

Representation and Rewriting the Rules

of Leadership

Rules of Leadership

From a council estate to the presidency of the Law Society of England

and Wales, I. Stephanie Boyce defied expectations to become a

trailblazer in a profession steeped in tradition. As the first person of

colour and sixth woman to lead the Society, she reflects on resilience,

social mobility, and why true representation must be about more than

numbers, it must shift power, culture, and perception.

QYou’ve spoken candidly about the barriers

you faced entering the profession, from

growing up on a council estate to overcoming

rejection multiple times before becoming President

of the Law Society. What kept you going through

those setbacks, and how do you cultivate resilience

in the face of adversity?

AA belief and determination that every door

is open if you PUSH: you Persevere Until

Something Happens.

What kept me going was a deep belief that I had

something to offer, that I was not defined by where I

came from, but by where I was going, not prepared to

accept the narratives that others chose for me.

There were many times I could have given up such

as during the four attempts it took me to become

president of the Law Society or even to qualify as

a solicitor, but the more people have told me in my

life I couldn’t is the more I have been determined to

prove them wrong and with every setback, detour, and

rejection my resilience muscle grows stronger.

Rejection, as we know, can be crushing. And when you

don’t see people like you in the rooms you’re trying to

enter, it’s easy to question whether you belong. But I

reminded myself that every “no” brought me closer to

the “yes” that mattered.

Resilience is something you build over time. For me,

it comes from community, from faith, from mentors,

and from holding onto the purpose behind my journey.

I learnt to see obstacles not as dead ends but as

redirections.

Cultivating resilience for me, means acknowledging

your struggles, but not surrendering to them. Knowing

your own strengths and remembering I was not built

to break.

QAs the sixth female and first person of colour

president of the Law Society, you’ve broken

historic ground. What does meaningful

representation look like to you, not just in numbers,

but in culture, leadership, and influence within the

legal profession?

AMy leadership significantly reshaped

perceptions of what it takes to be a leader by

breaking historical barriers.

Representation is about more than just presence;

it’s about power, participation, and perspective. It’s

not enough to count how many women or people of

colour, or from underrepresented groups are in the

room, we need to ask: Are they heard? Are they seen?

Are they leading? Are their experiences shaping policy

and culture?

Meaningful representation means shifting not only

who is seen, but how they are valued. It’s about

building a culture that embraces difference, that

listens to the lived realities of those historically

excluded, and that sees diverse leadership as

essential, not optional.

It has been difficult to watch the rollback we have

seen around the diversity agenda, the discourse

that has spread like wildfire from across the pond to

pollute our shores and beyond. It is important that as

we navigate these changes, it’s crucial that we work

together, businesses, governments, and individuals to

ensure that the future of work is inclusive, sustainable,

and beneficial for all.

QDespite progress, women, especially women

of colour, are still underrepresented in senior

leadership across the legal sector. What

structural changes need to happen to ensure greater

gender equity, and how can law firms be held

accountable?

AThe issue is not talent, its access, retention,

and progression. We need to interrogate

the systems that reward the status quo

and penalise difference. That means transparent

recruitment and promotion processes, flexible working

that doesn’t come at the cost of career progression,

and data-led accountability.

Law firms and businesses must move beyond

performative diversity to measurable outcomes. That

means setting clear targets, publishing progression

data by gender and ethnicity, and linking leadership

bonuses to inclusion. If we don’t build accountability

into the system, inequality will continue to flourish in

the shadows.

I also want to address the issue of merit. To those who

continue to promote on ‘merit’, let’s be clear about

what merit is and what merit isn’t.

On merit is defined according to Collins Dictionary as:

“Your judgement is based on what you notice when

you consider them, rather than on things that you

know about them from other sources.”

The difficulty is merit isn’t always applied fairly

or equitably, and far too often merit is used as a

euphemism for ‘the best fit for the position’. When


promotions are driven by personal preferences

and biases disguised as merit, ultimately this does

not make good business sense. Failing to promote

inclusively undermines organisational success and a

loss of talent.

One action you can take is to regularly review your

promotion data to identify patterns of exclusion or

inequity and take corrective action where necessary.

QDuring your presidency, you were a strong

advocate for social mobility and diversity.

How can the legal profession better support

women from non-traditional or marginalised

backgrounds at every stage of their careers, from

qualification to partnership and beyond?

ATo be clear, I remain a strong advocate for

social mobility. I didn’t come from privilege or

have access to networks that would open doors

for me or at least tell me which doors to walk through.

I didn’t have connections in high places or a clear map

into the profession I now call home. And yet, here

I am, not because the path was easy, but because I

refused to accept other people’s narratives about who

I could be, or how far I could go.

That’s why social mobility matters to me.

Because talent exists everywhere, but opportunity

does not.

Support must begin long before qualification. That

includes outreach to schools, funding for legal

education, mentoring schemes, and demystifying the

profession for those without family connections. But it

doesn’t stop there.

At every stage, we need to remove the hidden

barriers: informal networks, unwritten rules, codes,

and assumptions about who fits in. Firms must

build inclusive cultures where difference is not just

tolerated, but embraced and rewarded. Those willing

to use their influence to open doors and make a real

difference.

QWhat advice would you give to a young

woman entering the legal profession today

who may feel that her background, accent,

ethnicity or financial circumstances are barriers to

success?

AYou are not a deficit. You are your own asset.

Your background, your story, your identity,

these are your strengths. They give you

a perspective that others may lack and that the

profession needs.

QIf you could paint an ideal picture of the

legal profession 10 years from now in terms

of gender equality and inclusion, what would

it look like, and what needs to happen now to make

that vision a reality?

AIn the workplace, discrimination against

women continues to be a persistent and

systemic issue. From gender bias in the hiring

process to unequal pay and limited opportunities for

advancement, women face a multitude of challenges

that can limit their ability to succeed.

Women make up half of the global population, but

yet we are still fighting to dismantle barriers that

hinder us from fulfilling our true potential. We still

face segregation in some communities, obstructed

from attaining an education, burdened with inferior

rights and subordination, and little or no access to

justice.

Half of women feel unsafe walking alone after dark

in the United Kingdom today. One in four women

in England and Wales will experience domestic

abuse in her lifetime. “Women are punished more

harshly for lesser offences, criminalised more

quickly, and suffer harsher consequences in terms

of housing, family support, economic impact, access

to and relationships with children, social networks,

employment and housing after prison.

As women we are leaders, politicians, orators, bosses,

business owners, in positions of prestige in the

community, head of our household, and more. Every

one of us has experienced life that test our soul, but

we are determined to not allow these experiences to

diminish our worth.

In ten years, I want to see a profession where

leadership is as diverse as society itself. Where it’s

no longer remarkable to see women of colour at the

top, because it’s become the norm. Where inclusive

cultures are not side projects but the foundations of

every organisation.

To get there, we must act now, collect and

publish meaningful data, fund equitable access

to the professions, create leadership pipelines for

underrepresented groups early and equitably, and

challenge bias everywhere it shows up.

This is not just a diversity issue. It’s a justice issue.

And it’s all of our responsibility to lead the change.

I. Stephanie Boyce FKC

Yes, the path may be harder. But do not let others limit

your ambition. Find your sponsors, mentors, allies,

friends who see your potential and uplift it. Speak

your truth, claim your space, and remember: you

deserve to be here, just as much as anyone else.


We All Have a

Role to Play

Dana Denis-Smith on Legacy,

Leadership and the Future of

Women in Law

Lawyer, entrepreneur and equality campaigner

Dana Denis-Smith reflects on a decade of progress since

launching the First 100 Years project. In this exclusive

interview, she shares the moments that shaped her mission,

her drive to build a more inclusive legal profession, and her

vision for the future as she prepares to become President

of the Law Society in 2027.


The First 100 Years campaign has played a pivotal

role in chronicling the journey of women in the legal

Qprofession. Looking back, what are the most powerful

moments or milestones that have stood out to you?

A pivotal moment was coming across the 1982

photograph of the late Dorothy Livingston as the only

Awoman partner at Herbert Smith in 150 years. This image

was the catalyst for me to take action and launch the project

in 2014. I wanted to ensure that 1919 would be recognised as a

significant milestone in the journey of women in law. Very few

people outside academia knew about the impact of the Sex

Disqualification (Removal) Act 1919 in making a legal career

possible for women.

Another discovery that left a huge impression was how many of

the ‘firsts’ are part of our generation’s story, and how important

it was to build a video archive of their biographies and stories.

This would leave behind a rich storybook for generations to

come, helping them place themselves on the historic timeline of

women’s contribution to the legal profession.

A personal highlight was commissioning and donating to the UK

Supreme Court its first artwork depicting women lawyers, now

proudly on display in Courtroom No. 2 – a lasting and visible

legacy of how much has been achieved in a century.

Your career in law has been marked by a deep

commitment to gender equality and innovation. What

Qinspired you to launch Obelisk Support and advocate for

flexible working in the legal sector?

A

I started Obelisk Support in 2010, just as the pressure of

increased global regulation following the 2008 banking

sector collapse, and the ensuing economic downturn,

began to take hold of many businesses. Many were struggling

to get their legal work done in a cost-effective way. It also

coincided with the Legal Services Act 2007 coming into effect

and more discussion around innovative solutions for the delivery

of legal services to help businesses access support earlier.

As many businesses were setting up offshoring and nearshoring

units to cut costs, I proposed a different view of outsourcing

via ‘homeshoring’. My idea was to utilise talented lawyers who

needed to work flexibly from home – many of them mothers

who, due to caring responsibilities, could not travel into offices

– to work on a more flexible and affordable basis for these

businesses. I believed Obelisk was delivering a win-win-win setup

that would help reduce costs while maintaining the quality of

work delivered.

I was motivated by seeing so many mothers leave the profession

because of a lack of flexible work opportunities, not a lack of

desire to work. There was also the issue of retaining talent in a

profession known for its high attrition rates. I was keen to find

a solution that aligned client needs with the untapped talent

pool, particularly at a time when the volume of legal work was

increasing.

You have received numerous accolades for your work

championing gender equality. In your view, what are the

Qmost pressing challenges women in law face today, and

how can the profession accelerate meaningful change?

We need more women leaders in the profession to

create systemic change that works for those with caring

Aresponsibilities and to shape the future of the profession

differently. We also need to address the gender pay gap. At the

current rate of progress, we are 86 years away from parity. Most

women do not expect to see true parity and equality in their

lifetimes. This is not something we should accept, and we all

have a role to play in championing efforts to narrow the gender

pay gap and ensure fair pay, as required by law.

Another area that needs attention is sex discrimination, which

is prevalent in the profession and significantly affects women.

Lastly, we must be cautious in how technological advances are

rolled out. Many tools have intrinsic gender bias, which is well

documented and researched. We need to ensure that women are

not left behind or ill-equipped to adapt to a more digital legal

profession.

With the Next 100 Years campaign continuing your

work in promoting gender equality, what legacy do

Qyou hope to leave for future generations of women in

law?

A

Part of our legacy will be to continue the work of the

First 100 Years, recording and celebrating role models

and ensuring that women are informed and inspired

by those who paved the way for them. This will help foster a

stronger sense of belonging in a profession that excluded them

for centuries.

We also aim to focus on the brilliant minds of women by

moving the discussion beyond what it means to be a woman

in law, to what women contribute to the rule of law and justice

overall. This is why our Heilborn Lectures, now in their sixth

year, tackle major themes in an accessible way by exploring

topics such as nature, health tech and freedom.

We have also been tracking current issues that affect women

through annual surveys, so that we can quickly identify

emerging topics and amplify them. Most importantly, I hope

the Next 100 Years will leave a strong legacy showing that

women in law can succeed and do not have to leave the

profession. Law is a profession where they belong, building on

a long tradition of trailblazers.

Q

As the future president of the Law Society in 2027,

what will be your main priorities in ensuring a more

inclusive and equitable legal profession?

I have a number of themes I plan to focus on, including

the rise and impact of AI, which disproportionately

Aaffects women and minority communities. I also want to

focus on public legal education, which is about ensuring that

access to justice is a level playing field. Women often lack the

means to get legal support, frequently in high-risk situations.

Creating programmes that make legal concepts more

accessible and easier routes to understanding one’s rights

should help create stronger links between our profession

and the communities we serve. This should also encourage

greater participation in our work from the ground up –

whether by opening routes into the profession for those who

never imagined it could be for them, or by helping end users

who might otherwise think legal support is out of reach.

Equity must run across the legal system, not just within our

profession. How we serve is as important as who delivers the

advice.

Q

Throughout your career, you’ve been an advocate

for lasting change. What advice would you give to

aspiring women lawyers who want to make a

meaningful impact in the profession?

Don’t shy away from getting involved. Volunteer, give

your time, and ask how you can contribute – there are

Aso many areas that need support and action. Just have

the will to give back and pay it forward. Generosity has been

an incredible opportunity for me.

Dana Denis-Smith OBE,

CEO, Obelisk Support


MIND THE (GENDER) GAP

At Carpenters Group, we're proud to be a business

which reflects our commitment to the promotion

of both men and women. It’s hard to believe the

talk of gender parity has been going on for so

many years and still progress in some parts of the

industry appears to be slow.


Let's be honest, the UK legal industry has come a

long way, but there's still a nagging feeling we're

not quite there yet. Talented women are present

throughout the sector, but their voices often

diminish as we move up the leadership track. This

isn't just a numbers game; it's about unlocking

the full potential of our industry.

Recent figures from the Office of National

Statistics reveal a 7% gender pay gap across the

UK. Women aged 50–59 in legal roles face the

highest pay gap in the sector at 18.9%!

Many initiatives are already underway, with

numerous firms laying the tracks for improved

equality and diversity. They've implemented

various programmes to support women's

advancement at all levels, particularly into

executive positions.

It's fantastic to see more industry leaders actively

participating in women's forums and sharing their

initiatives on social media. This visibility is crucial,

as it shows both employers and employees that

these efforts matter. We are especially lucky here

are Carpenters Group to be led by a female CEO

and have a female Owner, both of whom work

hard to make sure they open the doors for other

people via mentoring and support.

Focused Leadership Tracks

Ultimately, companies should recognise that

everyone can play a part in building a supportive

foundation for female leaders. Setting clear

gender and diversity metrics and goals with

timelines for achievement is crucial to hold

everyone accountable. Management training that

addresses the systemic patterns of past gender

inequity is essential.

Measures need to combine coaching for top

female performers with unconscious bias

training for executives. To accelerate progress in

narrowing the gender gap, financial incentives

for leaders who increase female representation

in their teams could be considered. Building

female management tracks tailored to the unique

needs of women professionals is also important.

Leaders need to ensure that life events don't

derail careers.

By fostering an inclusive environment and

implementing these measures, the industry can

truly level the playing field for women to thrive

in leadership positions. This isn't just about

fairness; it's about good business. When women

thrive, our industry thrives. We're talking about

increased innovation, improved decision-making,

and a stronger bottom line.

While progress is being made, the pace of

change often needs to accelerate. Moving from

awareness to action requires commitment.

Programmes focusing on training, development,

work-life balance, flexibility and visibility are

needed to support women's advancement.

The good news is that the legal sector offers a

fantastic range of career paths for women at all

stages of their careers. Working in law is highly

desirable for many reasons, including high-quality

employment with stability, good remuneration,

training plans, social benefits, and a commitment

to equality and diversity.

As an industry, we can do more to ensure fair

and visible career opportunities for everyone.

Women shouldn't feel held back because of their

gender. Creating a truly equitable workplace

means providing clear pathways to success

and implementing transparent processes. This

ensures that all employees, regardless of gender,

feel supported and valued on their career journey.

Sarah Pickerill,

Head of People, Carpenters Group



Proud to Lead, Proud to Support

A Woman’s Voice in Law and Insurance

As I approach my 20 year anniversary with

Carpenters, I have been reflecting on how

much we’ve grown as a business, and what a

career journey I’ve been on! The industry has

changed significantly over that time, and faced

significant challenges over the past few years.

As Head of Department, I oversee personal injury fast

track claims, recoveries, credit hire and commercial

ULR at Carpenters, I am proud to lead the largest legal

team within the business servicing both our customers

and insurer partners. Compensation Recovery Unit data

confirms that we are a firm that settles significantly more

claims than any other legal provider. We manage tight

deadlines, a Portal that continues to be sub-optimal

in terms of process and most importantly, support

real people who would find the process confusing and

unmanageable without support from my team.

Being a woman in law and insurance hasn’t always been

easy, but at Carpenters it’s been a journey made smoother

by a culture that promotes merit over gender. We have

a proud history of promoting the best person for the job,

regardless of their gender. The result is that we have lots of

highly skilled women in senior positions. The majority of

senior leaders across our legal and insurance divisions are

women.

I was fortunate to have strong female role models who lifted

each other up and celebrated one another’s successes. The

legal profession can sometimes feel out of reach for young

people starting out, but it shouldn’t. Lawyers are people too,

some of them are even nice! That’s why I’m committed to

mentoring and supporting the next generation of women

in this field, because the industry doesn’t’t just benefit from

women, it needs us.

At Carpenters, we don’t just talk about the future of the legal

profession, we build it. Our Legal Academy is shaping the

legal handlers of tomorrow, offering people from all walks

of life the chance to learn, grow, and succeed. It’s about

opening doors that were once closed, and making sure that

talent, not background, determines how far you can go.

I’m proud of what we have achieved, and I’m even prouder of

where we’re going. Because when women support women,

when we lead with authenticity, and when we make space

for others to shine, that’s when the real change happens.

Joanne Haslam,

Head of Fast Track RTA, Carpenters Group

Over the past two decades, I’ve witnessed significant,

positive, changes in the profession. Yet one thing has

remained constant for me, a deep passion for creating

space where others can thrive.


Rising Stars

at Carpenters Group

At Carpenters Group, talent doesn’t just rise, it’s championed,

nurtured, and celebrated. In this inspiring series, we speak to

four rising stars from across the business who share their career

journeys, proudest achievements, and the people who have

helped shape their path.

Donna Ellis-Connell,

Chartered Legal Executive,

Carpenters Group

Q. What first brought you to Carpenters Group,

and what made it feel like the right place to

grow your career?

A. I moved to Carpenters at the request of Carol

Hopwood, Head of Serious Injury. It was clear

that Carpenters like to promote from within and

I knew that I would be able to take the next step

here.

Q. What’s been your proudest moment so far

since joining Carpenters?

A. Transitioning from being an Assistant to

being a Serious Injury Lawyer in my own

right! Most people would not think this career

shift is possible - but with hard work, effort,

determination and the right people encouraging

you, you can achieve anything. I am proof of that.

If you'd have asked me as 16 years old if I could

be a lawyer one day, I would not have said yes,

but here I am!

Q. How would you describe the culture at

Carpenters Group, especially when it comes to

supporting and empowering women?

A. Supportive, progressive and inclusive culture

especially for women which is evidenced by the

number of females in senior roles.

Q. Who has inspired or supported you most

during your time at Carpenters, and how has

that influenced your journey?

A. Carol Hopwood has always been my biggest

inspiration and supporter. Her support is what

has led me to the position I am in today.

Q. If you could give your younger self

one piece of advice before

starting out here, what

would it be?

A. Don’t give up

when things get

tough.


Bethany Cronin,

Trainee Solicitor,

Carpenters Group



grow your career?

A. Carpenters is a leading business in the

personal injury sector. Not only this, but they

offer countless benefits to help their staff find a

work/ life balance. I was drawn to Carpenters as

they are well known for investing in their people

to allow them to progress. I knew that this would

be the best path for me to prove my potential

and expand my knowledge in a business that is

continuously growing and expanding.



A. My proudest moment since joining Carpenters

is acquiring my training contract. After

completing my Law degree, Masters in Law

and LPC as well as many years’ experience in

a legal position, it has been my ultimate life

goal to qualify as a Solicitor. Carpenters were

able to see my potential and gave me the

opportunity to qualify. I am delighted that hard

work and dedication has been recognised within

the business. Carpenters have supported my

dream to grow my career and reach my highest

potential.







A. Donna Scully has inspired me during my

time at Carpenters. I have always been keen

to give back as much as I can whilst I have

the capability to do so. Carpenters pride

themselves on the charitable work they do. I

have been lucky enough to be involved in the

Carpenters Charity and Social Group. This has

given me the opportunity to have taken part in

multiple charitable events, including; abseiling

down Liverpool Cathedral for Shelter charity,

volunteering at the Inclusive Hub, running in the

Liverpool Santa Dash and partaking in a Dragon

Boat race for Clatterbridge cancer charity.

Donna manages to dedicate her time to many

charitable causes including running a homeless

breakfast club every Sunday on top of being a

joint owner/director at Carpenters. Donna is not

only a successful business woman but she is also

using her success to help others in need, this is

something to be admired.

Q. If you could give your younger self one piece

of advice before starting out here, what would

it be?

A. To be yourself. Success looks different to

everyone and no one’s timeline is the same. Your

background, gender and social status does not

put limits on your progress. No matter how long

it takes, keep going. Embrace challenges and

learn from your mistakes, this is the only way

you’ll grow. Take every opportunity that is put in

front of you, you never know where you’ll end up.

A. Carpenters is a brilliant place to work when it

comes to equality and diversity. I have never felt

that being a woman puts a ceiling on my training

or growth within the business. Many of the most

inspiring people I have come across within the

business are women including the director Donna

Scully and CEO, Donna Richards. Gender does

not restrict your career aspirations and this is

clear within the business.

Carpenters Carpenters Group Supplement 27

Rebecca Ward,

Operations Manager RTA,

Carpenters Group



grow your career?

A. I joined Carpenters at a time in my career

when I wanted to improve. I knew Carpenters

offered a lot of opportunity and felt this was

somewhere I could take any opportunities to

progress.



A. My proudest moment was being successful in

my application for Operations Manager. I have

worked in various leadership roles throughout

the business whilst growing in knowledge and as

a person. Day to day my role provides challenges

however, I am proud to work with the team of

people I do, allowing us to be successful together.




A. Inspiring and motivational. There

are opportunities for everyone and the

encouragement that is provided really does go a

long way and make you feel like you can achieve

anything you put your mind to.




A. Joanne Haslam. Jo has been my Manager for

a long time – as a Legal Advisor and as a Team

Manager, as well as now being an Operations

Manager. Jo provides encouragement every day

and there is never a problem that can’t be solved

together. Jo has shown me that it is important to

always aim as high as you possibly can.


of advice before starting out here, what would

it be?

A. Never give up and by working hard,

you can achieve anything you put your

mind to. Also, take any

criticism as a positive

and use this to

better yourself.

Bobby Jo Doherty,

Serious Injury Solicitor Apprentice,

Carpenters Group



grow your career?

A. I have been employed within Carpenters

Group Serious and Catastrophic Injury Team

since 2019 following completion of my A Levels.

I always thought I would go down the traditional

route of University to qualify until I interviewed

for my first Apprenticeship at Carpenters Group.

I was interviewed by my current manager

and Head of Serious Injury department, Carol

Hopwood, and Chartered Legal Executive, Donna

Ellis. They explained the culture of Carpenters

and the Serious injury team as well as the

importance of the work being done. I remember

walking out of the interview room feeling inspired

not only by the work they discussed but also the

passion they both had for their jobs. I knew the

role would allow me to contribute in some way

to making a difference for those whose lives had

been turned upside down through no fault of

their own.

After starting the job July 2019 at 18 years old,

I quickly realised the invaluable experience I

was gaining from on-the-job learning and the

professional relationships I was developing


alongside studying. The team and firm have

always encouraged my learning and development

both practically and academically. Following

the successful completion of the Level 3 CILEX

Paralegal Apprenticeship in 2021, I started the

Level 7 Solicitor Apprenticeship in September

2021. I am very grateful to have been given the

opportunities Carpenters Group have given me.

I consider myself extremely lucky that I was able

to find a firm and community that has felt like the

right fit for me from the start of my career.



A. It would be extremely difficult to select one

key moment as I am simply proud to have the

job, client care skills and professional network

that I have now and I thank Carpenters Group

for that. I had no connections in the industry and

come from a low income family with no history

of higher education. The firm strongly promotes

social mobility and the notion that working hard

can get you where you want to be. Despite my

household being a low income one, I am and

always will be proud of my roots and the culture

at Carpenters definitely reinforces this.


during your time at Carpenters, and how has that

influenced your journey?

A. There are many inspirational colleagues across

the business and I am fortunate to be surrounded

by so many empowering women who are not only

amazing at what they do but who are also kind,

personable, empathetic, dedicated to helping

others in a time of need and to acting in the best

interests of others.


of advice before starting out here, what would it

be?

A. I would tell my younger self to continue to

be herself, ask as many questions as she needs,

always be proud of where you come from and not

take anything for granted. I am due to qualify as a

Solicitor in 2027 and I will always strive to be the

best solicitor that I can be.

When I first started I assisted largely with

administrative tasks for the entire team and

within 6 months I was promoted to a legal

assistant for one of the Serious Injury Solicitors.

I continue to assist a very experienced Serious

Injury solicitor who is also the Deputy Manager

and I have assisted with claims settling in excess

of one million pound. There are a number of

things I am proud but mainly the feeling when

I have assisted in achieving the best possible

outcome for a seriously injured client and

following receipt of positive client feedback.




A. I have always been encouraged to push myself

at Carpenters and feel I have developed so much

over the years. I have said this before but I truly

believe if you are dedicated, work hard, have

a can do attitude and stick to the Carpenters

Group ethos that you will do well regardless of

your background or gender.


Proud of

Our Progress

When I look back over the past 30 years,

the legal profession has changed in ways

that once felt unimaginable. Women are

now visible at every level, from trainees

to managing partners, from in-house

counsel to Judges.

I grew up in Bootle, a place not typically associated with legal

careers but very much associated with community spirit and

looking out for each other. There were no barristers or solicitors

in my family, no well-trodden path into the profession but I was

determined and driven by the desire to help others achieve

justice. I had experienced unfairness and prejudice growing up

and wanted to change that. With the unwavering support of my

parents, I set off on my route to becoming a Solicitor.

I qualified, built my own firm, sold it, and now lead the

Catastrophic Injury Teams at Carpenters Group. That journey

wasn’t the norm for someone from my background, but that is

changing. Women now make up over 53% of Solicitors in the

UK and nearly 40% of Judges. However, only 32% are full equity

partners, so there is still some work to do.

The legal sector is better for women than it was three decades

ago. Flexible working is more accepted, maternity and paternity

policies have improved and there’s a growing recognition that

diverse teams perform better. The help from the Government

on free childcare for some parents helps and it’s a long time

since anyone has asked me in a meeting if I was there to take

the notes.

That’s why I’m passionate about mentoring. I’ve been fortunate

to have people who believed in me, and I want to pay that

forward. Whether it’s offering guidance to a junior colleague,

opening doors for someone who’s been overlooked, or simply

being a sounding board—I believe we all have a role to play in

lifting others as we climb.

The legal sector needs women. Not just for balance, but for

brilliance. Women bring empathy, resilience, and a collaborative

spirit that enriches the way we practise law. We lead differently

and that difference matters.

At Carpenters Group, we’re proud to support initiatives

that champion women in law. But real change doesn’t come

from policies alone. It comes from people who are willing to

challenge the status quo, to speak up, and to create space for

others to thrive.

So yes, we’ve come a long way but let’s keep pushing, keep

mentoring, and keep believing in the power of women to shape

the future of law.

Carol Hopwood,

Head of Serious Injury, Carpenters Group



MLM76 CARPENTERS Supplement web

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