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Law is Not Enough: Changing Mindsets and Grassroots Engagement in the Fight Against Gender-Based Violence
Commemorating the 16 Days of Activism Against Gender-Based Violence ****Our guest blogger Dr. Jennifer Heaven Mike reflects on the role of law in the fight against Gender-Based Violence. Dr. Jennifer Heaven Mike The 16 Days of Activism Against Gender-Based Violence (GBV) is a global campaign aimed at raising awareness, advocating for systemic change, and mobilizing communities to address the pervasive issue of gender-based violence. While this campaign provides a platform for dialogue and action, it also serves as a crucial reminder: law alone is insufficient to eradicate GBV. Legal frameworks, while vital, need to be paired with a profound cultural and societal shift to truly address the root causes of violence and injustice. The Role of Law in Combatting GBV The legal system has played an instrumental role in criminalizing many forms of gender-based violence, from domestic abuse to sexual harassment and trafficking. Over the years, legislation such as the Violence Against Persons (Prohibition) Act, Sexual Offenses Act, and Domestic Violence Bill in various countries have helped provide legal recourse for survivors and ensured that perpetrators are held accountable. However, despite the presence of these laws, the persistence of GBV at alarming rates suggests that legal measures alone cannot deliver the lasting change needed. Laws are only as effective as the societal willingness to enforce them and, more importantly, the attitudes and beliefs that underpin violence. The Need for a Mindset Shift One of the major barriers to eradicating GBV is the deeply ingrained patriarchal mindset that normalizes or trivializes violence against women and marginalized genders. In many societies, cultural norms perpetuate stereotypes about gender roles, encourage the objectification of women, and excuse violent behavior as a form of "discipline" or "protection." These attitudes are passed down through generations, often deeply embedded in family structures, religious teachings, media portrayals, and education systems. While legal reforms are important, they often fall short when they are not accompanied by a cultural transformation. Tackling GBV requires more than changing laws; it requires changing hearts and minds. To address the attitudes that perpetuate violence, we must shift the public discourse from a focus on punishment to a broader, deeper conversation about respect, equality, and accountability. For example, in cases of intimate partner violence or sexual assault, the onus should not be on the victim to prove their case, but rather on society to acknowledge the right to bodily autonomy and personal dignity. As long as there exists a widespread belief that women and marginalized genders "deserve" violence in certain situations, the legal system will continue to face resistance, from both perpetrators and enablers. The Power of Grassroots Engagement While legal reforms are important, it is the grassroots movements that are often the key to enacting lasting change. Community-based approaches have a unique ability to address the complex and nuanced factors that contribute to GBV, such as economic dependency, lack of education, and social isolation. These movements provide survivors with support systems, offer education on their rights, and promote strategies to change harmful societal norms from the ground up. Grassroots initiatives—whether led by women’s organizations, community leaders, or youth activists—work to engage entire communities in discussions about GBV. They break the silence around violence, create safe spaces for survivors to seek help, and advocate for more comprehensive educational programs that challenge harmful stereotypes and promote gender equality. In many cases, these local efforts can be more effective than top-down, government-led initiatives, as they are informed by the lived experiences of those most affected by violence. They build solidarity among survivors, educate families and communities, and push for change in a way that is culturally relevant and context-specific. For instance, in rural or marginalized areas where access to legal recourse may be limited, grassroots organizations can create safe havens, offer legal aid, and provide mental health services. These community-led efforts often represent the first line of defense for survivors, particularly in societies where formal institutions are slow to react or lack trust. The Need for Intersectional Approaches An important aspect of both legal reforms and grassroots engagement is the recognition that GBV is not a monolithic issue. Women, children, LGBTQ+ individuals, and other marginalized groups experience different forms of violence, each shaped by race, class, ethnicity, disability, and sexual orientation. Therefore, any effort to combat GBV must take an intersectional approach, recognizing the multiple layers of oppression that contribute to violence. This means that, in addition to broad societal shifts and legal changes, we must focus on specific vulnerabilities—whether it be the high rates of violence against women in conflict zones, the struggles faced by women with disabilities, or the unique risks faced by transgender individuals. Intersectionality helps identify the different structural barriers that prevent survivors from accessing justice and healing, and informs more inclusive and effective solutions. Moving Beyond Legislation: A Call for Comprehensive Action As we commemorate the 16 Days of Activism, it is clear that tackling GBV requires more than just passing laws. It demands a concerted effort from all sectors of society: from the government and law enforcement to educators, healthcare providers, and community leaders. Mindset change, alongside legal reforms and grassroots movements, is the key to creating a world free of violence. Education should be a cornerstone of prevention. Schools and universities must integrate comprehensive curricula on gender equality, respect, and healthy relationships. Media can play a critical role in changing the narrative. It must challenge harmful stereotypes and amplify stories of resistance and resilience. Community leaders need to actively engage in the fight against GBV, offering both leadership and empathy, helping to shift cultural norms that perpetuate violence. Governments must go beyond legislation and ensure that there are sufficient resources for law enforcement, survivor services, and education programs aimed at both prevention and intervention. Future Direction As we mark the 16 Days of Activism Against Gender-Based Violence, we must acknowledge that while laws are necessary, they are not sufficient. The fight against GBV requires a holistic approach that combines legal reforms, a cultural transformation, and grassroots mobilization. We must move from simply addressing the symptoms of violence to tackling its root causes—through a collective, global effort to change mindsets and engage communities in meaningful ways. Let us take this opportunity to renew our commitment not just to changing the law, but to changing the way we think, speak, and act in relation to gender-based violence. This is the path toward a truly just and equitable society for all. Find more information on the author here .

Women in the Ghana Bar Association Should Be Strategic
A Speech by Mrs. Sheila Minkah-Premo delivered at the GELC Convening on July 5, 2024. Mrs. Sheila Minkah-Premo The Chief Justice of the Republic of Ghana, Justices of the Superior Courts, Justices of the Lower Courts, Professor of Laws who are present with us here, development partners, colleague lawyers from the Ghana Bar Association, colleagues from the Ghana Bar Association Women's Forum, colleagues from the Institutes for African Women in Law, distinguished ladies and gentlemen, good morning to you all. You're welcome to this very important event that the Ghana Bar Association Women's Forum is collaborating with its partner, the Institute for African Women in Law, to launch the Gender Equality in Law Campaign that the Institute has been working on for a very long time and is being launched in Ghana. We are pleased to collaborate with them on this very important project which is very dear to our hearts, that is, the heart of the GBA Women's Forum. The GBA Women's Forum was set up and recognized in the amended constitution of the Ghana Bar Association of 2022 due to their realization that there was no association looking out for the interests of women lawyers in Ghana. As the president of the GBA Women's Forum, I represent women lawyers at the GBA Council. We started pushing for the setting up of this forum as far back as 2014 when we started mobilizing women lawyers to come together to think of their welfare during annual bar conferences. We do recognize that women lawyers in Ghana since the 1970s have set up organizations to use their skills to help in providing free legal services for indigent women and children in Ghana, as well as undertaking advocacy to push for laws of interest to women in Ghana. Groups like the Ghana branch of the International Federation of Women Lawyers for Ghana, African Women Lawyers Association, among others, were set up for this purpose and they have done outstanding work providing services for countless women and children and pushing for the passage of very, very important laws that have improved the rights of women in Ghana. And they must be applauded for the work that they have done to date. The GBA Women's Forum's main interest is in advocating for the rights of women lawyers in Ghana. From the time of the Gold Coast, when Africans were allowed to become lawyers as far back as 1887, it was only in 1945 that we had the first woman lawyer in the person of Mrs. Essi Foster. Since then, the number of women lawyers has increased, but they are still less than their male counterparts. Also, when it comes to leadership at the bar, there has been no female president of the bar and only one female vice president in the person of Mrs. Felicia Besemeti. A few women have been presidents of the Greater Accra Bar and we must commend them for that achievement as well. And I have recently found out that quite a number of women are regional vice presidents, but the key is that this does not qualify them to be members of the GBA Council. Only presidents and secretaries are members of the GBA Council, so I think our men are very strategic. In many organizations, people don't want to be secretaries. At the GBA, men want to be secretaries because they know it will take them to the council. So please, women, let's advise ourselves. Our main interest, as I've already indicated, is in seeing that there should be change. We want to see more women lawyers in key leadership positions at the bar. Women lawyers need to be in leadership at the bar, and we've been encouraging them to do so. There are many factors that stop women from progressing in the profession, particularly with regard to leadership in this very important organization. Furthermore, information available based on reports received and matters referred to us from time to time shows that women do suffer discrimination within their profession, including sexual harassment in the workplace, pregnancy-related discrimination, a few of such matters have been referred to us to handle, unequal pay, inequitable hiring and promotion, as well as gender bias and stereotypes, among others. The collaboration with the Institute of African Women in Law is therefore very important since they have undertaken research in many other African countries on issues relating to women lawyers and have developed policies and strategies that have improved the circumstances of women at the bar in some of these African countries. It is time Ghana benefits from this depth of knowledge that they have, knowledge and experience. So we call on law firms in Ghana and the Ghana Bar Association to provide mechanisms to address some of the issues I mentioned, sexual harassment and all the other forms of discrimination that women suffer at the bar. And this, we believe, can be done by adopting the model gender equality policy that the Institute of African Women in Law will be unveiling today to us. I believe that we should consider adopting it for the profession in Ghana and we would also entreat law firms in Ghana to adopt and implement this policy which will be outdoored today. Working with the Institute of African Women in Law and our male allies will create a gender-inclusive profession in Ghana that can be an example for other countries in Africa and the world to emulate. Distinguished guests, thanks once again to the Institute of African Women in Law for partnering with us on this very important project. We hope that the fortunes of women at the bar in Ghana will greatly improve from this collaboration. Once again, you're all welcome to this very important program and I hope that you will enjoy every aspect of it. Thank you very much.

Press Release: Condemning Derogatory Language Against the Ugandan Director of Public Prosecutions.
PRESS RELEASE: 26 November 2024: The Institute for African Women in Law (IAWL), in collaboration with the Board of Directors and Secretariat of the Ugandan Women Lawyers Association (FIDA-Uganda), vehemently condemns the sexist, personal attacks by Mr. Isaac K. Ssemakadde, President of the Uganda Law Society, directed against Ms. Jane Abodo, the Director of Public Prosecutions in Uganda. IAWL received a video in which the President of the Uganda Law Society, Mr. Isaac K. Ssemakadde, used derogatory language to describe Uganda's female Director of Public Prosecutions (DPP). In the video, Mr. Ssemakadde expressed his disapproval of the female DPP by first describing her by her reproductive organ and then as a ‘pumpkin.’ His choice of words does not only denigrate the DPP in question but also signifies how prevalent and deep-seated women’s objectification and denigration, a form of gender stereotyping, is within the legal profession and the larger society. IAWL and her partners issue this statement to denounce Mr. Ssemakadde’s disparaging remarks, which attack the dignity of a woman in leadership in law. It is a sad indictment that in these times, someone who is supposed to advance respect and protect the dignity of all lawyers– including women lawyers, stoops to the lowest levels in his conduct, ethics and integrity. Gender stereotyping is one of the four focus areas of IAWL’s Gender Equality in Law Campaign (GELC), launched on July 5, 2024, in Accra, Ghana. In the IAWL Gender Equality in Law Model Policy , gender stereotyping is defined as the practice of ascribing specific attributes, characteristics, or roles to an individual woman or man by reason only of her or his membership in the social group of women or men. Gender stereotyping can be positive or negative. Negative stereotypical descriptions of women, such as those uttered by Mr. Ssemakadde, are often used to justify gender discrimination and can manifest and be reinforced in institutional and professional practices within the legal profession. The recent video showing Mr. Ssemakadde’s strike at the female gender indicates how critical GELC is in creating awareness about the challenges women in law face. It reinforces the need for organizations such as IAWL to engage in advocacy to create an equitable environment for women in law and promote the activation of institutional policies that will ensure the legal profession becomes a safe space for women. We add our voice to the calls for immediate action demanding: A public apology from Mr. Ssemakadde to Ms. Abodo and all women within the legal profession. Disciplinary action against Mr. Ssemakadde by the decision-makers of the Ugandan legal profession. The Uganda Law Society should take immediate and appropriate actions toward institutionalizing gender-sensitive policies, training, and programming in all its activities. Join the movement for gender equality in law by supporting the Gender Equality in Law Campaign. Click the appropriate link to join : Individuals || Law firms, judiciaries, and organizations Additional Resources for Addressing Gender Stereotypes and Biases

The Addis Ababa Diary: Accra to Addis: Building a Movement for Gender Equality in Law Across Africa.
Accra and Addis Ababa, the capital cities of Ghana and Ethiopia, respectively, have a strong historical connection. Despite their West-East location, these two cities are connected by the foundational works of Osagyefo Kwame Nkrumah , the first President of Ghana and Emperor Haile Selassie , two leaders who were instrumental in founding the Organization of African Unity (OAU), the precursor to the African Union. This historical connection symbolizes the unity and shared vision of the African continent, which is crucial in our fight for gender equality in law. On July 5, 2024, IAWL launched the continent-wide GELC to raise Awareness, Advocate for change, and encourage the Adoption of the Gender Equality in Law Model Policy. This policy, which outlines strategies for addressing gender inequality, serves as a roadmap for creating equitable gender-sensitive systems and equal opportunities for women in law. Building on this historic linkage between Accra and Addis, the next stop for the IAWL campaign happened in Addis Ababa, Ethiopia. By engaging with the African Union Office of the Legal Counsel, the collaboration and stakeholder engagement successfully elevated the GELC to the regional level as a prelude to engaging Heads of Government, Ministers of State and Ministers of Justice in the movement for gender equality in the legal profession. Despite their late entry into the legal profession, the number of women lawyers across Africa has increased exponentially, serving as lawyers, judges, and leaders in both the private and public sectors. Africa leads the world in the number of women Chief Justices. At the international level, African women judges lead the number of women judges at regional and international criminal courts. According to the 2023 Gender Scorecard by the IAWL , across 82 law firms surveyed, women represented 23% of managing partners, 38% of partners, 51% of senior associates and 55% of associates. This progress is not just a number, it's a testament to the resilience and determination of women in law. These data tell us that the glass is half full— numerically, women are growing in the profession, and their numbers are being felt at the bar and public sector leadership positions. However, beyond their numerical growth, women in law are transforming systems and proving that when women in law lead, systems change. The evidence-based study informing the GELC, Gender Equality in Law Across Africa: Is the Glass Half Full? confirms that women hold up half the sky and must have equal opportunities to raise the sky higher. This is not just a call for change, it's a demand for systemic transformation. Women’s contributions to leadership and communal development have been noted by revolutionary leaders such as Thomas Sankara of Burkina Faso . Their role is not just significant, it's indispensable. “Comrades, there is no true social revolution without the liberation of women. May my eyes never see and my feet never take me to a society where half the people are held in silence. I hear the roar of women’s silence. I sense the rumble of their storm and feel the fury of their revolt.” ― Thomas Sankara, Women's Liberation and the African Freedom Struggle The African Union has recognized the fundamental role of women in Africa’s past, current and future development. Through instruments such as the Protocol to the African Charter on Human and Peoples’ Rights on the Rights of Women in Africa (Maputo Protocol) , the AU Agenda 2063, Goal 17 and several other measures, African leaders recognize and support women's equal participation in public life. Governments have long realized that the future of Africa’s development is intrinsically linked to the equal participation of women in decision-making. Women’s participation must not be symbolic and frozen in legal instruments. Women must also have equal and equitable opportunities to develop their potential and lead without bias or limitations. Such equitable opportunities cannot exist without transparent and gender-sensitive institutional systems that eschew sexual harassment, unequal pay and promotion, and gender-based stereotypes and biases. Transforming systems and institutions takes time and often begins with dialogue. The first and second pillars of the GELC are discursive tools premised on Awareness and Advocacy through public engagements and dialogue. IAWL has successfully taken such dialogue from Accra to Addis. Be a part of the change. Say no to professional misogyny. Say yes to women in leadership. When women lead, society benefits. Let us build a new leadership vision in Africa, founded on Isokan (Yoruba word for harmony, unity) and Ubuntu (Zulu word for humanity/communality). Join the movement today by signing the solidarity pledge, adopting the Model Policy, or sharing the campaign on social media . Be a part of history-making change!

The Reykjavik Diary: Power, Together for Action.
Reflect. Reconnect. Reenergize. From November 11-12, 2024, I had the honor of representing the Institute for African Women in Law (IAWL) at the 7th Annual Reykjavik Global Forum (RGF) , a gathering of women leaders around the globe to discuss pressing issues on women’s rights across different sectors. This year’s forum brought over 200 women and male allies representing over 60 countries and 100 organizations. IAWL was part of a coalition of organizations powered by Co-Impact and supported by Purpose , working to launch a global campaign on women in leadership in law. On the eve of the conference, we had the privilege of visiting the home of the President of Iceland, Halla Tómasdóttir (Second Woman President of Iceland), where we were warmly welcomed and listened to her speak about pressing global issues. She introduced her husband, who she calls “The First Dude.” I enjoyed meeting and briefly conversing with President Mary Robinson (First Woman President of Ireland, 1990-1997). Over the next two days, the forum provided an important platform for me to Reflect , Reconnect and Re-energize . Reflect: I participated as a main stage conversationist in the cozy setting dubbed “Grandmother’s Living Room”. I presented on the panel Redefining Women’s Leadership in Law: Beyond Stereotypes and Echo Chambers , together with my co-panelists, US Rep. Teresa Leger Fernandez (D-New Mexico) and Chuman Bubu-Mdlulwa, Fellow, Clooney Foundation for Justice. Sabrina Mahtani moderated the panel. In discussing the question- Could you speak about 1-2 groundbreaking solutions or strategies that have worked to move from singular historical firsts to institutional and substantial change for all women? I offered two reflections on two strategies used by IAWL: Data-driven storytelling: Storytelling has become a common word in feminist circles. As I pointed out in my earlier blog, Why I use legal narratives to center African women in law , the art of storytelling is an intrinsic part of African cultures. Consequently, as a socio-legal feminist-womanist activist-scholar, I use data-driven evidence to tell the stories of African women in law. When the story is told with facts, theory, and empirical evidence, no one can deny that women in law are good leaders and have had several impacts in law and in society. Legal narratives are essential to moving from singular firsts. Data-driven activism: We must not end only at storytelling. We must use data-driven evidence deployed through storytelling to engage in feminist/womanist activism. The Gender Equality in Law Campaign (GELC) of IAWL is an example of a data-driven campaign based on a research study— Gender Equality in Law Across Africa: Is the Glass Half-Full? We also used the qualitative data from the survey to create an expert-informed Gender Equality in Law Model Policy for organizations to adopt to change their institutional practices. The GEL Campaign has gained continental recognition, going from Accra to Addis , and gaining the support and attention of legal organizations, bar associations, judiciaries and educational institutions. I concluded my reflections with two proverbs — the South African proverb, “ when you strike a woman, you strike a rock ” and the Chinese proverb, “ when sleeping women wake, mountains move. ” I connected these two proverbs to the conference theme- Power, Together for Action , because women are awake and marching for gender equality! Reconnect: The RGF was a powerful venue to reconnect with old friends while making new connections. During the visit at the residence of the President of Iceland—Halla Tómasdóttir, I listened to her powerful vision for women’s rights, gender equality and other pressing global challenges. I met the indomitable President Mary Robinson. I met Nobel Prize winner Maria Ressa. I connected with and had great conversations and laughter with many women leaders from around the world. During the next two days, we had meals and side conversations in shared feminist solidarity. We listened to influential panelists talk about their work, their hopes for a gender-equal world, the role of men and boys as allies, and the impact of technology, climate change and gender-based violence on women and girls. It was also a time to see the wonders of Iceland, including a trip to the Sky Lagoon, where we went through the Seven Rituals, took a plug in the warm lagoon and weathered the blistering cold waves hitting our faces. While swimming, drinking and laughing, we also continued conversations in the pool about women’s rights and the future of our planet. Re-energize: While these two days were super packed, it was also a time to re-energize . Notwithstanding the jetlag, the constant emails to catch up on, work to review and deadlines to meet, I found the conference a place to re-energize. The reflections and reconnections were a means for me to rekindle my hope for humanity, women’s rights and a shared sense of sisterly solidarity. My re-energized self may also be from the lava scrub and special drink during the seven-step ritual at the Sky Lagoon– who knows? It might also be the beautiful conversations I had with my taxi driver Kali, a Romanian immigrant who has spent 22 years in Iceland and had a lot to share with me about his family, work and the joys and pains of living in a foreign country. My re-energized self may result from the laughter, hugs and smiles. Whatever the reasons or causes are, I left Reykjavik with a new sprint in my feminist/womanist step, knowing that when women rise, wonders happen. Until next time….........

The Birmingham Diary: United Kingdom Association of Women Judges.
Bold. Brilliant. Beautiful. The United Kingdom Association of Women Judges held its annual conference in Birmingham from November 14-15, 2024. It was an honor to be invited to deliver a special talk on my work on women judges in Africa, my ongoing NSF-funded study on the Comparative Demographic Variation in Judiciaries , and my forthcoming fifth book, African Women Judges: Storytelling as Judicial Freedom. The conference opened with a dinner on the 14th at the Hyatt Regency in downtown Birmingham. I was one of the two speakers for the evening, and my talk was titled “Women Judges: Similar Than Different.” I reflected on a section of the introductory chapter in the forthcoming book, African Women Judges: Storytelling as Judicial Freedom, where I shared similar experiences between Judge Gertner in the US and Judge Maya in South Africa. I concluded on this note: “Women judges share more commonalities than differences. While we avoid essentialist tropes, we must remind ourselves that one thing that binds all women judges—regardless of race, class, ethnicity, rule or other, is this– YOU are all human. You are all in the business of promoting justice. Humanity and Justice are enough to be a binding force for good.” Following my speech, a Judge from Scotland shared her experience with the mentoring program for Afghanistan women judges. She regaled us with how she came to join as a mentor and the lessons she learned from her mentee judges – the humanity, culture and resilience of the women who had to flee their beloved homes to be in a foreign land. The second day of the conference started with a keynote speech by Lady Justice Whipple, a Justice of the Appeal Court of England and Wales with a stellar legal and judicial background. Her remarks focused, among other themes, on issues arising under her current leadership position as the Lead Judge for Diversity and Inclusion, Leadership Development and Wellbeing. In her speech, she observed: “I have been in this position for one year. I oversee a huge portfolio that includes diversity, inclusion, leadership, and well-being. I care about diversity and inclusion and want to work with the best judges. I want to work in an environment that is fair and inclusive. Let’s put our shoulders to the wheel and get it turning—we are ready.” Barbara Mills, KC , the current Vice Chair of the Bar Council, delivered an inspiring speech. She concluded her speech on this note: “We have moved from anecdotes to real data. There is now no question that women belong in the legal profession and that they can and should lead. Here’s to the next hundred years; we can all do our part individually and collectively. As I take over on January 1, 2025, as the fifth woman and the first person of color to chair the Bar Council, I will be informed by the knowledge and understanding that meaningful and sustainable change will happen not through force but through leadership and partnership—collaboration and persuasion. I hope you will join me on this journey.” Bold : This conference reaffirmed my belief that women judges are bold —justice delivery requires boldness and resistance to social injustice, discrimination and social norms. Being among women judges, listening to their stories, hearing their laughter, and watching them hug each other, eat and drink reaffirmed my belief that the women judges are as human as we all are. As shared in the introductory chapter of Layered Intersectionality and Framing Feminist Legal Discourse on Access to Justice for Women , the women judges I study are not just objects of law or justices of the peace. Women judges are human beings who feel, see and sense all human emotions and have shared intersectional experiences that cut across gender, race, ethnicity, class, sexuality and other identity categories. Hearing these remarkable women judges speak about their work, experiences, challenges and triumphs was inspiring. It was beautiful to listen to the honest conversations about the impact of racism and sexism they encounter in their daily work and how they radically resist misogyny, patriarchy and racism. Brilliant : Women judges have the brilliance needed to do the work . Despite historical exclusions from the bench, unmeritocratic selection methods and social norms such as racism and sexism that excluded women from the bench, women judges have proven they have the brilliance and intellect and are equally qualified (and often more qualified) to sit on the bench. These are demonstrated daily through their decisions/judgments and other activities off the bench. Beautiful: Women judges are beautiful —inside and out. The gorgeous dresses, smiles, stories, and shared experiences conveyed a sense of collective beauty and camaraderie. It was lovely to watch as they interacted with each other and the commitment to self-care and wellness, as exemplified by the breakout sessions on dealing with grief and self-defense classes offered. Drying the ink During these two days, I reaffirmed my role as a researcher and scholar-activist—to tell the stories of judges—through rigorous research methodologies accompanied by strong theoretical frameworks. Furthermore, being among the women judges also ignited a renewed sense of commitment to tell the authentic stories of these women judges through the power of the pen and their voice(s). Through legal narratives and storytelling, I tell the authentic stories of women judges, starting from the African Women in Law Legacy Project to the Women in the African Diaspora Project. Watch out for more storytelling. As I concluded in the introduction chapter of my forthcoming book- African Women Judges: Storytelling as Judicial Freedom , “one never knows what theories are uncovered during storytelling. The art of storytelling and the dialogic of communicating one’s lived experiences is the first step to building knowledge and theory. Judicial storytelling is an act of freedom.” Until next time…............

Promotion and Progress: Shattering Gender Barriers
****Our guest blogger Ms.Osai Ojigho reflects on one of the pillars of the GELC-- promotion . __________________________________________________________________________________ Promotion is a mark of progress as well as success in any workplace. For the legal profession, promotion can mean making Partner, ascent to the bench and up to the highest court in the country or being conferred with the rank of ‘Silk’ – Senior Advocate of Nigeria (Nigeria), Senior Counsel (Kenya), King’s Counsel (UK), etc, with accompanying privileges that acknowledge experience, expertise and exemplary service. For many in law firms, becoming a partner is a respectable aspiration that offers increased visibility and is a marked sign of one’s leadership in the law. It is, therefore, a valid and legitimate aspiration to pursue your highest potential and that the different pathways to leadership are accessible to all, regardless of gender or status. The legal profession is becoming more gender diverse in many African countries, and many more young women are graduating from law school. However, the increase in the number of women in the profession does not necessarily translate to more women in leadership positions. This trend, as Jarpa Dawuni, PhD, argues, is sadly linked to a male-dominated view of the legal profession and the structures that maintain it. Whether workplace promotion patterns play a role in men’s aspirations compared to women’s is relative. The Institute for African Women in Law (IAWL) carried out a Gender Equality in Law Campaign Survey in 2023 to evaluate the profession's status in relation to gender bias, sexual harassment, equal pay, hiring and promotion. When posed with the question, are men promoted more than women in your workplace? An almost equal number of respondents strongly agreed (10.7%) or strongly disagreed (12.1%), while about 33% remained neutral. What it takes for women to be promoted I know several women lawyers who are partners in law firms and, speaking with a few of them on their careers, it is interesting to see that although they have unique journeys, they shared many similarities. For the women who have achieved partner status, there were several things that worked well for them including: Excellence and thoroughness in their work; Childcare support at home or provided by their employer; Mentor in the same law firm that encouraged them and was a sounding board; Confidence and courage; and Networking and relationship management. I have heard repeatedly from colleagues in active legal practice that some women leave the profession when they get married and have children. Many pointed out that the high demands on your time at work and additional pressures at home can be a deal breaker for many women. It became apparent that women taking a career break to have children found it even more challenging to return to work if the only explanation they had for gaps in their CV was to start a family. However, employers were more willing to offer flexible working arrangements to a valued member of staff based on previous accomplishments. Men, more often than not, do not have such considerations and are less likely to leave a profession they love due to domestic responsibilities. However, there is anecdotal evidence that some employers were more willing to offer flexible working arrangements to a valued female staff on account of previous accomplishments. The challenges faced with balancing the pressures of work and practice have led more women into in-house legal roles as legal officers, company secretaries, and legal advisers. This does not mean that these roles are less demanding. However, the companies/organizations appear to have more developed policies and provisions in place which enable females to flourish better as members of the workforce. Advancing women’s promotion: Institutional and personal measures There are measures that law firms and other employers can take to level the playing field and remain profitable as a business. Some medium-sized or big law firms invest in supporting their women lawyers to thrive and grow and are keen to retain them, which is a key factor in gaining the experience on the job needed for promotion to more senior roles. They spend more resources in providing facilities to enhance the work environment, such as extended maternity leave and a phased-out approach to returning to work e.g. by working fewer hours for a month or so after maternity leave to wean a baby; dedicated creche; breastfeeding rooms and refrigerators where expressed milk are stored; flexible working for an agreed period; coaching or mentoring programs; and training and professional exchanges. The return on investment is a dedicated and capable workforce focused on winning more business for the organization. An enabling environment has a significant impact on staff health, well-being, and motivation. There are also the personal efforts women lawyers require to excel in such competitive spaces. Some of it is unlearning certain behaviors conditioned by cultural norms, which can impair women negotiating more aggressively for what they want as that may be considered unladylike. While it is promising to see women become partners and leaders and celebrate this, small firms or sole practitioner firms are less likely to have an active policy aimed at addressing the representation of women in leadership. Also, corporate, commercial and specialist firms are more likely to have more resources than purely litigation practices to make their offices more gender-responsive. As more women become partners and lead projects, younger lawyers know that it is attainable and it is normalized. Conclusion Times have changed and there are more forums where we can have open conversations about what is required or needed to be done to be a partner or advance in a legal career or stay in practice. The institutions of legal scholarship and practice must recognize that making the work environment more inclusive is the best practice. Educating leaders about the challenges that women face and equipping them with the tools to mitigate this is key. One way is to adopt a fair and equitable hiring and promotion policy. The IAWL has a sample Gender Equality in Law: A Model Policy that law firms and other institutions can adopt. In addition, showcasing the benefits of encouraging a transparent process for promoting staff and encouraging them to take up leadership is an investment that pays repeatedly.

IAWL Pays a GELC-Inspired Courtesy Call To The Ethiopian Women Lawyers Association
On October 18, 2024, a team from the Institute for African Women in Law (IAWL) visited the Ethiopian Women Lawyers Association (EWLA) office in Addis Ababa. The purpose of IAWL’s visit was to present EWLA with IAWL’s Gender Equality in Law Campaign (GELC) Research Brief and Gender Equality in Law Model Policy , sign the symbolic policy adoption form and discuss how EWLA could partner with IAWL to disseminate the research findings, progressively adopt the Model Policy and conduct research on Ethiopian women in law. Ms. Lensa Biyena Geleta, the Executive Director of EWLA, led the IAWL team on a guided tour through the EWLA offices and the nature of the association's work. Co-founded by Former Chief Justice Meaza Ashenafi, EWLA promotes women’s rights through three core programs: Free Legal Aid Services, Public Education and Capacity Building, and Research and Law Reform Advocacy. EWLA’s Legal Aid Services provide legal counsel, court brief-writing and court representation services for all women, with a specific focus on disadvantaged women and victims of gender-based violence. It also provides self-court training for women’s representation and offers a platform for remote support for victims of gender-based violence who are unable to visit the office in person through a national toll-free hotline. Additionally, EWLA has a Projects Office that focuses on creating and managing programs that raise awareness of women’s rights through training, workshops and campaigns. This department also handles the capacity building of EWLA members. Finally, EWLA generates research on women’s rights in order to inform the programs they create and make appeals for law and policy reforms in favor of women’s protection and societal advancement. After the office tour, the IAWL team presented Ms. Geleta with our research and model policy. The highlight of the visit was Ms. Geleta's adoption of the IAWL Gender Equality in Law Model Policy on behalf of EWLA. This adoption signals a commitment by EWLA to continue its work towards gender equality in the Ethiopian legal profession, and a show of gender solidarity. In addition to presenting the research and policy, the visit aimed to strengthen the ties between the two organizations and explore opportunities for future collaboration. Ms. Geleta shared that although, for over 30 years, EWLA has not focused on training women lawyers, that shift is on its radar as EWLA develops its strategic plan for 2025-29. One of those initiatives is focusing on women lawyers and training them in mediation and arbitration, which they have already started doing with their members but will continue to build on. EWLA hopes to expand the training available to its members and looks forward to collaborating with IAWL through the Women’s Excellence in Law and Leadership Academy (WELLA) - Ethiopian Chapter launched earlier at the African Union. Ms. Geleta expressed interest in finding other ways to engage with and explore supporting women in law in Ethiopia.

The Pan African Lawyers Union (PALU) Endorses IAWL’s Gender Equality in Law Campaign and Model Policy
On October 18, 2024, the Pan African Lawyers Union (PALU), a leading organization for lawyers across Africa with a vast network of members, officially endorsed the Institute for African Women in Law’s Gender Equality in Law Campaign (GELC) and Gender Equality in Law Model Policy in Addis Ababa, Ethiopia during their annual conference. The public endorsement occurred during a panel discussion on Gender Equality in Law Across Africa , co-sponsored by Equality Now, represented by Ms. Judy Gitau, Regional Coordinator and the Ethiopian Women Lawyers Association (EWLA), represented by the Executive Director, Ms. Lensa Biyena. The endorsement was signed on behalf of PALU by three Executive Committee members: Ms. Joyce Oduah, Vice President (Western Africa), Mr. Donald Deya, the Chief Executive Officer, and Mr. Koffi Sylvain Attoh-Mensah, Treasurer. PALU’s endorsement is a significant milestone in the Gender Equality in Law Campaign (GELC) launched in Accra, Ghana on July 5, 2024, and in Addis Ababa in collaboration with the Office of the Legal Counsel of the African Union on October 15, 2024. The endorsement impact is far-reaching, signaling to PALU’s over 1,200 individual members and 76 institutional members that attaining gender equality within the legal profession must be prioritized. The campaign is premised on the triple-A— Awareness, Advocacy and Activation . The commitment by PALU as a campaign partner and member of the GELC Alliance provides a broader platform for advocacy. The endorsement of the Gender Equality in Law Model Policy will accelerate efforts to get law firms to adopt and activate the policy in their law firm practices. Mr. Don Deya, the Chief Executive Officer of PALU and a longtime MALE Ally of the Institute for African Women in Law, emphasized the importance of this historic action by PALU, “The governance organs of PALU, and I personally, have fully embraced our partnership with IAWL, as set out in our Memorandum of Understanding (MoU), and fully endorse the GELC and its products, which include the Model Policy. Our profession has been effective in protecting the rights of others while simultaneously violating rights internally. This Campaign and the Model Policy provide practical tools for achieving measurable change, country by country, region by region, and continentally. This is a challenge that the PALU Secretariat, which I lead, has accepted and will promote with all diligence.” The President of PALU, Mr. Kari Abdoul Bagui emphasized the commitment by PALU to promote the adoption of the GELC by its members; “The Council and Executive Committee, respectively, of the Pan African Lawyers Union (PALU) take very seriously our partnership with the Institute for African Women in Law (IAWL). We wholeheartedly endorse the Gender Equality in Law Campaign (GELC), and we view it as a most useful platform for engaging our own lawyers associations (Bar Associations and Law Societies) at national and regional levels in Africa, working towards an Africa-wide reform of the legal profession.” This endorsement by PALU marks a significant milestone in our partnership with PALU and our collective and shared interest in gender equality in law. “To have a leading continental organization like PALU wholeheartedly endorse the GELC and the Gender Equality in Law Model Policy is a big win for women in law. Working with organizations such as PALU that have embraced gender sensitivity is crucial to the success of this campaign. We invite more law societies and bar associations to follow this great example.” Bar associations, law societies, law firms and legal organizations can support the movement in three simple ways: Sign the solidarity pledge Join the GELC Alliance and adopt the IAWL Gender Equality in Law Model Policy

Empowering Women in Law: Insights from the 2024 PALU Annual Conference
The Institute for African Women in Law (IAWL), in partnership with Equality Now and the Pan African Lawyers Union (PALU) , collaborated on two events on Friday, 18th October 2024 as part of PALU’s Annual Conference 2024. The conference, held at the Skylight Hotel in Addis Ababa, Ethiopia, attracted legal professionals from across the continent under the theme ‘Africa as a Global Powerhouse: Empowering Minds, Enlightening Paths’ . The first event was a mentorship session between IAWL, PALU and the Young Women for Awareness, Agency, Advocacy and Accountability (YW4A) Programme, where selected senior legal professionals shared their experiential insights with early career professionals about the critical steps to developing a successful career trajectory. The event was moderated by Equality Now’s Regional Coordinator, Africa, Ms. Judy Gitau, and the panel consisted of Prof. J. Jarpa Dawuni, Ph.D. (Founder and Executive Director, IAWL), Ms. Joyce Oduah (Principal Counsel, Vice President for West Africa at PALU), and Mr. Andrew Karamagi (Lawyer, Scholar and Development Practitioner). Integrity, excellence, hard work, and building professional networks were among the key takeaways for the mentees who attended. While addressing the early career professionals, Prof. Dawuni stressed, “ Do the hard work, even when no one is looking. Be genuine. Be genuine in everything you do. ” Ms. Oduah emphasized integrity: “Integrity can put more than food on the table for you. Once your brand is integrity, people will know you, and they will come for you. Integrity is key in whatever you do”. Mr. Karamagi challenged the mentees to aim higher than the 1234 rule. He explained: “A lot of people believe once you achieve the 1234 rule, you are set for life: 1 spouse, 2 children, a 3 bedroom house, and a 4-wheel drive. You have to want more than that.” The second event was a roundtable discussion on promoting gender equality in the legal profession, aligned with the launch of IAWL’s Gender Equality in Law Campaign (GELC) on July 5th, 2024, at the Movenpick Ambassador Hotel in Accra, Ghana. This session raised awareness about the challenges women face in the legal profession– sexual harassment, unequal pay, inequitable hiring and promotion, and gender bias and stereotypes– and discussed how to create a more gender-equitable profession. Moderated by Dr. Maame Efua Addadzi-Koom, Director of Training at IAWL, event panelists included Ms. Judy Gitau of Equality Now, Ms. Lensa Biyena Geleta (Executive Director of the Ethiopian Women Lawyers Association), and Mr. Donald Deya (Chief Executive Officer of PALU). Dr. Addadzi-Koom commenced the session by introducing Prof. Dawuni, who spoke about the mission behind GELC. Data drawn from IAWL’s research report Gender Equality in Law Across Africa: Is the Glass Half Full? shows that women in the legal profession are not immune from the aforementioned types of gender-based mistreatment in the workplace. This data backs the work that IAWL does through GELC by raising awareness of why gender equality advocacy is needed. Prof. Dawuni also stressed the importance of being solution-oriented. She stated that African women are powerful and have always been able to bring about change, emphasizing that campaigns like GELC are not about playing the victim but rather saying, “These are the problems, this is what the data shows, but this is what we can do.” Ms. Gitau then highlighted what a gender-equitable law firm or legal work environment should look like, stating that a gender-equitable space has policies that encourage “equal opportunity for advancement,” push for mentorship and guidance for all, look out for implicit and explicit biases in the workplace and address them, and that do not penalize women when they perform motherly duties that take them away from the office. Ms. Geleta spoke on the role of lawyers, law firms and bar associations in ensuring a gender-sensitive legal work environment, highlighting how gender equality often “looks like it’s the issue of those groups that are specifically focusing on gender issues only.” However, Ms. Geleta emphasized: "I don't think as a professional, as a professional lawyer, specifically, I don't think this issue is something we should be left out of. It's something that we ought to do together.” Finally, Mr. Deya reflected on how a male ally can support gender equality in the legal profession by emphasizing that a male ally has to be willing to learn. Male allies must ask themselves how they can be enablers and supporters for their women colleagues without detracting attention from them and taking away their agency. Mr. Deya also commended IAWL for conducting its GELC research because policymakers rely on the data to make decisions, but this data is often lacking in the African legal profession. The discussion concluded with a symbolic signing of the GELC Model Policy Adoption Form by Mr. Deya, Ms. Joyce Oduah and Mr. Sylvain Koffi Attoh-Mensah, the Treasurer at PALU. The signing of this form marks their commitment to wholly or partially adopt the model policy within one year or a reasonable time, whichever comes first. Mr. Deya, Ms. Oduah and Mr. Attoh-Mensah’s signing of the form showed true commitment to and activation of the Campaign, and IAWL expresses its deepest gratitude. Overall, both events were a huge success, exceeding expectations in raising awareness around the importance of gender equality in the legal profession, driving interest to support GELC, and encouraging the next generation of women leaders. For media inquiries: info@africanwomeninlaw.com

Women in Law and Leadership: Who is Isabel Boaten?
Isabel is the Managing Partner of AB & David Ghana and current Vice President of the Greater Accra Regional Bar Association (GAR). She is a purpose-driven, family-oriented woman of faith who stays unflinchingly committed to the causes she believes in. Isabel’s decision to run for President of the GAR is inspired by a vision to build the Regional Bar into a dynamic, responsive, and people-centered association Recognized by Chambers Global and IFLR 1000 for her legal work, Isabel has established an excellent career in consulting on policy, legislative, and institutional reform in Africa. A member of the Law Firm Management Committee of the International Bar Association Committee, she is an advocate for and speaks frequently at local and international fora on the need to elevate practice standards in Africa. Significantly, Isabel led AB & David’s campaign to become the first law firm in Africa to secure the Law Society of England and Wales Lexcel management standard, an accreditation awarded to law firms that meet the highest management and client care standards. Legal Practice and Expertise Isabel envisions a legal industry that reflects an appreciation of the global economy, changing trends, and high professional and ethical standards. Her legal expertise has seen her at the forefront of landmark assignments across Africa, including advice on the development of a new Public Service Commission law for Ghana and public procurement and concession reform in Liberia. Past and Current Leadership Achievements Isabel is a member of the CPD Committee of the Bar and has served on important committees of the Bar and the Judicial Service, including the Committee for the development of CPD Guidelines, the GAR Review Committee on the proposed Legal Profession Bill and the Chief Justice’s Committee on the review of paralegal curriculum for the Judicial Service. Isabel is a mentor to many young lawyers. Apart from spending time with family, Isabel writes a blog where she shares life lessons for personal and professional growth. ( isabelsjourneyofdiscovery ) Her leadership has also been recognized through several awards. In 2023, she received the coveted Robert Legh Excellence in Leadership Award (conferred by the African Legal Awards), which celebrates lawyers who inspire change and drive innovation. In 2015, Isabel was a double award recipient of the Law Digest Africa Managing Partner/Young Managing Partner award. She is recognized as a Woman In Law to watch by the Institute for African Women In Law (IAWL). Isabel has served on several committees of the bar, including the Committee for the development of CPD Guidelines, the GAR Review Committee on the proposed legal profession bill and more recently, the Chief Justice Committee on the review of paralegal curriculum for the Judicial Service. Her commitment to inclusivity influenced the firm’s decision to open its doors to and support a visually impaired brilliant young lawyer start an exciting legal career with the firm. She is a part-time lecturer in Law Practice Management at the Ghana School of Law, chairs the Board of Ecobank Retirement Fund, and serves as a member of the CPD Committee of the Bar. Policies and Plans Her vision is hinged on five (5) pillars and will be implemented through the policies and programs outlined below. Training & Professional Development Specialist and industry-related training based on practice divisions and global trends. Bespoke training for young lawyers to enhance opportunities for networking, mentoring and the development of professional and ethical standards- “Young Lawyers Academy” Welfare /Working Environment/Camaraderie Formalize welfare arrangements for members in the event of death, illness, or incapacity. Collaborate with the Judicial Service to improve sanitation standards and address parking challenges at the Court Complex Institute a Regional Law Week (awards dinner, “Bar Olympics” and legal clinics) to foster professional networking, camaraderie and service to the community Gender Mainstreaming & Inclusion Advocate for the adoption of gender-inclusive workplace policies in law firms /law departments Enhance support of programmes of the Women's Forum in the region Adopt policies to foster engagement with members with disability Involvement Of Members In Decision Making Enhance engagement with regional representatives of the In-house, Young Lawyers and Women's fora and members in academia. Stimulate member engagement and feedback. Give Back To The Community Structured pro bono scheme in partnership with the Legal Aid Commission / The Vance Centre for International Justice Support selected philanthropic causes Legal clinics for underserved communities What makes her great for the Presidency? As a lawyer who has worked with and supported the transformation of a small Ghanaian law firm into a pan-African firm and well-recognized brand, Isabel knows first-hand how the focused implementation of strategy and the commitment of a team to a cause can bring about transformation. Her 24-year career at AB & David (11 of which have been as Managing Partner) is a testament to her unwavering commitment and focus on the causes she believes in. The invaluable insights gained from her current role as Vice-President of the GAR, her participation in the Committees, her appreciation of how to tailor international standards to fit the Ghana context, and her experience from working with clients and partners across the world, have imbued in her an acute appreciation of the benchmarks for excellence, what members care about, and therefore what should define her focus as President of the Regional Bar.

IAWL Stakeholder Engagement at the African Union:
Gender Equality in Law Campaign becomes a continental movement The Institute for African Women in Law (IAWL), in collaboration with the African Union Office of the Legal Counsel (AUOLC) and the Office of the Former Chief Justice of Ethiopia, Justice Meaza Ashenafi, hosted a regional consultative and stakeholder engagement on Tuesday, 15th October, 2024. The high-level event was held at the 2500-capacity Nelson Mandela Plenary Hall at the African Union Headquarters in Addis Ababa, Ethiopia. The Bureau of International Narcotics and Law Enforcement Affairs (INL) of the U.S. Embassy in Ethiopia sponsored the event. The event was a follow-up to the 5 July, 2024 launch of IAWL’s Gender Equality in Law Campaign (GELC) , a strategic Pan-African initiative premised on Awareness , Advocacy and Activation . GELC uses evidence-based research, public advocacy, and stakeholder engagement to highlight the challenges women in the legal profession face in order to drive policy reforms that promote equitable and inclusive institutional practices while supporting women's career and leadership development. The event commenced with welcome remarks by Professor Hajer Gueldich, the Legal Counsel of the African Union, who emphasized that: “ Today's event brings us together for a pivotal moment in the journey toward gender equality within the legal profession across Africa. The Gender Equality in Law Campaign (GELC) represents a collaborative effort between the IAWL and the OLC to create lasting change in how women are represented, supported, and empowered in law. ” Focusing on research data, Professor J. Jarpa Dawuni, Founder and Executive Director of IAWL, commented on the progress, challenges, and prospects for achieving gender equality across Africa's legal profession. Dr. Maame Efua Addadzi-Koom, Director of Training at IAWL, presented highlights of the recently published evidence-based research– Gender Equality in Law Across Africa: Is the Glass Half Full? , and the Gender Equality in Law Model Policy, a significant document in promoting gender equality, Prof. J. Jarpa Dawuni, presented copies of the research report and M odel P olicy to Professor Hajer Gueldich, underscoring the crucial role of the African Union in this initiative . Delivering a goodwill message via video, Ambassador Dr. Namira Negm, the Director of the African Migration Observatory, commented on the IAWL Model Policy, stating, “I believe it [the Model Policy] will be extremely effective in getting more equality for women in Africa when we speak about women in law. We start by women in law because we [lawyers] are fighting for the rights of women around the continent.” The Institute’s Women’s Excellence in Law and Leadership Academy (WELLA) was formally launched. WELLA seeks to strengthen and support the capacity of women in law through training and leadership development. Commenting on the WELLA, Justice Meaza remarked, “ WELLA will be one of the initiatives that I would like to support. In fact, over the past months, I have consulted with groups of young lawyers, some of whom are here, and with civil society groups such as the Ethiopian Women Lawyers Association (EWLA) on the need to enhance the leadership capacities of young females in the legal profession. When Prof. Dawuni informed me that the IAWL was also incubating a similar idea, we decided to join our efforts .” Representing the voices of women judges in Ethiopia, Supreme Court Justice Hitmet Assefa, commenting on the contributions of women judges, emphasized, “ It's not by might nor by power, but by virtue of being born women or being born female, that we [women] are capable, competent, diligent, and ethical. So, the government and the society, for its own sake, should assign more women in the legal arena. Assigning more women in the legal arena ensures justice, peace and harmony in society .” In written remarks shared with the audience, H.E Ambassador Fathallah Sijilmassi, the Director General of the African Union Commission, highly commended the GELC initiative while highlighting existing legal frameworks to address gender equality at the African Union level. He further stressed, “ We must ask ourselves: why do these barriers persist? What more can we do to ensure that every woman, whether she be a young law graduate or an experienced judge, can reach her full potential? The answers lie not only in our policies but in our actions, our practices, and our commitment to systemic change. This is where I issue a Call to Action to every institution, every government, and every stakeholder present here today. We must move from policy to practice. We must move from aspiration to action .” In her closing remarks, Professor Hajer Gueldich emphasized the importance of supporting gender equality in the legal profession, “ As we conclude, I want to take a moment to reflect on the Gender Equality in Law Campaign (GELC). This initiative holds incredible promise for shaping the future of the legal profession in Africa. It’s more than just a campaign—it’s a movement. A movement toward a future where women’s contributions in law are valued equally, where barriers to leadership are torn down, and where every woman has the opportunity to thrive. Today’s discussions are a crucial step in that direction, and I am filled with optimism about the impact the GELC will have. The ripple effect of empowering women in law will extend beyond the legal profession, driving societal change across our continent. This campaign is the catalyst for a new era of gender parity, and I am confident that, together, we will turn this vision into a reality. ” For media inquiries: info@africanwomeninlaw.com

Creating a Gender-inclusive Legal Profession: IAWL-AUOLC Stakeholder Engagement to Combat Gender Inequality
FOR IMMEDIATE RELEASE Addis Ababa, Ethiopia - The Institute for African Women in Law (IAWL), in collaboration with the African Union Office of the Legal Counsel (AUOLC) under the leadership of Dr. Hajer Gueldich, and the Former Chief Justice of Ethiopia, Justice Meaza Ashenafi will host a public forum and stakeholder engagement of the continent-wide strategic initiative, the Gender Equality in Law Campaign (GELC). This high-level Regional Consultative and Stakeholder Engagement will take place on Tuesday, 15th October 2024, 11 am at the African Union Nelson Mandela Plenary Hall in Addis Ababa, Ethiopia. The event will be attended by the Diplomatic Corps, representatives of various international organizations, gender-based organizations, judges, lawyers, legal academics and law students. The Gender Equality in Law Campaign (GELC) was officially launched at a high-level convening held in Accra, Ghana, on 5th July 2024. This Pan-African initiative aims to raise awareness about the challenges women in the legal profession face by using evidence-based research, public advocacy and stakeholder engagement to ignite policy reforms for equitable and women-inclusive institutional practices and policies that support women’s career development and leadership. This campaign closely aligns with the African Union’s existing commitments to gender equality, particularly the AU Strategy for Gender Equality & Women’s Empowerment (2018-2028) and the Protocol to the African Charter on Human and Peoples' Rights on the Rights of Women in Africa (Maputo Protocol). These legal frameworks underscore the need for institutional reforms to protect and promote the rights of women, including those in the legal profession. Gender equality in the legal profession is a shared responsibility among various institutions and organizations that uphold the rule of law. It is, therefore, imperative to join forces with these institutions in acknowledging the challenges raised and resolving them. The event focuses on fostering dialogue and collaboration. By sharing knowledge and strategies, participants can work towards promoting gender equality and increasing the number of women leaders in the legal profession. We look forward to having stakeholders and advocates for gender equality in the legal profession join us at this crucial gathering. Collectively, we can push for tangible change to create a more gender-inclusive legal environment. For media inquiries, contact us at info@africanwomeninlaw.com

When Women in Law Lead: A Series
Assessing 180 Days of Faith Mony Odhiambo as President of the Law Society of Kenya By J. Jarpa Dawuni, Ph.D. & S. Muthoka Mutie, Ph.D . IAWL has launched a new blog series, WHEN WOMEN IN LAW LEAD , using storytelling and legal narratives to showcase how African women in law and leadership are transforming legal institutions, contributing to justice, the rule of law, and women’s empowerment. In a round of engaging questions, we delve deeper into the Perspectives , Positionalities and Politics of women’s leadership in law. In this maiden series, we present Ms. Faith Mony Odhiambo, the second female president of the Law Society of Kenya (LSK), in conversation with Dr. J. Jarpa Dawuni and Dr. S. Muthoka Mutie. In a reflective and engaging memoir, Women, Resilience and the Will to Lead , Linda Kasonde, the first woman president of the Law Association of Zambia (LAZ), narrates her trajectory to leadership at the bar and how she overcame challenges to excel as a leader and a lawyer. Linda’s story of resilience and an unwavering desire to make positive change draws on the life histories of several other pioneer African women in law who have broken barriers and shattered the chains of patriarchal oppression to rise into leadership. Her impact on society is significant, and her role is crucial. For instance, during the recent youth-led demonstrations against the infamous Finance Bill 2024, which was marred by extrajudicial killings, forced abductions, and torture, the Law Society of Kenya, under the leadership of Faith Mony Odhiambo, played a crucial role. The Society portrayed unwavering commitment to upholding the Constitution and protecting the rights of citizens, as demonstrated in their petition , and representing the arrested protesters, securing their timely release. The image of the LSK president standing alongside the Gen-Z protesters who have faced the brunt of police brutality and condemning the atrocious acts being perpetrated by the police will remain with the public for a long time. Under Faith Odhiambo’s leadership, will the public’s perception of the LSK as a vibrant public ally and an organization committed to upholding the Constitution and protecting the rights of citizens be revived? Here are some preliminary observations touching on the first six months of her leadership. IAWL : What was the status of the Society (its image in the eyes of Kenyans) before taking over the reins of leadership? FAITH: Before assuming leadership of the Law Society of Kenya (LSK), the Society had unfortunately lost much of its former glory, and the public's confidence in the Society had dwindled. Internal challenges, including leadership wrangles and a perceived disconnect from the needs of both the legal profession and the broader public, had significantly eroded its standing. Unfortunately, many Kenyans saw the Society as more focused on internal disputes than on championing justice and the rule of law. Upon taking office, restoring the Society’s integrity and re-establishing public trust became my primary objective. Under my leadership, the Law Society of Kenya has since reestablished and affirmed its place as the bulwark for the rule of law in Kenya. IAWL: What would you classify as your topmost contribution as a leader to the Society and the country? FAITH: My topmost contribution as a leader has been the re-establishment of the LSK as a formidable and independent institution in the justice and civic space. Under my leadership, the Society has taken decisive steps to address government excesses, advocate for human rights, and promote good governance. I acknowledge that it is easier to be knocked off our perch than it was to rise to it. Currently, there is near nationwide consensus that the LSK is a worthy ally of the people of Kenya and a firm champion of accountability from government and public sector institutions. Nationally, the Society has become a critical voice in safeguarding constitutionalism and the rule of law, holding both state and non-state actors accountable. Other key achievements include: Improvement of Service Delivery : We conducted a technical review of the Enterprise Resource Planning (ERP) System, identifying gaps and initiating the procurement process for a new system. The new ERP, scheduled for implementation this year, will significantly enhance efficiency in service provision to members. Review of Advocates Remuneration Order (ARO): We reconstituted the Ad Hoc Committee on Review of the ARO, which is actively revising the remuneration structure to reflect current economic circumstances and professional dynamics, aiming to secure better terms of service for our members. Strategic Partnerships for Member Welfare : We established a standing MoU with Zamara Risk & Insurance Brokers Limited to secure cost-effective insurance solutions for members, including medical cover, professional indemnity, and pension, thereby enhancing the overall welfare and safety of our members. We are also striving towards working with other insurance agencies to get the best medical cover for members and provide other services, including pension schemes for Senior Advocates. Upholding Quality in Legal Education and Practice: My council has commenced consultations on key issues such as cross-border practice and CPD program standards. We are committed to transforming our CPD Programme into a training institute and center of excellence, ensuring our members maintain high standards of legal practice. Protection of Members: The council has proactively addressed threats and harassment against advocates, ensuring their safety and ability to practice without external interference. We have also strengthened the Society’s capacity to self-regulate and resist overregulation by external entities. Judicial Oversight : The council is in the process of establishing an LSK Committee on Collection of Complaints against Judicial Officers. This committee will provide an independent avenue for lodging and tracking complaints, thereby enhancing our oversight role over the judiciary. Strengthening Pro Bono Services: The council has advanced efforts to standardize and monitor pro bono services across East Africa, embedding continuous training into our CPD program to ensure advocates are well-equipped to manage pro bono cases effectively. Active Leadership in Public Interest : The council has been at the forefront in presenting memoranda on legislation, filing public interest petitions, and challenging any defiance against the Constitution, demonstrating our unwavering commitment to upholding the rule of law. IAWL: You seem to be in favour with the members of the opposition and the civil society more than your predecessors. What is the trick? FAITH: It is not so much favour as it is a shared commitment to the rule of law and justice. The LSK is statutorily mandated to be a neutral defender of constitutionalism, principles of justice, and the rule of law; I take this mandate very seriously. Political expediency does not inform what we do or why we do it. Still, by standing firm on constitutionalism, human rights, and public interest, I have naturally found common ground with similarly well-minded entities. Ultimately, the goal remains ensuring that the Society stays true to its mandate as a guardian of justice. IAWL: You were the Vice President of the Society deputizing Eric Theuri. Would you say there are things you could not do then but can do now? What difference does it make to be leading the Society as the woman President? FAITH: As Vice President, my role was largely supportive, focusing on executing the vision of the then-President. While I was involved in strategic decisions, the ultimate responsibility lay with the President. Now, as the President, I have the latitude to set the agenda, lead from the front, and implement my vision for the Society. Leading as a woman president brings an additional layer of responsibility—to inspire and pave the way for more women in leadership. It allows me to advocate more strongly for gender parity within the legal profession and beyond, ensuring that the Society reflects the diversity of the nation it serves. As a woman, the burden can be quite high because you have to work extra hard to leave a legacy that allows all the women and girls who look up to you are seen as worthy and deserving of the opportunities you have had. IAWL: What are the main contributors to success for a woman leader in the Kenyan legal domain? FAITH: The primary contributors to success for a woman leader in Kenya’s legal domain include resilience, strategic vision, and a strong support network. Resilience is crucial in leadership, especially in navigating the often male-dominated leadership in the legal profession. At the same time, a clear strategic vision ensures that one remains focused on long-term goals despite the challenges. Building alliances with like-minded colleagues and mentors within and outside the legal profession provides the necessary support and guidance. Furthermore, maintaining integrity and a commitment to ethical practice are non-negotiable in achieving sustained success. IAWL: What are the major challenges for a woman leader in the Kenyan legal domain? FAITH: The major challenges for a woman leader in the Kenyan legal domain include gender bias, balancing professional and personal responsibilities, and limited representation in key decision-making positions. Gender bias often manifests in subtle but pervasive ways, from being underestimated to facing undue scrutiny. Furthermore, the societal expectations on women to balance career and family life can be particularly challenging in a demanding profession like law. Lastly, the underrepresentation of women in senior legal positions, such as in the judiciary or within law firms, means that female leaders often lack sufficient role models and allies in the highest echelons of the profession. Overcoming these challenges requires personal resolve and a concerted effort toward systemic changes to promote gender equality. This underscores the complexity of the issue and the necessity for collective action. We invite guest bloggers who are interested in showcasing the impactful achievements of women in law across Africa and the African Diaspora. To contribute to the series, email us at info@africanwomeninlaw.com (subject line—(subject line- Guest blogger inquiry).

History Made! Two Women Elected to Lead the Ghana Bar Association
The wave of women in leadership has thoroughly swept through the halls of the Ghana Bar Association (GBA). As an association that historically never had a female president and had elected only one female vice president, the GBA now has two women elected to lead it in the same election period. The elections were held electronically on September 11, 2024, during the GBA Annual General Conference. This election has produced the most gender balanced executive council in history consisting of three women and three men. Mrs. Efua Ghartey , a leader of unwavering determination, now bears the historic title of the first-ever female president of the Ghana Bar Association. At the same time, Mrs. Victoria Barth , a woman of exceptional leadership skills, becomes the second female vice-president to be elected since the GBA’s inception. Congratulations to these two women on this historic win and for being national exemplars to all women in the legal profession in Ghana. Mrs. Efua Ghartey , an accomplished lawyer with over 30 years of experience at the bar, ran on the ticket of promoting the welfare of the GBA membership. During her tenure, she aims to prioritize healthcare, fair compensation, exchange programs and other international partnerships. Mrs. Victoria Barth , a seasoned legal expert with over 20 years of legal experience, has an unwavering commitment to accountable leadership. While assisting Mrs. Efua Ghartery, she envisions a GBA that will be proactive and promote excellence in law practice in Ghana. The Institute for African Women in Law is proud of the achievements of these two women leaders. We extend our felicitations to Mrs. Efua Ghartey and Mrs. Victoria Barth. With you at the helm of affairs at the GBA, we hope your initiatives will boost women’s career progression at the bar and set in motion an equalizing feminization of the Bar’s leadership. Well done!

“Her Ladyship the Chief Justice” Returns: Nigeria Welcomes its Second Female Chief Justice
When it comes to leading judiciaries globally, there is a new dawn of African women judges on a winning streak. Last month, South Africa appointed its first female chief justice. This month, Nigeria has sworn in its second female chief justice - Justice Kudirat Motonmori Olatokunbo Kekere-Ekun. This significant event marks a crucial step towards African women in judicial leadership, as Chief Justice Kekere-Ekun joins the increasing list of women chief justices across the continent. Africa’s record as the continent leading with the highest number of women chief justices and presidents of constitutional courts, Chief Justice Kekere-Ekun’s appointment signals the intentional and significant strides African countries are making to achieve gender parity in judicial leadership. In their study of this emerging trend of female chief justices across the continent, Dawuni & Kang (2015) provide five primary factors to explain this progressive and incremental feminization of Africa’s topmost judicial leadership position. Furthermore, Dawuni & Masengu (2020) capture the gendered aspects of judicial appointments in a comparative study of Nigeria and Zambia. The Institute for African Women in Law team extends our heartfelt congratulations to Chief Justice Kekere-Ekun. We celebrate this significant milestone in your career and pledge our unwavering support as you embark on this new chapter. We are confident that your tenure will bring about positive changes and further revolutionize Nigeria’s judiciary and justice system. Chief Justice Kekere-Ekun ’s judicial career is a testament to her dedication and expertise, spanning over three decades. Her journey began in 1989 when she was appointed a Senior Magistrate Grade II by the Lagos State Judiciary. Since then, she has steadily climbed the ranks, making significant contributions to the judiciary. Her service on various judicial committees and tribunals, and her membership in the committee that drafted the 2004 High Court of Lagos State (Civil Procedure) Rules, are just a few examples of her impactful work. Notably, her work with the drafting committee introduced innovative concepts such as the front-loading concept, pre-trial conference in case management, and Alternative Dispute Resolution (ADR) mechanisms, all aimed at expediting justice delivery. With a reputation for integrity and hard work, we are confident she will uphold the judiciary's integrity. The Institute for African Women in Law extends our heartfelt congratulations to Chief Justice Kekere-Ekun! We celebrate this significant milestone in her career and pledge our unwavering support as she embarks on this new leadership role.

Women in Law and Leadership: Who is Victoria Barth?
Ghana Bar Association (GBA) Vice Presidential Candidate 2024 Victoria Nana Ama Barth is a distinguished legal practitioner with over two decades of experience, running for Vice President of the Ghana Bar Association (GBA) in the upcoming elections. Since being called to the bar in 2002, Victoria has cultivated a reputation for her Corporate Advisory, Civil Litigation, and Alternative Dispute Resolution expertise, positioning herself as a formidable candidate for this leadership role. Legal Practice and Expertise Victoria’s legal practice spans Civil Litigation, Alternative Dispute Resolution and Corporate Advisory, making her a versatile and well-rounded legal professional. Her expertise in these areas has been honed over years of dedicated service, where she has consistently delivered exceptional legal counsel and representation. As a seasoned litigator, she has handled numerous high-profile cases, setting precedents in areas such as contractual sanctity and equitable property distribution during marriage. Her practice is marked by a commitment to ethical conduct, effective dispute resolution and the pursuit of justice for all her clients. Leadership Vision At the heart of Victoria's campaign is her unwavering commitment to the principles of integrity, inclusivity, and accountable leadership. She envisions a GBA that is a pillar of advocacy and a proactive organization dedicated to the welfare and advancement of all its members. Her leadership strategy focuses on strengthening the Bar committees to ensure they function efficiently and make a tangible impact on the administration of justice. Victoria aims to create a dynamic and inclusive GBA that champions justice through ethical practice and fosters professional excellence. She is passionate about driving initiatives promoting excellence in litigation and general legal practice. Moreover, she is determined to support the inclusion and professional advancement of underrepresented groups within the legal profession. Past and Current Leadership Achievements Victoria’s career is marked by numerous accolades that speak to her professionalism and competence. She was awarded for Excellence in Law & Leadership, particularly in Litigation, by the Institute for Women in Law (IAWL) in 2022. She is also one of eight Ghanaian lawyers ranked by Chambers Global in Band 2 for Dispute Resolution Practice in 2024, highlighting her expertise and leadership in the field. Furthermore, her appointment in July 2024 as one of Ghana’s two representatives on the ICC International Court of Arbitration for the 2024-2027 term is a testament to her global standing in the legal profession. Victoria’s leadership vision extends beyond the borders of Ghana. She has represented the GBA at various international forums, including Commonwealth Law Conferences. Notably, she has presented papers on critical issues such as "Self-Represented Litigants: The Real Cost to Parties and Society" and "The Legal Protection of Children around the Commonwealth – The Challenges of Abuse, Neglect, and Exploitation; A Ghanaian Perspective." Her active participation in these global discussions underscores her commitment to bringing a broader perspective to the GBA’s leadership. What makes her the best candidate? Victoria Barth brings to the table a profound alignment of skills, experience, and passion in line with the demands of the Vice President position. Having served as the Managing Partner of her firm for over six years, she has overseen its growth and strategic direction, demonstrating her leadership capabilities. Additionally, her role as Chairperson of the Ethics and Compliance sub-committee of a Regulated Financial Institution’s Board of Directors over the past four years showcases her ability to lead, collaborate, and ensure compliance with regulatory and ethical standards. Her extensive experience within the GBA itself also makes her an ideal candidate. She has served in various capacities that have allowed her to advance the values of ethics and integrity within the legal profession. Her roles have included Secretary of the Continuing Legal Education Committee (2013-2015), Secretary of the Scale of Fees Review Committee (2015), Member of the Greater Accra Bar Review Committee on the Legal Profession (Amendment) Bill (2019), and Member and Secretary of the Adhoc Committee for the Review of the Legal Profession Bill (2021). Most recently, she served on the General Legal Council Committee for drafting Guidelines on Continuing Professional Development (2023). Her commitment to legal education is perhaps most evident in her role as Head of Faculty for Advocacy and Legal Ethics at the Ghana School of Law. For over 15 years, she has been at the forefront of training the next generation of legal practitioners, instilling in them the values of ethical practice and robust advocacy. Her belief that "The function of leadership is to produce more leaders, not more followers" underpins her approach to education and leadership within the GBA. Conclusion Victoria Barth’s candidacy for vice president of the GBA represents not only her commitment to the advancement of women but she exemplifies the importance of battle-tested, resilient women who can hold the door open for more equitable representation at the bar. Her stalwart support of institutions like the GBA Women’s Forum and IAWL shows her commitment to the cause of inclusivity and women’s advancement. Her extensive leadership experience, commitment to legal education, and active involvement in local and international legal discourse make her a compelling choice for this vital role. As Vice President, her tested experience, integrity, and vision for an inclusive and accountable legal profession will help to lead the GBA toward greater efficiency, inclusivity, and excellence, ensuring that it remains a strong advocate for justice and the welfare of all its members.

Women in Law and Leadership: Who is Efua Ghartey?
GBA Presidential Candidate 2024 Mrs. Efua Ghartey is a highly accomplished lawyer with a distinguished career spanning over thirty years. Called to the bar on October 4th, 1991, she has established herself as an expert in various fields of law, including Corporate and Commercial Law, Trade and Investment Law, Intellectual Property Law, Property Law, and Alternative Dispute Resolution. Her candidacy represents a unique opportunity for the GBA to benefit from her vast experience and visionary leadership. Legal Practice and Expertise With an impressive legal career, Efua Ghartey has specialized in several critical areas of law. Her expertise in corporate and commercial law has allowed her to negotiate complex contracts, such as the recent 57 million Euro renewal for the construction of the La General Hospital. Additionally, her deep understanding of Intellectual Property Law, Trade and Investment Law, Property Law, and Alternate Dispute Resolution has made her a sought-after legal mind in Ghana and internationally. Leadership Vision Efua Ghartey’s leadership vision for the GBA is both ambitious and pragmatic. She aims to prioritize the healthcare and welfare of members, ensuring that the well-being of lawyers is at the forefront of her agenda. Recognizing the need for fair compensation, she plans to engage Heads of Chambers and Institutions to ensure that junior lawyers receive decent remuneration. Efua is also committed to fostering a cordial and effective relationship between the Bar and Bench, emphasizing the importance of communication and mutual respect. She envisions a GBA that reclaims its role as an impartial and critical voice in national discourse, advocating for justice and fairness. Her vision extends beyond Ghana. She seeks to forge healthy partnerships with international bars and organize exchange programs to provide GBA members with global exposure. Additionally, she plans to organize frequent training sessions on niche and emerging legal practice areas, ensuring that GBA members remain at the cutting edge of the profession. A key part of her vision is transforming the GBA portal into a comprehensive ICT hub for education and knowledge transfer, making it a valuable resource for all members. What makes her the best candidate? Efua Ghartey’s extensive experience and proven track record make her the ideal candidate for the GBA presidency. Having served on the National Executive for ten years and as President of the Greater Accra Regional Bar for six years, she has firsthand knowledge of the challenges lawyers face. Her experience under seven different bar presidents and as a member of eleven bar committees has equipped her with the knowledge and foundation to lead the GBA effectively. Past and Current Leadership Achievements Efua’s leadership extends beyond the GBA. She was the immediate past Chair of the United Bible Societies, a global organization operating in over 200 countries and territories. In Ghana, she has served as Chairperson of the Bible Society of Ghana and World Vision Ghana. Her contributions to governance are further highlighted by her service on over 20 boards, both private and governmental. Recently, she was appointed as a member of the Governing Board of the National Alternative Dispute Resolution Centre. Conclusion Efua Ghartey’s candidacy for President of the GBA represents a historic opportunity for the association to be led by a woman with unparalleled experience, vision, and commitment to justice. Her leadership promises to prioritize the welfare of GBA members, foster better relationships within the legal community, and ensure that the GBA remains a critical voice in Ghana's national discourse.

Is the Ghana Bar Association Ready for Women Leaders?
Magnificently positioned on the wall in the lobby of the office of the Ghana Bar Association (GBA) in Ridge is a plaque displaying the past presidents and national secretaries of the GBA dating back to 1957. One conspicuous observation is the absence of a single woman among the listed presidents and national secretaries for the previous 33 leadership terms. This majestic display of leadership invokes a disturbing question– “ are there no women at the Ghana Bar” ? Measured against the current data of the number of lawyers called to the bar from 1958 to 2023, women currently make up 42% [1] of all registered lawyers. In the past decade, the number of women graduating from the Ghana School of Law has increased exponentially. Yet, these numbers do not translate into women’s representation in the GBA’s leadership. Figure 1: Gender disaggregated data of registered lawyers in Ghana Source: GBA August, 2024 In a 2021 publication on Break the Glass Ceiling! Why Women Deserve a Seat at the Presidency of the Ghana Bar Association , I made a case for changing the picture of leadership at the Ghana Bar. With the forthcoming elections in September, will it be business as usual, or will women be entrusted with leading the Bar Association? WOMEN IN THE PROFESSION A brief historical mapping of women’s entry and rise in the Ghanaian legal scene indicates that women have distinguished themselves as professionals and leaders. Essi Matilda Forster was called to the English Bar at Gray’s Inn in 1945 and subsequently to the Ghana Bar in 1947, making her the first Ghanaian woman lawyer. This significant achievement came 58 years after the first man, Mensah Sarbah, was called to the English Bar in 1887. Following Essi Matilda Forster’s trailblazing achievement, Annie Ruth Jiagge was called to the Honorable Society of Lincoln’s Inn in 1950 and appointed the first woman magistrate in Ghana in 1954. She was elevated to the High Court in 1961 and promoted to the Court of Appeal in 1969. Annie Jiagge later served as the President of the Court of Appeals from 1980 to 1983. In 1972, Akua Kuenyehia joined the pioneer women as the first law lecturer at the University of Ghana Faculty of Law, Legon. Beyond these three trailblazers at the bar, bench and the legal academy, several women have set records as pioneers in different sectors of the legal and judicial professions. Table 1: First women in law In September 2024, members of the Ghana Bar Association (GBA) will meet in the beautiful city of Kumasi in the Ashanti Region for the Annual Conference. The election of the GBA's next executive officers will be part of the annual meeting agenda. The slate includes candidates for the positions of President, Vice President, National Secretary, Treasurer and Public Relations Officer. This election, like previous ones, presents the GBA with an opportunity to make history by electing its first female president and second female vice president. It is an opportunity for the GBA to continue the historical record of women’s leadership while showcasing that the profession is an inclusive and equitable profession, with equal opportunities for all members, irrespective of their gender. WHERE ARE THE WOMEN? In recent years, many women have been called to the Ghana Bar . Women have also received the most awards, including the Mensah Sarbah Award, for the overall best-perform ing law graduating student. In several top law firms in Ghana, women make up most of the associates, and three of the top law firms are currently managed by women. Table 2: Women managing partners in selected top law firms Source: Law firm data collected from firm websites Women are leading in some of the commercial and private sectors, such as the oil company Tullow Ghana , the communications company MTN , and the public sector— the Bank of Ghana . Women are running the largest public legal sector—the Ministry of Justice, where women make up 237 (80%) of the 297 State Attorneys. [2] Despite these statistics, women have been woefully underrepresented in the largest body representing the legal profession—the GBA. Why is the increasing number of women at the bar not translating into leadership and decision-making at the bar? I offer three plausible explanations– masculinization, politicization and qualification . Masculinization of the profession Source: Ghana Bar Association: https://ghanabar.org/about-us/ The legal profession has traditionally been viewed as a man’s profession. Whether in the common law, civil law, or hybrid systems, women had to fight to join the profession, be accepted as equals and rise to top positions. The phrase “gentlemen at the bar” epitomizes this traditional masculinist thinking. However, over time, with the gradual feminization of the profession , women have increased numerically, but the work practices, norms and expectations have been slow to change . The historical masculinization and current slow-changing trends have converged to create a profession that is still largely founded on a masculine ethos of work ethic, expectations and outcomes. Politicization of the bar presidency The presidency of bar associations has become an increasingly politicized position. The traditional expectation that the bar leadership would advocate for members of the bar and society has gradually given way to the bar's involvement in politics. In the past, the bar president was considered an active voice and a check against political interference in the justice sector and the protection of citizen rights. While the president of the Ghana Bar has recently cautioned against the politicization of the judiciary , the past advocacy and watchdog role of the Bar Association has waned, leading som e pundits to argue that the bar is no longer a check on government excesses. This gradual shift of the bar presidency into politics has a correlational effect – increased masculinization and expectation that the bar presidency will be occupied by men– the dominant group in Ghanaian politics. Qualification as a masculine standard The struggle for women’s leadership in the bar is a global phenomenon; however, this is gradually changing in some jurisdictions . In Ghana, the convergence of masculinization and politicization of the bar has led to the expectation and socialization that “qualified” candidates for the bar presidency must be male. During the past cycles of bar elections in Ghana, voters have claimed to vote for the “most qualified candidate and not because of gender .” This disturbing assumption that “qualified candidates” are often not women is parodied not only among male lawyers but also among female lawyers. The presumption that the “most qualified candidate” is male must be challenged through a consciousness re-evaluation and resocialization that women are equally (and maybe more) qualified to lead. THE WOMEN RUNNING This year, two women candidates are running for the national president and vice president positions at the national bar, and one is contesting for the presidency at the Accra bar. The three candidates bring over 80 years of experience at the bar. Efua Ghartey, the founding partner at Ghartey & Ghartey, was called to the bar in 1991. She specializes in corporate, commercial, intellectual property and alternative dispute resolution. Before contesting for the current position, she served on the National Executive Council of the GBA for ten years and as President of the Greater Accra Regional (GAR) Bar for six years. As president, she introduced several innovations, including a welcome orientation for new members, free and regular CLE sessions, and successfully hosted the first bar conference in the Greater Accra Region in 20 years. In August 2024, she was appointed to the governing board of the Alternative Dispute Resolution Center in Ghana. Victoria Barth is the managing partner at Sam Okudzeto & Associates, one of the top law firms in Ghana, founded by the veteran lawyer Sam Okudzeto. The firm has been in the legal field for over 50 years, and its numerous achievements include producing a Supreme Court Judge, Justice Nene Amegatcher and the Deputy Attorney General, Honorable Diana Asonaba Daapah . Victoria Barth has distinguished herself as a litigator with a growing practice in alternative dispute resolution. Her expertise has been recognized globally, as shown by her election as a member of the ICC Court of Arbitration and her ranking in the Chambers Global Ranking in 2024 and 2023. She has served on several GBA Committees. At the regional level, Isabel Boaten is contesting for the presidency of the Greater Accra Regional Bar. Isabel brings over 25 years of legal experience in corporate & commercial practice and consulting on legislative reform in Ghana and across Africa. She is the managing partner at AB & David, one of the largest law firms in Ghana, with offices in Mauritius, Uganda, Zimbabwe, Zambia, and an affiliate office in Kenya. Under her leadership, AB & David became the first law firm in Africa to secure the Law Society of England and Wales Lexcel management standard. She is ranked by Chambers Global and IFLR1000. In 2023, she received the Robert Legh Award for Leadership Excellence. TIME FOR CHANGE AND A CALL TO ACTION The women candidates contesting for the top positions this year bring stellar leadership skills to the bar. They have distinguished themselves in other leadership positions, including serving as President of the Accra Bar (Efua Ghartey), Vice President of the Accra Bar (Isabel Boaten) and several GBA Committees (Victoria Barth). These candidates have combined their stellar professional profiles with their caregiving obligations as mothers, daughters, aunts and active members of their social and religious communities. They are not only women, they are leaders. Leadership should not be gendered. Women have the skills, talent and experience to lead at all levels of society. The masculinization and politicization of bar elections should give way to a gender-neutral qualification assessment that does not privilege the male over female or masculine over feminine. Women are not running as candidates because they are women. They are running as candidates because they are qualified to do the job and committed to service. Is the Ghana Bar Association ready to give women the equal opportunity to lead? How will your vote measure up against the needs of a rapidly feminizing legal profession? Can Ghana join the ranks of Kenya, Zambia, Uganda, South Africa, Namibia, Botswana, Sierra Leone, Cape Verde and several other countries that have elected women bar leaders? Your vote matters in changing the picture of leadership at the Ghana Bar. It is time to show that women are numerically strong at the bar and professionally qualified to lead. It is time for lawyers in Ghana to demonstrate their support for equality and the equitable representation of women in leadership. The descriptive representation of women at the bar must translate into their symbolic representation in leadership. Achieving equitable and inclusive policies at the bar requires leaders who are sensitive and aware of the intersectional gaps at the bar and committed to fostering new visionary leadership for the profession. Ghana’s commitment to achieving UN SDG 5 and 16 and AU Agenda 2063 Goal 17 must begin with transforming the face of leadership. It is time for a change. It is time to show that there are indeed women at the Ghana Bar! 1. Gender composition of the bar, total registered lawyers- 7664, female (3265) and male (4399). Data collected from the Ghana Bar Association, on Aug 11, 2024. 2. Data collected from the Office of the Attorney General, August, 2024.

Institute for African Women in Law Engages Law Students on Gender Equality in Law.
The Institute for African Women in Law (IAWL), in partnership with the Ghana Bar Association Women’s Forum and the University of Ghana School of Law , convened a workshop for law students with the theme Breaking Barriers: Law Students Championing Equality in Law, on 3rd July 2024 at the University of Ghana School of Law. This workshop constituted one of several initiatives undertaken by IAWL as part of its Gender Equality in Law Campaign (GELC) . In his welcome address, Prof. Raymond A. Atuguba , Dean of the University of Ghana School of Law, shared that upon becoming Dean, he canceled the plus-two policy at the Faculty of Law, which had previously resulted in an 89% female student population. Following its cancellation, the female student population now ranges between 60% and 70%, demonstrating that women could excel without this concession. Nana Kegya Appiah-Adu, Vice-President of the Ghana Bar Association Women’s Forum (GBAWF), delivered a solidarity message congratulating IAWL and GBAWF for organizing the event. She highlighted the persistence of gender inequality, noting that it begins in the home where girls are assigned menial tasks, continues in the classroom where girls clean while boys lead, and extends into the community where boys are encouraged to pursue higher education while girls are not. The workshop was attended by students and faculty members from law schools and faculties in Ghana, including the University of Ghana, Ghana Institute of Management and Public Administration, University of Professional Studies Accra, Central University, and Mountcrest University. One of the event’s highlights was the panel discussion moderated by Maame Yaa Akyiaa Mensa-Bonsu , Lecturer, University of Ghana, School of Law. The panelists were Frederick Abu-Bonsrah , Head of Legal, Farmerline Group/Legal Counsel, Kwame AI, Pauline Anaman , Associate, AB & David Africa, Hannah Agbozo , General Counsel, Tullow Ghana and Reginald Nii Odoi , Assistant State Attorney, Attorney General's Department. The panel enlightened students on finding mentors and being good mentees, leveraging social media to widen networks, finding internships, exploring legal career options, preparing for each path, and building a Curriculum Vitae (CV). Pauline Anaman, encouraged law students to approach their education with seriousness and develop an analytical and agile mindset to solve problems in a dynamic professional environment. She added that seeking mentorship was crucial, as mentors provide valuable experience, exposure, and multidisciplinary knowledge essential for a successful legal career. Reginald Odoi urged law students to attend conferences and events, utilize social media platforms like LinkedIn, connect with alumni to build a strong professional network, approach internships with a primary focus on skill development, and be prepared to pitch themselves with a concise personal narrative. Furthermore, Frederick Abu-Bonsra advised law students to use LinkedIn with intention by understanding its purpose, curating their profiles, engaging with relevant individuals, and balancing their online presence by knowing when to use the platform and when to log out. Hannah Agbozo emphasized that law students should remain flexible, scan their environment for emerging opportunities, and approach their careers with a multidisciplinary mindset. Similarly, Maame Yaa Akyiaa Mensa-Bonsu, added that students should solidify their understanding of the fundamentals and foundational principles of law, as these are of utmost importance. The panel also elaborated on two of the four pillars of the GEL campaign: sexual harassment and gender bias and stereotypes. The panel emphasized that understanding sexual harassment required recognizing its various forms and impacts, highlighting that it transcended all types of relationships. Participants were advised to be self-aware, mindful of others' reactions, and to address and report sexual harassment incidents immediately. On the topic of how Artificial Intelligence (AI) perpetuates gender bias and stereotypes, participants were urged to provide feedback during interactions with AI to prevent the normalization and entrenchment of errors and biases. The interactive Q&A session that followed allowed students to engage directly with the panelists, fostering a lively and enriching dialogue. See more photos from the event by clicking on the image below. For partnerships and collaboration, info@africanwomeninlaw.com

South Africa Appoints First Female Chief Justice: Another Win for African Women in Law
By: Maame Efua Addadzi-Koom, Ph.D. In 2022, South Africa missed the opportunity to make history by appointing its first female Chief Justice when President Cyril Ramaphosa bypassed Judge Mandisa Maya, the first and only woman who had been nominated and recommended for the position. However, two years later, when Chief Justice Zondo reached compulsory retirement age, the nation seized the moment to appoint a woman, striding significantly toward gender parity in judicial leadership. President Ramaphosa nominated Deputy Chief Justice Mandisa Maya as the only nominee . Following her interview before the Judicial Service Commission (JSC) in May 2024, the JSC recommended her appointment to the President. Chief Justice (CJ) Maya’s tenure starting in September 2024 is anticipated to be for ten years , ending in 2034. Africa holds the number one position as the continent with the most women as Chief Justices and presidents of constitutional courts. In their study of the emerging trend of female chief justices across the continent, Dawuni & Kang (2015) provided five primary explanations: a country’s legal system, the selection procedure, gatekeepers’ commitment levels, the aftermath effect of a major armed conflict and regional diffusion. South Africa’s lag behind the rise of female chief justices has been associated with one of the five explanations by Dawuni & Kang - the lack of commitment of the institutional gatekeepers (the Presidency and the JSC). However, by the processes leading to CJ Maya’s appointment - it appears the political will and commitment of the gatekeepers are slowly opening up to the gender parity agenda in the judiciary's leadership. During her time as a Deputy Chief Justice, Judge Maya led the drafting of the judiciary’s anti-sexual harassment policy. A study by the Institute for African Women in Law (IAWL) on women in law and leadership in South Africa showed that women, including female judges, are often the victims of sexual harassment in the workplace. Sexual harassment creates a toxic work environment that hampers women’s pursuit of leadership. Therefore, CJ Maya’s policy initiative is significant and laudable. It demonstrates her gender-driven vision, which we hope will continue manifesting during her tenure as the head of South Africa’s judiciary. CJ Maya’s appointment has not only broken the glass ceiling for women in the judiciary but has also served as an excellent antidote to the prevailing deputy syndrome within the judiciary’s leadership. IAWL celebrates this milestone for women in South Africa’s judiciary and wishes CJ Maya the best for her tenure. Congratulations!

IAWL Engages Private and Public Sectors in Ghana to Advance Gender Equality in Law
As part of its ongoing Gender Equality in Law Campaign (GELC) , the Institute for African Women in Law (IAWL) conducted a series of strategic courtesy calls on both private and public sector entities in Ghana. These visits provided a valuable platform for IAWL to engage with prominent figures and institutions within the legal profession and present the Model Policy and Research Brief , which underscores the Campaign. Public Sector Engagement The IAWL delegation commenced their courtesy calls with a visit to the Ghana Bar Association, on the 26th of June 2024, where they met with the executives of the Women’s Forum. The President of the Women’s Forum, Mrs. Sheila Minkah-Premo commended IAWL for sharing its research findings on the challenges faced by African women in law. She highlighted that in Ghana, women comprise nearly half of the legal profession, making it imperative for women to hold leadership positions within the Bar. Mrs. Minkah-Premo emphasized the importance of the Gender Equality in Law Campaign, noting that empowering women lawyers is essential so they, in turn, can support and advocate for others in society. Next, the IAWL team paid a courtesy call to the Office of the Attorney-General and Minister for Justice. Hon. Diana Asonaba Dapaah , the Deputy Attorney-General, and Mr. Reginald Odoi , an Assistant State Attorney received the IAWL team. During this visit, the IAWL delegation discussed collaborative efforts to promote gender equality within legal frameworks and practices, receiving encouraging feedback and support from the Attorney-General’s office. During discussions, the Deputy Attorney-General recommended that IAWL coordinate with the Ministry of Gender, Children, and Social Protection as well as the Women’s Caucus in Parliament. Similarly, she urged IAWL to contribute to the Affirmative Action Bill, which is scheduled to be presented to Parliament. Private Sector Engagement As part of its stakeholder engagements, IAWL visited six law firms in Ghana – AB & David Africa , B&P Associates , Bentsi-Enchill, Letsa & Ankomah , ENS Africa , n.Dowuona & Co . and Sam Okudzeto & Associates – on the 27th and 28th of June 2024. During these visits, the IAWL team engaged in comprehensive discussions about establishing reporting lines within law firms, eliminating the stigma associated with sexual harassment, amplifying the role of male allies, conducting regular training on gender issues, and reforming workplace policies related to gender bias. The discussions also touched on reassessing workplace success metrics and creating safe work environments. These discussions were enriched by questions and recommendations from each law firm, proving instrumental in raising awareness and securing commitment to support the campaign. AB & David Africa B&P Associates Bentsi-Enchill, Letsa & Ankomah ENSGhana n. Dowuona & Co. Sam Okudzeto & Associates During each visit, the IAWL team presented the Gender Equality in Law Model Policy , which can be used as a reference point in drafting tailor-made gender-inclusive policies or revising existing ones accordingly. The reception of this policy was overwhelmingly positive, with many stakeholders expressing their readiness to adopt and champion its principles. By securing the support of influential players in Ghana, IAWL is poised to make substantial progress in its Gender Equality in Law Campaign, ultimately ensuring that women in the legal profession are afforded equal opportunities and treatment. For partnerships and collaboration, info@africanwomeninlaw.com

IAWL High-Level Convening Champions Gender Equality in the African Legal Profession
On Friday, July 5th, 2024, the Institute for African Women in Law (IAWL) hosted a high-level convening of legal professionals at the Movenpick Ambassador Hotel in Accra, Ghana. The event marked the official launch of the Gender Equality in Law Campaign (GELC) , a Pan-African initiative premised on the 3 A’s –A wareness, Advocacy and Activation . The Campaign uses evidence-based research to raise Awareness about the challenges women face in the legal profession. It engages in Advocacy with crucial institutional stakeholders. It calls for the Activation of institutional change by providing a gender equality in law Model Policy that law firms and judiciaries can adopt. The high-level convening attracted over 200 participants, including esteemed judiciary members, the bar, the legal academy, civil society groups, law students, international organizations and the diplomatic corps. The event started with a welcome address by Mrs. Sheila Minkah-Premo, President of the Ghana Bar Association Women’s Forum. She indicated the need for more women lawyers in key leadership positions at the bar to address the peculiar issues women face, such as - unequal pay, pregnancy-related discrimination, inequitable hiring, sexual harassment and gender bias/stereotypes. “This we believe can be done by adopting the Gender Equality in Law Model Policy that the Institute for African Women in Law will unveil to us,” she echoed. She stated that the fortunes of women at the bar in Ghana will significantly improve through the collaboration with IAWL due to the depth of research undertaken by the Institute. She encouraged all law firms to adopt the Institute's model policy. Her Ladyship Justice Gertrude Sackey Torkornoo, the Chief Justice of the Republic of Ghana, officially opened the Gender Equality in Law Campaign, urging all members of the legal profession to support this vital initiative. Her Ladyship stated that women’s strong presence in the legal profession must invite campaigns such as GELC. She expressed empathy for young women lawyers starting their families and stated emphatically that she intends to make the work of young women lawyers easier. She recounted the need for change in the workplace and the role of the current generation in setting the pace for the next generation of young women. She commended IAWL’s evidence-based research as a critical tool in policy-making and gender advocacy in the legal profession, she added: “I unhesitatingly lend my heart and hand to your work in Ghana,” In a solidarity message, Jackson Otieno, Program Manager at Co-Impact , underscored the campaign's importance and the need for collective action. He intimated that Co-Impact is privileged to collaborate with IAWL and witness the launch of GELC. Co-Impact congratulated IAWL for leading this much-needed change in the legal profession to make it an environment where women enter, thrive and rise. From left: Dr. Satang Nabaneh; Ms. Elizabeth Adu; Dr. Maame Efua Addadzi-Koom, Ms. Amina Kaguah and Ms. Isabel Boaten. Dr. Satang Nabaneh , Research Professor of Law and Director of Programs at the Human Rights Center at the University of Dayton, Ohio, USA, presented the highlights from the GELC evidence-based research. Ms . Elizabeth Adu, Chair of the Board of Directors at IAWL, emphasized the importance of diversity in enriching institutions and teams. Dr. Maame Efua Addadzi-Koom , Learning and Evaluation Associate at IAWL who led the drafting of the IAWL Gender Equality Model Policy , presented the policy's creation, which was the product of extensive collaboration and expert consultations with lawyers, bar associations and academics. The event transitioned from talk to action with the adoption of the GELC Resolution led by Amina Kaguah , Managing Partner at ENSAfrica, Isabel Boaten, Managing Partner at AB & David, Africa, provided the call to action, calling on all law firms to adopt the IAWL Model Policy with unreserved haste and create conditions for women in law to thrive. From left: Dr. Maame A.S Mensa-Bonsu; Dr. David Ofosu-Dorte, Ms. Adelaide Benneh Prempeh, Dr. Edem Okudzeto A panel discussion moderated by Dr. Maame A.S Mensa-Bonsu , Head of Humanities and Social Sciences at Ashesi University, featured panelists under the IAWL network of Men Advocates in Law for Equality ( M.A.L.E Allies). The panelists provided diverse experiences and insightful perspectives on the role of men in achieving gender equality in the legal profession. Explaining who a male ally is, Dr. David Ofosu-Dorte , Founder and Senior Partner, AB & David Africa, said that a male ally is one who has decided to join the advocacy for gender equality and sets systems in place to ensure gender equality and parity. Responding to the question of how men can approach other men or introduce them to male allyship, Dr. Edem Okudzeto, an Associate at Sam Okudzeto & Associates, said that men are sympathetic towards their mothers, wives and daughters, so men should be made to visualize the situation in that regard and that creates empathy for women against all forms of discrimination. Adelaide Benneh Prempeh , founder and managing partner at B & P Associates, said, “Male allyship is not a destination but a journey,” which requires men to continually put in the effort to advance gender equality in the legal profession. Addressing the importance of gender equality on the world agenda, Prof. Margaret Satterthwaite , the UN Special Rapporteur on the Independence of Judges and Lawyers, highlighted the significance of campaigns such as GELC to the gender equality agenda. She added that, unfortunately, the Sustainable Development Goals for gender equality will not be attained by 2030. She remarked on the role of international agencies in promoting gender equality within the legal field. Prof. Jarpa Dawuni, Executive Director of IAWL, ended the event with her closing remarks, encouraging women in the Ghana Bar Association to take up leadership positions. “We don’t have to wait for the men to pull us in; let us go for those positions.” Since this year is an election year for the GBA, she entreated the leaders who will be voted into office to promote gender equality and eschew sexual harassment. She called on all to join the IAWL community to serve God and humanity. This landmark event represents a significant step towards fostering an inclusive and equitable legal environment for women in law. IAWL looks forward to collaborating with all stakeholders to advance gender equality in law. For partnerships and collaboration: info@africanwomeninlaw.com

PRESS RELEASE: Advocating for Change: IAWL's GELC Convening Addresses Gender Inequality in the Legal Profession
ACCRA, Ghana - The Institute for African Women in Law is set to host a monumental high-level convening on Friday, July 05, 2024, at the Movenpick Ambassador Hotel to climax its Pan-African, continent-wide Gender Equality in Law Campaign (GELC). Launched virtually in April 2024, the campaign has raised awareness about the challenges women in law face through evidence-based research and public advocacy to ignite policy reforms for equitable and women-inclusive legal institutions. The High-Level Convening, a collaborative effort between IAWL, the Office of the Chief Justice, and the Ghana Bar Association (GBA), is a testament to the collective commitment towards gender equality within the legal profession. Chief Justice Gertrude Sackey Torkornoo will be the special guest of honor, alongside Professor Margaret Satterthwaite, the UN Special Rapporteur on the Independence of Judges and Lawyers. The event is expected to attract esteemed members of the Ghana Bar Association, members of the Diplomatic Corps and leaders of international organizations. Lawyer Sheila Minkah-Premo, president of the Ghana Bar Association Women’s Forum, remarked: "We are honored to have Her Ladyship, Chief Justice Gertrude Sackey Torkornoo and other distinguished leaders within the legal profession join us for this important event. Their support and participation will significantly contribute to the success of this campaign and amplify our efforts to address gender gaps within the legal profession." The convening will provide a platform for critical discussions, knowledge sharing, and strategic collaborations aimed at driving meaningful change. Participants will discuss critical issues affecting women in the legal profession, share best practices, and identify actionable solutions to promote gender equality and women's leadership in law. We invite stakeholders and supporters from across Africa and beyond to join us in this vital conversation. Together, we can leverage our collective voices, expertise, and resources to advance gender equality in law and create a more inclusive legal profession.

PRESS RELEASE
Breaking Barriers: Institute for African Women in Law Launches Bold Gender Equality in Law Campaign (GELC) ACCRA, Ghana: The Institute for African Women in Law (IAWL), a non-profit organization committed to globally empowering African women in law, has launched its continent-wide Gender Equality in Law Campaign (GELC). The campaign aims to raise awareness about the challenges women face in the legal profession. The GEL Campaign aims to advocate for institutional and policy reforms to create a more inclusive work environment. This is part of the second phase of IAWL’s Women’s Excellence in Law and Leadership Initiative and builds on findings from IAWL's research on women in law and leadership (WILL Reports, 2023). The reports identified sexual harassment, unequal pay, low promotion opportunities, gender biases, and stereotypes as challenges that significantly hinder women's progress and leadership potential. The Campaign uses evidence-based research, stakeholder engagement, and public advocacy to ignite policy reforms for equitable and women-inclusive institutional practices and policies that support women’s career development and leadership. Prof. Jarpa Dawuni, Founder of IAWL, shared her thoughts about the campaign: “Through the Gender Equality in Law Campaign, we hope to create awareness and promote a more inclusive legal industry. The campaign has the following goals: to create awareness about the institutional and structural challenges women face in the legal profession, advocate for policy and practice reforms, and call for the adoption and activation of institutional policies and practices that champion women-inclusive workplace cultures.” Ms. Adelaide Benneh Prempeh, GELC Ambassador and Managing Partner of B&P Associates, Ghana, also added that “ Gender equality is not about giving women a leg-up; it is about creating a level playing field for each individual to have equal opportunity to succeed” . The campaign promises to unite individuals, organizations, and institutions to join this critical movement toward gender equality in the legal profession. For more information on the Gender Equality in Law Campaign (GELC), visit www.africanwomeninlaw.com/gelc .

Addressing Bullying and Sexual Harassment in the Legal Profession: A Call for Change
Adv. Kemi Behari MALE Ally and Board Member Institute for African Women in Law In the legal profession, we spend the majority of our time each day in the workplace. We interact with colleagues and stakeholders focusing on official functions. Rarely do we consider our own safety and the impact of our actions and inactions on others, and our own safety. Most incidents of bullying and harassment are predominantly targeted against women judicial officers and lawyers and are very often from male colleagues and managers. My perspective is supported by regular national and international reports on issues ranging from gender-based violence to sexual harassment and exposure of women judicial officers and lawyers, and support staff. Workplace bullying Workplace bullying manifests in various forms but may generally be described as repeated, overbearing or overpowering conduct by one person on another. Bullying is aimed at diminishing the power, dignity and mental well-being of another person (usually women) to break or reduce the victim to a state of despair resulting in physical, emotional or mental harm. Persistent bullying, left unaddressed will result in damage to the victim, the organization and to the fraternity. This conduct MUST be curbed. Sexual harassment Sexual harassment is also a scourge targeting women, legal professionals, and support staff. Sexual harassment, in my view, includes unwelcome sexual advances, requests for sexual favors, and other sexual, verbal or physical acts. This is serious behavior amounting to misconduct and unlawfulness and must be addressed from the highest echelons. Many countries have progressive legislation and policies, but the will and commitment to seriously address this menace is often lacking. Targeting women Patriarch and gender discrimination have been weaponized to protect male interests and power. The legal profession, often considered a protector of rights and freedoms, unfortunately, has not been an exception. Headed by men in various eras, it is somewhat not shocking that in South Africa, the first woman allowed to practice as an Advocate was in 1923, and the first woman Deputy Chief Justice Mandisa Maya was only appointed in 2022. Certainly, there must be more progressive stories for women judicial officers and lawyers. The patriarchal and gender discriminatory conduct of most men persists t often relegating women in the profession to subordinates. For instance, women who are confident and qualified must be suppressed from ascending to higher career positions at work (general patriarchal conduct), women seeking to ascend to higher career positions must be stifled unless certain sexual favours are received, young women staff who are perceived to be under the control of male superiors may be requests or ordered to perform sexual functions. Often, the process starts with bullying and ends with sexual harassment and more serious acts of sexual violation. Call to Action: What must be done by law firms and judiciaries? Effectively implement legislation to ensure not only gender parity in the workplace but also exceed the gender targets in favor of women to address serious historical imbalances of the past. Consider the evidence provided by research and , develop and implement legislation and policies to address these gaps. Set up special forums to address sex ual harassment and sexual misconduct . Expedite processes to investigate, prosecute and punish acts of bullying and sexual harassment. Establish s upport syst ems and special remedies for victims of bullying and sexual harassment.

Unpacking the Gender Equality Struggle in Senior Legal Positions
David J. Sachar, J.D. Director, Center for Judicial Ethics – National Center for State Courts Equality is a cornerstone principle for a free society. Without gender equality, the legal profession is not living up to that ideal. The legal system should be a leader – a beacon of progress for equal rights. If the public can see a lack of gender equality in the courts and legal profession, why would they believe that the system is fair? Gender equality is a necessary goal for the legal profession. First, we must address the fact that gender equality is a major issue and how it became so. “When it comes to gender equality, things are much better in 2023 than they were 50 years ago.” Pithy statements like that are often recited. There are two main problems with being satisfied with that kind of benchmark. First, the goal is equality – not mere improvement. Secondly, there is a lack of understanding of just how unequal the world has been for women to advance in professions. Often cited examples from the early 20th century are eye-opening – but can be discounted because “that was a long time ago”. In more recent decades, the battle for women to be safe, much less accepted in a profession like the law, has been daunting. And maybe forgotten. Leaders in law firms grew up with these facts – no doubt leading to implicit bias that remains. In the United States, women could still be terminated for being pregnant – until 1993. This is just one of a few examples that created an overt and covert layer of bias. The result was an exclamation, “Women cannot handle their own business – they need men to guide them. They are not equal.” The power structure, men who are now in their 60s and 70s, were engrained with these views of women from advertising, television, and the law itself. We should not be surprised that the result was that even when women were welcomed into the profession – assuming “welcomed” is the right word – they were not considered serious candidates for leadership or fiduciary roles in law firms. The impact of biased policy and law was to make women less likely to pursue managerial positions or to be considered for them. Recently, the United States has shown a notable increase in professional equity by women in law firms in the years leading up to 2020. But there are also indications that the global pandemic slowed that growth. As has been the case in the workforce, women are affected by absence when taking off time for family, childbirth, and other responsibilities. Many articles detail the inequity with numbers, statistics, and other evidence-based research. Suffice it to say that women are still negatively affected by a lack of opportunity and by the legal workplace being less conducive to the additional responsibilities they have at home. However, great opportunities are coming. A growing number of women are pursuing legal education. In the United States, as of 2020, over 54% of law students are women - according to the American Bar Association. The legal profession should not just wait for women to rise in the profession based on numbers, though. There are also plenty of studies to show that even when the numbers are closer to equal in participants, an unequal number of men are selected for managerial positions. The changes must occur now. Those changes are not made using mere ratios – there should be policy and framework reconstruction that will create the environment for gender equality in senior levels of the profession. These include: o Education and training. Law firms and the legal profession in general should host training sessions that reinforce our industry's commitment to equality. This would include sexual harassment and bystander training. o Noting that training is vital – it must be promoted by management, attended by management, and presented in cooperation with management. Training cannot appear to be “for the young people” or the “next generation”. It should be seen as something that applies to all. o Check and revise the standards for performance evaluation. Are they based on male paradigms? Do they covertly set up women by using coded standards? Are there metrics that will make family leave look like objective negatives in the evaluation process? o Policy is set by management. Management is old and male. A wholesale examination of law firm policy should be undertaken. Women should be allowed to opine on the effect of policies on their ability to be promoted or to perform the duties of leadership. o Men in leadership roles should have a plan. What can be done to ensure gender equality in the future for a law firm, government office, or judicial staff? Are there hiring practices that create equal opportunity for new clerks and employees? o Men should find ways to encourage women to seek management roles and champion opportunities for women. Positions, awards, speaking, writing, and projects should all be conducted with an eye on gender diversity. o And men should encourage other men to speak up on the issue of the work needed to promote a truly equal legal workplace. Men in leadership positions should be vocal. They should make it known that they value female colleagues. It should be clear that men are on the side of equality. o Being an ally takes effort, as does ignoring the obvious gender equality issues we face. As Margaret Atwood wrote in her novel The Handmaiden’s Tale, “[w]e lived, as usual, by ignoring. Ignoring isn't the same as ignorance; you have to work at it.” Men in the legal profession will have to decide whether to put their effort into being allies or on the wrong side of history in the struggle for equality. o Law firm leaders should openly, boldly, and actively let people know where they stand. A known goal of equality in leadership opportunity must be transparent in management planning. Being a clandestine supporter will not change the world. It rarely, if ever, truly has. Change will occur when work is done. Then the legal profession will clearly appear to be a leader in gender equality. The opposite is true when courts, law firms, teaching panels or other groups in the legal profession do not have gender inclusion it sends a message. The message is that women are not needed, not experts or not leaders. None of these messages are true. But the lack of inclusion can perpetuate those lies and embolden those who oppose gender equality. Gender equality in the legal profession has gained traction in terms of total numbers. But high-ranking and leadership roles are still lagging. It is incumbent upon the members of the bar to study the reasons for the gap, resolve to change the status quo, and put into motion efforts to promote inclusion at all levels of law firms and other legal organizations. Citizens look to the courts and the bar to learn about the law. Let us promise to teach them that we will always work towards fairness and equality.

All men should be feminists, even if it is hard work.
Dr. Willy Mutunga Former Chief Justice, Kenya Patriarchy has been a negative factor in gender relations. It has perpetrated false masculinity and perpetuated economically and socially costly discriminatory tendencies and exclusionary practices. Whereas the feminist movement has made considerable progress in expanding our knowledge of the retrogressive dynamics and effects of our patriarchal gender system, a lot still needs to be done to disrupt the patriarchal order. Women's representation in high decision-making positions is still comparatively lower; the IAWL reports on women in law and leadership show that women are paid less than men for the same jobs, and socially harmful cultural practices continue. That is why it is important to pay attention to the multiple and reinforcing systems of oppression against women including race, ethnicity, class and much more. Not all the men who have intellectually embraced gender equality, and recognise its objective merit, socially live the fact. Many men – who enjoy the material benefits of gender hierarchies - still need to consciously move beyond the polite intellectual nods to the cause, and totally immerse themselves in the belief that gender parity is an important necessity. Gender parity is not a perfume for men to wear in order to ‘smell nice’ and appear progressive; rather, it is a moral cause men must commit to their bloodstream and 'behave right’. Residual patriarchy among liberal men, or weak strands of feminist masculinity, may sometimes cause a lot more harm. Gender-based violence (GBV) and sexual harassment are global epidemics. Most of the victims are women. A FIDA-Kenya study found that up to half of all women in Kenya have experienced GBV. These are alarming figures that should concern all of us as a serious human rights issue. There are several reasons that account for these frighteningly high cases of GBV in our societies, including the lack of adequate laws to protect women, societal attitudes, and the lack of economic empowerment of women that marginalises them. It is important to realize how sexual harassment and GBV are inscribed in societal and cultural norms: First, women are socialized to accept sexual harassment and GBV as part of what they must deal with in their everyday lives. At the same time, the societal norms about it and the silence prescribed by society make it difficult for women to report it. Second, men are socialised to dish out GBV as part of the cultural imprimatur of their negative masculinity. I commend the Institute for African Women in Law for launching the Gender Equality in Law Campaign. Interventions such as this should be supported by key players in the legal and judicial professions to address the gender inequities that women continue to face. The legal and judicial professions should safeguard and promote the highest standards of justice, equity and inclusion. We should be the voices that guarantee the rights of women—both within the profession and beyond. During my tenure as the Chief Justice of Kenya, I made it part of my vision to ensure that institutional changes were put in place to raise awareness of gender inequities, develop mechanisms to address them and provide support for female victims while punishing perpetrators. We can all be part of the change. We should all be part of the change. Women's empowerment is a metaphor for the assault on structural inequalities. It represents the enduring ambition to realise social justice and equality free from the usual divisions along ethnic, gender, class, racial and class lines. That is why we must eschew the traditional divisions between rural and urban, rich and poor, men and women, ethnicity and race that undermine the struggle for equality. While it is important to acknowledge the uniqueness of women's experiences and contributions to society, it is equally important to recognise that the empowerment of women has never been about the exclusion of anyone or any group. It cannot be. That is why our plans must include all. Male support for women's empowerment cannot be made conditional; it must be absolute. But the struggle becomes much easier when we have women role models who are strong and eloquent in their integrity and men whose feminine masculinity is ideologically, philosophically, politically, and socially rooted. Gender equality in law is necessary for our societies to advance. Let us all rally around this campaign and make it a success.

Count Her In: Gender Equality in the Workplace
A Digest of IAWL’s 2024 International Women’s Day Event For the 2024 International Women’s Day, the Institute for African Women in Law (IAWL) organized a professional development event on gender equality in the workplace. The event, held on March 7, 2023, was in collaboration with the Cyrus R. Vance Center for International Justice. IAWL is set to launch a Gender Equality in Law Campaign (GELC) in April of this year. As such, the collaborative event was designed to align with the campaign and theme for International Women’s Day. Two of the focus areas for IAWL’s GELC - equitable hiring and promotion and equal pay for equal work, align with the IWD theme, Accelerating gender equality through economic empowerment . The discussions unpacked how bar associations and societies, law firms and male allies within the legal profession can contribute to accelerating gender equality. The panellists were Belinda Mapongwana (Founder of Mapongwana Attorneys Inc. in South Africa), Dr Edem Okudzeto (Sam Okudzeto & Associates in Ghana), Wangari Joyce Kagai (Head of Public Interest Litigation and Advocacy at the Law Society of Kenya), and Dr Mathero Michelle Nkhalamba (Clinical Psychologist in Malawi). We had Isobel Acquah (Director of the Centre for Law and Innovation in Rwanda) moderate the event. With such a healthy mix of diverse legal and mental health experts, the conversations were enriching. Lorrain McGowen (Co-Chair of the Executive Committee of the Vance Center) started it with a solidarity message in which she emphasized the need to keep pushing for the gender equality agenda in the workplace and beyond. Reflections on “Count Her In” All panellists shared their thoughts on what the event's theme meant to them. Dr. Okudzeto, a male ally, began his reflection by highlighting the far-reaching impact of empowering women. To him, to empower a woman is to empower a nation, and so he called for “more visualization of empowered women” across the continent. To Ms. Kagai, counting women in meant there was the need to break barriers, challenge stereotypes and create economically empowering opportunities for women. Dr. Nkhalamba added a psychological perspective to the reflections by drawing on the empowerment theory. She mentioned that counting women in can contribute to their psychological empowerment by providing them with “financial resources, skills and opportunities they need to increase their sense of agency”. Ms. Mapongwana closed off the reflections, saying women have always been present in the home and workplace and have played vital roles but were not made visible by the men in power and leadership. “We count women in not because they have never been there before but because it is about time they are counted in”, she said. Empowering women in law as a female-founder In a racially diverse country like South Africa, Ms. Mapongwana, founder of Mapongwana Attorneys Inc., shared that she felt it was a personal responsibility to set up a law firm to create the kind of work environment she wanted to see as a black woman. In addition, she ventured into corporate and commercial practice, primarily focusing on mergers and acquisitions, which have historically excluded (black) women. Ms. Mapongwana also mentioned that when she realised her clientele was all male, she intentionally attracted female clients and employed more female lawyers. Today, her law firm is not only female-owned; it has an all-female team. It was no surprise that when asked about her firm’s strategy for economically empowering women, she gave a witty response, “We are the strategy … it is visual and actual representation”. How bar associations can count women in Speaking specifically about the Law Society of Kenya (LSK), Ms. Kagai highlighted the importance of having women in leadership as a critical way for bar associations to be more inclusive of women. She cited the election of Faith Odhiambo, Kenya’s second-ever female president, last month as a practical example. She also mentioned that the 13-member Council of the LSK had six women. She added that the LSK has a Gender Committee, which is instrumental in mainstreaming women’s inclusion at the bar through programs such as mentorship, training and other collaborative activities with key stakeholders. Through these efforts, Ms. Kagai noted the progress the LSK is making in advancing gender equality at the bar. The contribution of male allies Regarding the role of men in accelerating gender equality within the legal profession, Dr. Okudzeto gave a list of actions men in decision-making positions can take. First, he called on men to be “very supportive” of women by giving them a voice and opportunities. For example, in his law firm, which is about 55% female, women have been supported such that they now occupy leadership positions - the managing partner and head of litigation are women. His law firm has also set up a daycare facility that enables women to work better, knowing their children are in good hands and close by. The second was mentorship. Dr. Okudzeto mentioned an unofficial mentor-mentee program at his law firm geared toward giving both male and female lawyers an equal footing for career progression and opportunities. Third was to create and implement policies. At his law firm, there is a zero-tolerance sexual harassment policy. He finally stated that men should avoid mansplaining, as he has learned to scale back to allow all voices to be heard. Ms. Acquah, the moderator, added that her mentor was a male ally who has been a driving force in her career progression. Mental health and the workplace Dr. Nkhalamba highlighted the psychological effects of a hostile work environment for women in law. Between trying to compete and prove oneself as a woman that you qualify for the work or position you are in, stress and anxiety can result, especially when the woman finds herself in a hostile work environment. Stress and anxiety are the byproducts of women having to be “masculine or even hyper-masculine” to be able to fit in male-dominated spaces like the legal profession. Burnout and loss of motivation are also repercussions of a hostile work environment. Over time, these pressures may lead to chronic stress and can accelerate breast cancer, hypertension and fatigue. In the end, the affected women have a negative review of a profession that they were once passionate about. On the other hand, in an inclusive environment where women’s unique challenges are understood and accommodated, women build resilience and empathy to push systemic change. Dr. Nkhalamba gave a three-step approach that leaders in the legal profession and the membership can use to support women’s mental health: acknowledging, policy-making, and creating supportive workspaces. The first step is to acknowledge that there are prevailing mental health issues. This acknowledgement is followed by relevant and intentional mental health policies to address them. Lastly, the work environment should be designed to ensure psychological safety because simply having policies or directing complainants to Human Resources is insufficient. Measures like instituting flexible work schedules that allow remote working and sick leave on mental health grounds are promising initiatives to implement. The one solution to addressing gender inequalities in the workplace To conclude the discussions, our panellists were asked to share the one solution they propose to address gender inequalities in the workplace. Ms. Mapongwana believed there is “not one solution but a number of efforts to be made”. However, policies are a start and must be monitored, particularly in the big and medium law firms, to ensure effective implementation. Ms. Kagai added that bar associations are responsible for providing continuous sensitization, mapping, monitoring and instituting reporting or complainant mechanisms concerning gender equality. Collaborations with other stakeholders to finance such initiatives are also vital. Dr. Okudzeto’s one solution was for male allies to put themselves in the shoes of women and treat women just like how they would want their wives or daughters to be treated. Finally, Dr. Nkhalamba said every workspace should have a mental well-being program, such as stress management training, to allow people to discuss issues that may not come up in other meetings. “A healthy workforce means high productivity. It is a necessary investment for every law firm”, she concluded. Learn how you can join us to advocate for women in law as we launch the Gender Equality in Law Campaign in April by subscribing to our mailing list to receive the latest updates. For media inquiries, contact communications@africanwomeninlaw.com

Is the Law Society of Kenya Ready for A Woman President?
On February 29, 2024, lawyers in Kenya will vote for the 51st President of the Law Society of Kenya (LSK). Is Kenya ready for another woman to lead the bar? Will this LSK election break the cycle of women as Deputy Chairpersons of the LSK, just as Chief Justice Martha Koome’s appointment broke the cycle of women as Deputy Chief Justices? Will Kenya get it right this time with the election of a woman leader? For this election, the three women in the race are: Faith Odhiambo Mony, Carolyne Kamende Daudi and Harriet Njoki Mboce, HSC. In 2001, Ambassador Raychelle Omamo made history with her election as the first woman president of the LSK since its inception in 1949. Since then, three women have held the Vice Presidency, setting in motion the deputization syndrome of women in leadership. In 2003, Lucy Kambuni was elected as Vice Chair, and it would be over 15 years before the election of Carolyne Kamende Daudi as Vice Chair in 2020. In 2022, Faith Odhiambo Mony became the third woman Vice Chair. Data from the LSK in 2022 indicates that women comprised 44.6% of women lawyers in Kenya, signaling a gradual shift towards gender parity in the descriptive and symbolic representation of women at the Kenyan Bar. While the number of women lawyers in Kenya has grown steadily in the last decade, the 2023 IAWL report on Women in Law and Leadership in Kenya reported that women still face challenges in accessing leadership positions. These challenges include persisting gender bias and stereotypes that privilege male leadership styles and question women’s capabilities as leaders. Additionally, some women’s apathy in supporting other women contributes to the limited chances for women’s rise into top leadership positions. Women’s representation in leadership is essential for diversity in thought leadership, the legitimacy of public institutions, and the promotion of democratic ideals of equity, equality, and inclusion. In Kenya, women have made gains in breaking the proverbial glass ceiling. The appointment of Justice Martha Koome as the first woman Chief Justice signals that there are opportunities for women to rise into leadership positions. However, the question remains, is the LSK ready for a woman chairperson? In an earlier article written for The Conversation , I argued that: [w]omen lawyers and women’s rights advocates should not have to make “a case” for women’s representation in leadership positions. There is no shortage of qualified women in the legal profession. What is needed is a shift in systems, institutional practices, norms and perceptions to accommodate more women in leadership positions. With the February 29, 2024 election just around the corner, will Kenyan lawyers break the cycle of leadership inequity and elect another woman to lead the LSK? Equal representation of women in leadership is not merely a symbolic gesture that gender equality is the norm. Equal representation of women in leadership demonstrates that society values the equal participation of women in decision-making. Women in Kenya have fought for freedom from colonial power. Women’s rights activists have fought in the trenches to guarantee constitutional freedoms and rights . Kenyan women have proven that they can lead and make important contributions to the legal profession, justice and the rule of law. As lawyers vote on February 29, 2024, the world will be watching to see if Kenya has indeed normalized the spirit of the 2010 Constitution of Kenya and its provision requiring gender equality in decision-making in public office. With the Kenyan legal profession boasting over 44% of women lawyers, it is time for another woman to lead the LSK. It is time for change. It is time to show that women can and should be at the helm of leadership. References Leadership Essentials for Women in Law, WELLA Report (IAWL, 2023) Women in Law and Leadership: Kenyan Bar (IAWL, 2023) For media inquiries, contact communications@africanwomeninlaw.com

‘I’m being blackmailed with my nudes’: What’s law got to do with it?
One fine afternoon a few years back, I received a distress call from a friend. Let’s call her Ama. Ama called on behalf of another young lady; let’s call her Ewuresi. Ewuresi had sent her nudes to her newly found online lover. Her so-called beloved was now demanding money, or he would publish her nudes online. A disturbed Ewuresi contacted Ama for help. Ama made the SOS call that afternoon for “legal advice.” Ewuresi could not risk having her photos leaked online, especially because she was an identical triplet. Her sisters' reputation was also at stake! What should she do next? Should she give in to the guy’s monetary demands? Should she report to the police? Will the police promptly act if she reports? What if the guy publishes her nudes either way? What would that mean for her sisters? These and more were the questions Ama and Ewuresi had. But as a lawyer, I had questions of my own, one being: what does the law in Ghana say about Ewuresi’s situation? Ewuresi’s dilemma falls broadly under what we call non-consensual pornography - a form of cyber sexual harassment. Specifically, her situation may be labeled as revenge pornography or sextortion. Revenge porn is often where a scorned ex-lover discloses the sexually explicit image of their partner. Apart from being induced by heartbreak, a revenge porn perpetrator may be motivated by earnings, notoriety or sheer amusement. Sextortion is where a perpetrator threatens to distribute sexually explicit images of a person. In Ghana, there are at least three revenge porn posts on social media daily. Women and girls are often the primary victims of revenge porn and sextortion; therefore, I have previously argued to frame these offenses as gender-based violence (GBV). At the time Ewurasi’s incident came to my attention, there was no express legal framework on non-consensual pornography in Ghana. Elsewhere , I demonstrated how, depending on the details of each case, a legal action could be initiated by relying on the right to privacy and dignity provision in the 1992 Constitution, traditional criminal laws on obscenity, indecency and sexual exploitation in the Criminal Offences Act of 1960, and child pornography provisions in the Electronic Transactions Act of 2008, where the victim is below 18 years. Additionally, a person could explore remedies for emotional distress under tort law, limited copyright claims where the victim took the photos, and narrow claims under the Domestic Violence Act. Essentially, finding liability for non-consensual pornography at the time within the existing laws meant taking the tide while it served. So, I directed Ewuresi to report to the police. Thankfully, shortly after reporting, the police arrested Ewuresi’s beloved-turned-blackmailer. He had been on their wanted list for a while for similar sextortions. A few years down the line, Ghana’s parliament passed the Cybersecurity Act of 2020, containing some express provisions on non-consensual pornography in sections 67 and 68. While the provisions are not exhaustive, Ghana’s attempt is a commendable step toward investing in the prevention of gender-based violence in cyberspace. This year’s 16 days of activism theme is to unite and invest in preventing violence against women and girls. It is a reminder and a call to all governments around the world to invest in legal and other robust frameworks that will prevent and eliminate all forms of violence against women and girls, including those that occur online. Let’s orange the cyber world! For media inquiries, contact communications@africanwomeninlaw.com.

A WORTHY LEGAL COMPANION!
THE HANDBOOK ON CIVIL PROCEDURE & PRACTICE IN GHANA: Rules, Cases, Commentary & Precedents. By: Francisca Serwaa Boateng The book, The Handbook on Civil Procedure & Practice in Ghana, was launched on Friday, 8th September 2023, at FSB Law Consult’s premises in Accra. It covers 42 chapters and spans across 1,197 pages. It is the first comprehensive book on Civil Procedure ever written by a female lawyer in Ghana. The book comes complete with a discussion of the rules of civil procedure in the trial Circuit and High Courts (and, to some extent, the appellate courts), as well as decided cases and commentaries. Most importantly, as the first of its kind in Ghana, the book contains precedents on court forms and processes to assist the law student and the new lawyer in honing their skills in drafting court documents. One high point of the book is its detailed coverage of the entire litigation process, written in chronological, clear and simple language that appeals to everyone, including lay clients. The aim of the book is to introduce law students early in their studies, at both the Degree and Professional Course levels, to the procedure in civil litigation. This will help demystify the subject of Civil Procedure and make it more interesting to students. The book also serves as a quick reference point for lawyers in private law practice and in-house corporate lawyers, many of whom are now doing more courtroom practice than it used to be the case a few years ago. It is a worthy companion for academics and legal researchers as well. The book covers the entire litigation process, from matters to consider before starting a case, the initial filing of a case through to the application for directions, trial, judgment and execution of judgments. It also covers the various applications parties may file in court in the life of a case under litigation. Additionally, the procedure for handling specific cases such as commercial actions, defamation, enforcement of human rights, divorce and other matrimonial cases, probate and administration actions, maritime actions, intellectual property rights proceedings and enforcement of foreign judgments and arbitral awards are treated in detail. A Brief Outline of the Book - The Handbook on Civil Procedure & Practice in Ghana After considering the preliminary steps to take before starting a civil case in court to actually filing the case in Part I, Part II considers the various forms of judgment that a party can obtain from a court without the need to go through a trial. This is possible because the rules of court allow parties to truncate the trial processes where the court can enter judgment for a plaintiff without holding a trial. This includes situations where the defendant fails to file an appearance after he has been served with a writ, the defendant has no defence to the plaintiff’s liquidated claim, and the defendant admits the plaintiff’s claim or both parties agree to judgment by consent. Part III considers the various applications a party can make when a case is pending in court. These include applications for discontinuance, withdrawal, payment into court, application for directions, and all other general and specific applications parties can make in pending proceedings, including injunctions. It is in Part IV that the processes involved in a full-fledged hearing are discussed. Here, matters such as setting down a case for trial, preparing witness statements, proceedings at trial and written addresses are considered. The vexed issue of costs in litigation is also discussed. Going to court is one thing. Getting judgment and reaping the fruits of the judgment is a different thing altogether. Thus, Part V discusses judgments and the methods and processes parties employ in executing different forms of judgments. Other post-judgment proceedings, like interpleader proceedings, are also considered. Still, on post-judgment processes, Part VI focuses on appeals and applications for judicial review of court orders and judgments. This part ends the general discussions on the procedures for instituting civil actions. In Part VII, the discussion is focused on the procedure for bringing specific actions before the courts for trial. The specific actions covered are defamation, commercial action, moneylenders and mortgage actions, insolvency proceedings, debenture holder’s action, maritime action, intellectual property rights proceedings, matrimonial cases and matters concerning probate and administration of estates. The discussions also centre on the court’s role in arbitration proceedings to secure the enforcement of arbitration agreements and clauses. The enforcement of the fundamental human rights enshrined in the 1992 Constitution and the rules applicable to proceedings transferred to the High Court for trial are also discussed in this part. In the book, all discussions relating to the private international law aspects of civil proceedings are discussed in Part VIII. Thus, matters concerning the procedure for service of foreign processes, obtaining evidence for foreign courts, reciprocal enforcement of judgments, enforcement of foreign maintenance orders and enforcement of foreign arbitral awards are discussed. Finally, Part IX covers what could loosely be described as the administrative aspects of the courts’ work. These include provisions on lawyers who represent parties before the courts, the registrars and bailiffs (also known as process servers) attached to the courts, how court documents are produced, papers and printing of notices, court sittings, office hours and vacations, computation of time in civil cases and the effect of non-compliance with the rules of civil procedure. About the author Francisca Serwaa Boateng is a lawyer of over 25 years standing at the Bar. She has spent almost her entire law career in private law practice. She is the Founder & Managing Counsel at FSB Law Consult, Accra, Ghana, where she leads the civil litigation team across the law firm’s areas of practice. She has handled civil cases at all levels of the court system up to the Supreme Court. Francisca is also a notary public. Francisca graduated with a Bachelor of Laws (LL.B) Degree from the University of Ghana. She was called to the Bar in 1998 after completing Ghana School of Law, where she was awarded the prize for Best Female Student in the Law of Evidence. In 2002, she obtained a Masters in Law (LL.M) Degree from Temple University, Philadelphia, PA. Francisca is a member of the International Bar Association, Ghana Bar Association, African Women Lawyers Association and African Arbitration Association. She is a former Vice-President of the Greater Accra Branch of the Ghana Bar Association. She has served as a member of the Business Law, Women & Children and Juniors & Pupils Committees. Other books by the author: PERSPECTIVES: Not your conventional conversations (2022) PERSPECTIVES: Law, Socio-Economic & Women’s Rights in Ghana (Vol. 2) (2023) To order copies of Francisca’s books, please contact +233 50 798 0400 or info@elisusbtrust.com For media inquiries, contact communications@africanwomeninlaw.com

PEACE, CALLING!
IAWL Celebrates International Day of Peace 2023 What does peace mean to you? Amid the crisis some parts of the African continent are facing, is peace simply the absence of war or is there more to peace than we have always thought? The United Nations sets aside the 21st of September as Peace Day each year to reinforce the importance of peace in our world and observe 24 hours of cease-fire and non-violence. The theme for this year is “Actions for Peace: Our Ambition for the Global Goals”. This theme calls on us to rise up and contribute towards creating a world of peace, free from conflict, inequality and injustice. The UN Secretary-General António Guterres, in his message to mark the day, said: “ ... People and our planet are in crisis. Conflicts driving record numbers of people from their homes,... poverty, inequalities and injustices, mistrust, division and prejudice. This year’s theme reminds us that peace is not automatic. Peace is the result of action, action to accelerate progress toward the Sustainable Development Goals and ensure that no one is left behind.” IAWL’s Actions Toward Global Peace Today, on International Peace Day, we are privileged to present our vision for both our continent and the world. Our dedication to fostering peace is deeply ingrained in our mission, which is to empower women in law and promote women’s leadership in justice systems. Through this commitment, we aim to create a culture of institutional peace through principles of gender equality and gender solidarity. We believe a peaceful world is possible through the promotion of justice and empowerment. Therefore, we focus our efforts on increasing the capacity of African women in law through: Rigorous research on issues concerning women in law, including identifying the challenges that women in law face; Training to empower African women in law through professional development webinars and symposia; Advocating for meaningful policy adoption or reform to end discrimination and include women’s voices in the decisions that determine our future; and Mentorship to encourage a culture of collaboration and nurturing among women in law. This unique focus provides us with an opportunity to bridge the gap of inequality in the legal profession, contributing to the UN’s Sustainable Development Goals, specifically Goals #5 and #16 To achieve this, we are empowering African women to to participate actively in their societies. We believe African women are a powerful and essential part of the global peace movement. To us, part of peace is when African women’s voices are heard, and their rights are protected. From law students to seasoned professionals, we strive to create a safe and inspiring environment and a space for mentorship, collaboration and knowledge-sharing. Dear Women in Law, peace begins with us! In line with this year’s theme for #PeaceDay, we call on you to strive towards a peaceful and just world. Let us set an example of how African women in law can lead the movement to achieve the Global Goals and build a world that respects the rule of law and ensures equal access to justice for all. Happy Peace Day! Peace begins with you. For media inquiries, contact communications@africanwomeninlaw.com.

IAWL Condemns Sexual Harassment Case at the Faculty of Law at the University of Calabar, Nigeria.
PRESS STATEMENT 30th August 2023 WASHINGTON, DC: On Monday, 14 August 2023, female students of the Faculty of Law at the University of Calabar in Nigeria, with some of their male colleagues, protested against gender-based exploitation and harassment in their department by their Dean of Law, Prof. Cyril Ndifon. Professor Ndifon was previously accused of sexual misconduct in 2015. The school authority subsequently suspended him after he was alleged to have raped a 20-year-old law student in his office. Eventually, his suspension was lifted under mysterious circumstances. In other African universities, sexual harassment and misconduct by male faculty and sometimes male students are rampant. There have been several cases of sexually predatory behavior reported by female students at Makerere University in Uganda, the Rhodes University in South Africa, the Kaduna State University, the University of Lagos and the University of Port-Harcourt in Nigeria, just to name a few. In most cases, victims are afraid to speak up because society insults and tags them as enemies of progress of men of “reputable” standing. Over the years, social media has helped some of these cases come to light. But many more cases have been buried for fear of being doubted, insulted or humiliated. At the Institute for African Women in Law, we are committed to ensuring that the rights of women in law of all ages are fully respected and protected. We commend the action taken by the law students at the University of Calabar and urge the university to take stronger action this time. We call for an immediate and thorough investigation into the allegations and an open and transparent review process of the circumstances surrounding them. We also call on governments, policymakers and stakeholders to ensure institutions operate with the necessary sexual harassment policies to check the prevalence of Gender Based Sexual Violence. In our four-country Women in Law and Leadership reports , we highlighted that sexual harassment, both covert and overt, is one of the main challenges women in law at the bench, bar and legal academy face in their professions. It is, therefore, disturbing that even the educational institutions meant to provide an ideal environment for learning and growth, especially in the faculty of law, have harbored this menace for years. The effect such acts have on students should be taken into consideration to appreciate the importance of addressing the issue. Some students go on to do well, but some fail their courses unjustly, preventing them from graduating and realizing their full potential in the careers they desire to pursue. It is high time that we all take action to protect the rights, safety, progress and future of African women in law. We encourage victims of sexual harassment in universities and legal institutions not to be afraid of intimidation and backlash and to speak up against the injustice meted out to them. It is our expectation that such action will eventually restore faith in our educational and legal institutions and create a safe environment for women in law. For media inquiries, contact communications@africanwomeninlaw.com.

Women, Resilience, and the Will to Lead
by Linda Kasonde My book, ‘ Women, Resilience, and the Will to Lead ’, tells the story of my journey into leadership, from my upbringing as a child to a chance encounter with a classmate who made me realize that just putting oneself forward is half the battle in becoming a leader. My story is intertwined with political events in Zambia from 2011 to 2021, which saw my country on the path to democratic decline, and the role I played to try and restore Zambia’s democracy. It touches on difficult topics such as losing a child, mental health, and the sexism faced by women in leadership. It ends with a list of lessons that I have learnt over the years and a call to arms for more women to embrace taking up leadership positions. The book documents my experiences as the first elected female President of the Bar Association in Zambia and how I managed to negotiate my way through a social context characterized by deep-seated patriarchy and misogyny. I believe that the book will go a long way in challenging the current thinking that favors men and stereotypes women as incapable of running a successful election campaign, providing effective leadership, and overcoming the many social obstacles that work against them. In Zambia, much of the conversation around gender equality and women’s empowerment centers on promoting women without enough work being done on creating safe spaces for them to express themselves or assert themselves as leaders. I would like to work on a movement that will mainstream the gender conversation, one that is too often occupied by women speaking to converted women. Men need to play a larger role in this area for real change to happen more quickly. Why is this important? Inequality leads to misogyny, which in turn leads to injustices such as gender-based violence, hate speech, and rape. It also means that many women do not meet their full potential. As I have previously stated in one of the articles that I have written advocating for the protection of women leaders from sexual harassment, and particularly cyberbullying: “What we miss out on when women are denied a seat at the table is that different perspective. When women decide to use their voices by taking up leadership positions, they face much more ridicule, intimidation, and abuse than men in leadership positions. This either diminishes their voice or silences them. That creates problems for all of us because it means that we are lacking a diversity of ideas. Democracy thrives when the marketplace of ideas thrives. When that pool of ideas is limited, so are the number of potential solutions to our problems” . Not only will inclusion affirm the equality of women and men in terms of leadership capabilities, but it will also ensure that those women leaders represent the various rights and interests of all women in society. This book is important because, in the words of Stella M. Nkomo and Hellicy Ng’ambi in their 2009 article for the International Journal of African Renaissance Studies entitled, ‘African Women in Leadership: Current Knowledge and a Framework for Future Studies’: “While the empirical literature on leadership and management in Africa is sparse, the literature on African women in leadership is even sparser”. Particularly, little is written about being an African female leader in the digital age. So often, African women in positions of leadership have to rely on Western Knowledge literature about leadership. So often, the thinking is that nothing can be learned from Africa by people living in other continents. This book aims to dispel that myth. I am a woman leader that has straddled leadership both in the private sector as a partner in a leading law firm and in public service at the helm of a highly influential organization that had an impact on the social and political discourse in my country. Subsequently, I understand the challenges of leading and winning the confidence of the public and those I led whilst having to navigate the challenges of patriarchy and misogyny. I have stated on many occasions, echoing what other female leaders, like former Australian Prime Minister Julia Gillard, have said: in order to attain gender equality, we need a critical mass of women leaders so that things outside our competence and intelligence become less important. I have also argued that in order to build that critical mass, the pioneers and the radicals need to draw in the masses. I consider myself to be both a pioneer and perhaps a radical. Through this book, I aim to show more African women that being a leader is doable once you appreciate the strategies to mitigate the risks of it. Having that critical mass of women leaders makes it much easier for women like me to lead in our chosen endeavor. Linda Kasonde (@LindaKasonde) is a Zambian human rights lawyer and activist. She is a Tutu Fellow and the winner of the 2017 IE University’s EPIC Award for Women Making a Difference in the IE Community. She is the Founder and Executive Director of Chapter One Foundation, an organization that promotes and protects human rights and the rule of law in Zambia. For more information on her, see https://lindakasonde.com/ . The book will be available on Amazon and Kindle from 25th August 2023. Subscribe to the IAWL mailing list to receive the latest updates on our future programming and releases. For media inquiries: communications@africanwomeninlaw.com

Introducing: IAWL Achiever Series
The Institute for African Women in Law (IAWL) has launched the IAWL ACHIEVERS Series, a platform designed to highlight the success and breakthrough stories of women in law in its networks. IAWL is truly proud of its members who have made and continue to make remarkable strides in their respective fields of expertise. By awarding individual excellence and accomplishments, the IAWL Achievers Series will empower and encourage more women in the legal field to reach their greatest potential and make their voices heard. Through this initiative, we acknowledge the effort our members put into rising as leaders and changemakers in the legal space, especially as African women. To be featured, the submission must meet the following criteria: 1. Demonstrate how joining the IAWL network aligned with achieving career goals 2. The award/feat must have been achieved within six months of submission. 3. The achievement must be a result of your membership in an IAWL network: i.e., you must have received the recognition by virtue of being part of the network or by seeing the opportunity via an IAWL announcement to members of the networks. We are now officially accepting nominations for the IAWL Achievers Series. We encourage all applicants to submit strong applications to be considered. To apply: Submit an email request to info@africanwomeninlaw.com with the subject line: IAWL Achievers . In the body, include evidence of the award and links to the publication of the award/achievement, if any. The IAWL Team will review your application and let you know a decision within 7 working days. You or the nominee will be notified by email to complete a form and submit a professional photo if the application is successful. If the application is unsuccessful, you will be informed by email. Do you know someone who embodies the accomplishments of an IAWL Achiever? Are you an IAWL Achiever? Submit an application or nominate someone else today and be part of this wonderful initiative! By submitting an application, IAWL reserves the right to review, accept and publish it in accordance with all necessary protocols. For media inquiries, contact communications@africanwomeninlaw.com .

Her Seat on the Bench: How Mabaeng Lenyai’s journey inspires women in law
Mabaeng Lenyai is a pioneer woman in law. In March 2022, she made history by becoming the first elected female President of the Law Society of South Africa (LSSA). Before this remarkable achievement, she was appointed as an acting Judge at the Gauteng Division of the High Court in Pretoria. This acting opportunity opened her to exploring a career on the bench - a glimpse into the judicial world where she eventually earned a permanent seat. In April 2023, Mabaeng was appointed by the Judicial Service Commission (JSC) as one of five new judges to join the Gauteng Division of the High Court. Congratulations Mabaeng! She has been appointed based on her extensive experience, enabling her to “hit the ground” running in South Africa’s busiest court. The General Council of Bar’s testimonial about Mabaeng further reveals she is a gem. The Council stated that her appointment “would send a message to the public that the JSC values the appointment of candidates who are able to produce a large number of well-reasoned and well-written judgments across a broad spectrum of legal fields, and who have knowledge and experience beyond the borders of South Africa”. The endorsement rides on the back of Mabaeng’s spectacular output during her days as acting Judge. In South Africa, acting judicial appointments are used to fill temporary vacancies. Though not a formal prerequisite, there is an unwritten code for an aspiring judge to have some acting experience before they are appointed. The 2023 IAWL report found the unofficial acting prerequisite as an entry challenge for women because getting an acting opportunity depends on a person’s network which can be tough for women seeking to join a male-dominated space. This acting appointment requirement is significantly considered by the Judicial Service Commission (JSC). Some women have written about their acting experiences . The lack of acting experience is often interpreted as a lack of judicial experience and exposure, leading to more women being deemed underqualified. Mabaeng’s acting appointment, like others before her, created a pathway to the judiciary and its leadership. Thus, the more women get acting appointments, the more their chances of securing their seat on the bench and the more cracks are created in the concrete ceiling for women in leadership. Mabaeng’s legal career, which started in 1998 when she was admitted to the bar, has been dotted with many leaps in leadership that have finally landed her in the judiciary. She has previously served as a council member and the Vice-President of the LSSA. She has also served as the Vice President of the Pan African Lawyers Union (PALU), chairperson of the Northwest branch of the Black Lawyers Association (BLA), secretary general and Deputy President of the National Executive Council of the BLA, and a council member of the Community Education Training center in Mmakau. She also ran her law firm, Mabaeng Lenyai Inc. Mabaeng’s career pathway is trailblazing for many upcoming women in law seeking to chart a unique trajectory because she demonstrates that women can be many things and anything they hope to be, even if it's not all at the same time. The Institute for African Women in Law (IAWL) is very proud of Mabaeng’s achievements and continues to cheer her on to go higher up the ladder. Congratulations once again on your appointment to the bench! For communications inquiries, contact communications@africanwomeninlaw.com .

OPPORTUNITY: IAWL IS HIRING!
The Institute for African Women in Law (IAWL) is a Washington, D.C. based Pan-African non-profit, non-governmental organization. IAWL is committed to supporting the formidable works of women in law across Africa and the African diaspora. Our goal is to be a focal point for addressing issues across the legal and judicial professions. Are you self-motivated with an acumen for innovative ideas? Are you looking to join a team that promotes justice and equity for women? Are you looking to develop your talent, skills, and networks? The Institute for African Women in Law (IAWL) is looking for you: A Program Coordinator . The Program Coordinator (PC) is responsible for facilitating and coordinating all the programs and activities of the Institute. The role includes having control of the different programs of the Institute, building strategic partnerships with organizations, identifying and applying for various grants and creating an internal cohesive strategy and working environment within the organization while liaising with external stakeholders to ensure the seamless implementation of partnerships and agreements. Through these, the PC will contribute to the vision and mission of the organization. Read the full job description and access the application form here: HOW TO APPLY: IAWL is an Equal Employment Opportunity Employer Read the position description fully. Click HERE and complete the application form. Send a cover letter, resume, one writing sample (not more than 2000 words), and a list of three references on or before the designated deadline by email to info@africanwomeninlaw.com Reference “Program Coordinator” in the subject line. Deadline: Monday, 24th July 2023 at 5 pm ET.

THE STATE OF GENDER EQUALITY AND WOMEN EMPOWERMENT IN THE JUDICIARY OF THE GAMBIA;
Existing Experience, Best Practice and Identification of Barriers to the Advancement of Women Judges By : Hon. Justice Zainab Jawara. High Court Judge, The Gambia I am honored to be addressing and sharing the experience of the Gambia Judiciary with such an august body. I will briefly give an overview of the state of gender equality in our courts and share our experience. The Gambia is a small State in West Africa. According to the World Bank gender data, in 2021, 8.6% of seats in the Gambian parliament were held by women. The current rate is lower than the average rate in low-income countries. The female share of employment in senior and middle management in the Gambia falls in the third quintile of all countries for which data exists. Despite the marginal numbers of women in senior positions in The Gambia, the Judiciary, as the third arm of Government, has made considerable strides in promoting gender equality within the institution. Today, the Supreme Court is made up of five judges, two of which are female. The Gambia Court of Appeal has an 86% women representation with a female President of the court. The High Court is made up of 46.6% women whilst the magistracy consists of 55% women. With regard to the Sharia/ Islamic Courts, the appointment of women judges in these courts remains controversial in the Muslim world as some schools of thought have the perception that female judges in the Islamic courts may not be in conformity with Islamic teachings. This is discriminatory against women and is contrary to the spirit of gender equality promoted in Islam. Despite this discrimination, the Sharia Courts in the Gambia have recently made considerable progress in the recent appointment of two female judges making a percentage of 6% of female representation in the court. Although a modest progress, this is significant, to say the least. Apart from the Islamic Court, I can say that we are clearly on the path to gender equality in the judiciary of The Gambia. It is important to have a gender-representative bench that not only contributes to enhancing the rule of law in any democracy but also promotes access to justice for the vulnerable in our society. We live in a society where the majority of victims in sexual offense cases are women or children, and it is common knowledge that the stigmatization associated with victims of sexual offenses or gender-based violence makes it hard for them to come forward. We have found that women who have suffered sexual and gender-based violence will naturally come forward and proceed with their trial when their cases are before female judges. Women judges, therefore, play an essential role in the criminal justice system, thereby bringing about the much-needed change in the reporting of gender-based crimes. We cannot be certain as no study has been conducted on whether the decisions of women on the bench have led to the significant and groundbreaking reforms that we have seen in the laws advancing gender equality, but it is safe to say that the large number of female judges and their decisions has had a positive impact on the amendment of the Women’s Act 2015. To illustrate this, there are a number of cases that have played a major role in the reform process, and these are the cases of Karla Keita v Mustapha Dampha, Dawda Jawara v Matty Faye (Unreported) SC CA 023/2016 wherein the superior courts gave trailblazing judgments and laid the foundation for the emancipation of women from the cruelty and violence they always experienced during the process of divorce. Although the number of women that have stepped up to take up judicial appointments is commendable, there are no specific gender-sensitive policies developed to promote gender equality in the Gambian Judiciary. Thus the increase of women in the Court of Appeal may be attributed to the selection of judicial candidates from the high number of women judges in the High Court, and the same goes for the High Court from the Magistracy. This increase has happened because women naturally dominate as legal practitioners in the public service. Even though work on the bench or the public bar is less lucrative than private practice, the regular hours, vacation periods and other perks prove to be more conducive for women juggling work and home life. The progress of women in the Courts has been created by the professional progress of the large number of women who have chosen career paths in public service. Despite the progress made in my country, women judges still face some barriers to their advancement. These include; Gender bias and existing stereotypes that reinforce the idea that women are not suited for judicial positions . Our competence and authority are more likely to be questioned than that of our male counterparts in most cases. We are seen as less likely to give impartial judgments where sexual and gender-based violence cases are concerned; The lack of access to education and training opportunities that are essential for career advancement and continuous professional development; and Cultural and social norms that prioritize male leadership and limit women's access to positions of power still exist. To promote gender equality and women’s empowerment in the Judiciary, the following best practices should be emulated : Developing and implementing gender-sensitive policies and procedures to increase the representation of women in the judiciary Providing training and mentorship programs to support the career development of women judges Encouraging men to become allies and advocates for gender equality in the judiciary Creating networks and support groups for women judges to connect and share experiences. In conclusion, while the judiciary of The Gambia has made progress toward achieving gender parity, there is still much work to be done to promote gender equality and women's empowerment. Addressing the barriers that prevent women from advancing in the judiciary is essential for achieving gender equality and building more just and equitable societies. I thank you for your kind attention.

Women in Law in Nigeria: Breaking Barriers and Shaping the Future
Women in law in Nigeria have had a unique journey of development as they did not encounter as much systemic resistance during their entrance compared to women in many other African countries. Surprisingly, women’s initial discrimination challenges were from clients and the public, not from their colleagues. However, this challenge did not hinder their progress and growth in the different sectors of the profession (bar, bench and legal academy). The Institute for African Women in Law (IAWL) conducted extensive research on women in law and leadership in four countries , including Nigeria. The initiative explored the barriers to entry, points of attrition in the pipeline, barriers to leadership, facilitators of promotion, and progress and trends regarding women’s representation in the legal profession through an intersectional feminist lens. This study highlighted the following key findings. Breaking Barriers The Bar The Nigerian legal profession (bar) is experiencing an increase in the number of women being called to the bar each year. Significantly, many remarkable women are breaking new ground and becoming "firsts" in the legal profession. For example, women are rising to managing partner positions in Nigerian law firms, as highlighted in the IAWL Gender Scorecard for 2023 . Unfortunately, some women choose to exit the legal profession, particularly in the early stages of their careers. Individual factors such as marriage and childbirth often contribute to this decision. Those that stay in the profession face barriers in reaching leadership positions, including: • The procedural requirements for becoming a senior advocate of Nigeria (SAN). • Sexual harassment and intimidation in the workplace • Unspoken gender biases and stereotypes against women • The negative implications of COVID-19. • Lack of support for families in the workplace • Limited capacity and self-imposed barriers • Lack of mentoring opportunities • Debilitating patriarchal culture These challenges create shifting "glass ceilings" that women encounter at different stages, resulting in considerable leaks in the pipeline to leadership. The conclusion is clear- there is still much work to be done to increase the number of women at the bar and women senior advocates. The Bench Women in the Nigerian judiciary have made significant progress in attaining leadership roles within the judiciary since the 1990s. The appointment of Mariam Aloma Mukhtar as the first female Chief Justice in 2012 was a moment of celebration and immense pride for women across Nigeria. Despite this win, women in the judiciary still face barriers to reaching leadership positions, including: • Work-life balance • Lack of mentorship and support systems for female judges • The limiting effect of intersecting federal character and indigeneity requirements for promotion • The quest for perfection from women and caseloads leading to burnout • The negative implications of COVID-19 • The limited number of women in the highest leadership positions at the various judiciary levels and certain geographic parts of Nigeria. Interestingly, most female judges in Nigeria oppose quotas or affirmative action to address gender imbalance, believing the promotion system is fair. Yet, barriers to their advancement go beyond gender, including ethnicity and geopolitical factors. The Academy The traditional barriers and discrimination against women in the Nigerian legal academy are slowly fading away- a positive sign that women are being recognized for their talents and expertise in this field. However, in the past 15 years, more stringent requirements have been introduced to the recruitment and promotion process within the Nigerian legal academy. For example, the requirement of a Ph.D., unfortunately, caused many women to leave due to challenges in balancing studies and family. In addition, women in the legal academy in Nigeria face the following barriers to leadership: • Intersectional discrimination in hiring practices • Negative stereotypes about women's leadership abilities • Women's different negotiation and networking skills • Work-life balance • Lack of institutionalized mentoring opportunities • Women's limited capacity to engage with leadership demands, and • Negative impact of COVID-19. Shaping the future Despite the identified barriers, the future for women in law and leadership in Nigeria looks promising. As more women enter the profession, they bring fresh perspectives, diverse experiences, and a commitment to driving positive change. Nigerian law schools are increasingly enrolling more female students, reflecting the shifting dynamics within the profession. The IAWL reports further provide recommendations to facilitate the promotion of women in law to leadership positions, including the following: creating mentoring opportunities, creating work environments that promote work-life balance, conducting gender audits to understand women’s specific needs, turning gatekeepers into male allies, and providing constant leadership training opportunities. These reports are the first step in IAWL's five-year strategic goal to support women in law and leadership in Africa. Through training and advocacy, IAWL will continue to support women in law to thrive and set new standards for excellence in Nigeria's legal landscape. For media inquiries: communcations@africanwomeninlaw.com .

IAWL Reports Reveal Cracks in the Concrete Ceiling for Women in Law and Leadership in South Africa
South Africa’s legal profession today is female-strong, having allowed women’s entry 100 years ago in 1923 . With masses of women entering the profession, it is only reasonable to expect that they trickle up the leadership ladder and eventually have equal representation in leadership. Yet, the leadership of South Africa’s legal profession remains predominantly masculine. While there was a glass ceiling for women’s entry into the legal profession, which was relatively easier to shatter in the last century, Dawuni characterized that of the profession’s leadership as a concrete ceiling – requiring women to fight harder to break. IAWL’s 2023 study of women in law and leadership in South Africa’s legal profession revealed that: the bench suffers from deputy syndrome, the bar is plagued with a bottom-heavy trend, and the legal academy is experiencing a strong and growing female leadership in the academy. The deputy syndrome at the bench As of February 2022, women formed 31% of the leadership at the superior courts, forming a critical mass of women needed to drive equal representation of women in the future. The factors explaining women’s increasing numeric strength in leadership are constitutional provisions that require the judiciary to reflect the gender composition of the country, activism by civil society actors, leadership-driven efforts by the South African Chapter of the International Association of Women Judges (SAC-IAWJ), and female judges’ self-confidence and other innate leadership traits. Despite this progressive direction, many of the women in judicial leadership are in deputy positions. Multiple factors account for this pattern, although systemic barriers of lack of political will of the executive and lack of commitment to women’s leadership by institutional gatekeepers like the Judicial Service Commission (JSC) rank high. Other barriers that prevent or slow down’s women’s leadership prospects in the judiciary were found to include: the uneven playing field for women due to patriarchal attitudes, work-life balance, sexist practices, and female judges’ personal traits that make them hesitate to pursue leadership. The prevailing deputy syndrome the report identified found expression in the subsequent appointment of Justice Maya as the deputy chief justice. An outcome that has been described as a missed opportunity because her initial nomination for chief justice, which presented South Africa with a golden opportunity to appoint its first female chief justice, was not realized. The implication of the deputy syndrome at the bench is that even though female judges rise to the top of the judiciary’s leadership, they mostly occupy second-in-command positions to their male counterparts - a concrete ceiling indeed! The bottom-heavy trend at the bar The rapid feminization at the bar is not significantly reflected in its leadership. A 2021/22 Lexis Nexis report showed a 5% increase in female legal professionals and a 7% increase in fully female-owned law firms in the last five years. Three elements explain the increase: progressive gender equality laws and policies, institutional efforts to transform the legal profession, including its gender composition, and the increase of women into the various law faculties who eventually graduate to become lawyers. Nonetheless, feminizing the bar’s leadership is slow. There are more female lawyers in associate positions. IAWL’s Genderscorecard, for instance shows that, a s of 2021, 66% of senior associates and 79% of associates in ENS Africa were women, yet only 36% of executive positions went to women. Similarly, Cliffe Dekker Hofmeyr had no female managing partner, although some women (37%) were directors. Most senior associates (69%) and associates (67%) were women. At the institutional level, the Law Society of South Africa (LSSA) had not had a female president since its inception in 1998 until March 2022, when Mabaeng Lenyai was elected . A consequence of this bottom-heavy trend is attrition, especially from big law firms, and female lawyers being gaslighted for questioning a differential treatment. Common factors that account for this trend at the bar are society’s perception of women’s abilities and motherhood, the old boy club phenomenon, lack of mentorship and organizational support from law associations, and women’s burden to overperform. These came up in addition to predominant barriers in the existing literature, such as differential treatment of women related to remuneration and career progression, the intersectionality of gender, race and age, sexual harassment, physical, verbal, and/or emotional abuse, and clients’ demands for male lawyers. Together, these form the concrete ceiling that women at the bar must fight to reach the top. A female strong legal academy Among the three sectors, the legal academy’s leadership light shines brightest. Our study showed that women’s representation in the legal academy and its leadership is growing. As of May 2022, there were 25 women in executive and administrative leadership across 17 law faculties: five female deans, eight female deputy deans or school heads, and 12 female heads of departments. The factors leading to the growing trend of women in leadership in the legal academy outnumber that of the bench and bar. They include: Introduction of a new constitutional framework Enforcement of anti-discrimination laws and regulations Introduction of affirmative action Social and cultural transformations on gendered norms and expectations Increasing female enrolment and increased opportunities for (black) women in education Women consider academia a more flexible job option Men no longer seek positions in academia Despite a female strong legal academy, women still face barriers in pursuing leadership due to factors like institutional culture and the lingering “old-boys club”, the high context of legal academia, gender stereotypes and bias about leadership, motherhood and work-life balance, contested opportunities for leadership advancement, women’s mixed view of leadership in academia, the race factor, ageism, sexism, and sexual harassment. Breaking the concrete ceiling The leadership ceiling may be concrete, but it is breakable. It cannot be broken solely by individual efforts; it will take collective efforts. For this reason, the recommendations in IAWL’s report are targeted for each sector. For example, at the bench, institutional gatekeepers, on the one hand, are urged to offer equal opportunities for substantive and acting leadership to level the playing field and make concerted efforts to appoint female judges for head positions and not just second-in-command positions. On the other hand, civil society and advocacy groups are called on to undertake more proactive advocacy before appointments, given their critiques of appointments. At the bar, law firms and organizations were advised to institute measures to advance women’s rise to the top, including training and mentorship programs, shaping clients' demands, and providing fair briefing patterns. It is also recommended that law societies take up more advocacy for women’s leadership. Within the legal academy, women are encouraged to be intentional with their collaborative efforts to overcome research barriers. Higher education institutions should also conduct regular and transparent promotion policy reviews. Each stakeholder playing their part will create the village needed to advance women’s leadership in the legal profession. For media inquiries: communcations@africanwomeninlaw.com .

Women in Law and Leadership: How Kenya (Almost) got it Right.
Women’s leadership in law in Kenya cannot be complete if it is limited to the judiciary. The women in law and leadership reports by the Institute for African Women in Law (IAWL) provide robust recommendations on changing the picture of women’s representation in law and leadership in Kenya. Justice Martha Koome was sworn in as the first woman Chief Justice of the Republic of Kenya in 2022, joining a long list of women chief justices across Africa . Many analysts have characterized the 2010 Kenyan Constitution as a gender progressive framework that has catalyzed women’s representation in public life, including the appointment of Kenya's first woman chief justice. The IAWL reports on women in law and leadership in Kenya analyzes the intersectional barriers women face in accessing leadership positions in other sectors of the legal professions in Kenya. Presently in Kenya, the offices of the Chief Justice, Deputy Chief Justice, Chief Registrar of the Judiciary, Principal Judge of the Employment and Labour Relations Court, Registrar of the Supreme Court, Registrar of the High Court, Registrar of the Environment and Land Court and Registrar of Tribunals, among other courts, are occupied by women. These developments in women’s representation in leadership result from several factors, including the enforcement of legal and constitutional instruments, the shifting gendered norms about women as leaders in public life and the application of meritocratic standards in selection processes. The proactive leadership of seeking qualified women candidates and demands for transparency in the Judicial Services Commission interview practices are also enabling factors. While the appointment of Chief Justice Martha Koome is a significant achievement for women and all Kenyan citizens, more work must be done to ensure gender parity in other areas of the legal profession. Only one woman, Ambassador Raychelle Omamo, has been chairperson of the Law Society of Kenya (LSK), making women’s representation only 2% of all chairpersons. Three other women have served as vice chairpersons--- Lucy Kambuni (2003-2005), Carolyne Kamende Daudi (2020-2021) and Faith Moni (2022-2024), accounting for 6% of the vice chair leadership. Women’s representation in the leadership (chair and vice chair) of the LSK since the Law Society was formed in 1948 has therefore been at a paltry 4%. In the legal academy, a few women have served as deans of law schools, including Patricia Kameri-Mbote, Winnie Kamau, Linda Musumba, Ruth Aura-Odhiambo, Sylvia Kang’ara, Fancy Too, and Nelly Wamaitha. No woman has ever been appointed Director of Public Prosecutions, Attorney General, or Solicitor General in the public sector. Despite the feminization of the legal and judicial professions in Kenya, with women making up over 44% of the bar, women are still underrepresented in the leadership of the Kenyan bar, legal academy, and public sector. The appointment of Chief Justice Martha Koome is a promising indication that the structural and institutional views of women as leaders in Kenya's legal field are gradually evolving. How long will it take for women to be equally and equitably represented in all sectors of the Kenyan legal profession? In matri-legal feminism , I espouse an African-centered theoretical approach that privileges centering African women’s agency as active actors in public life. Women in Kenya have demonstrated their leadership skills, from their participation in independence movements to their role as economic actors in national development. But more must be done to change the picture of women’s leadership in law. Drawing the curtain Kenya almost got it right as a perfect example of how women’s symbolic (numeric) representation can lead to women’s equal representation in leadership. With women making up over 50% of the judiciary and 40% of the bar, there is hope for an incremental shift towards more women in leadership positions across all sectors. A truly holistic gender-inclusive legal profession in Kenya will require constant shifts in institutional and social perceptions about women’s leadership capabilities, accompanied by the elimination of institutional gatekeeping practices and the political will of the appointing bodies to apply gender-inclusive meritocratic standards. Beyond symbolic representation, women must be prepared to develop leadership skills to bring to the decision-making table. The Institute for African Women in Law’s five-year strategic plan for Women’s Excellence in Law and Leadership (WELL) will support the development of strong pipelines of women leaders across the different sectors of the legal professions. When women rise, their communities and nations rise! For media inquiries: communcations@africanwomeninlaw.com .

PRESS RELEASE: IAWL Launches Comprehensive Reports on Women in Law and Leadership
6th June 2023 WASHINGTON, DC: The Institute for African Women in Law (IAWL), a Pan-African organization dedicated to supporting women in law across Africa, has launched ten comprehensive reports on Women in Law and Leadership in four countries—Nigeria, Kenya, Senegal and South Africa. The reports focus on women’s representation in leadership at the bar, the bench, and the legal academy. In addition to the country reports, a Leadership Training Manual provides practical roadmaps for women pursuing leadership in law. The reports form part of IAWL’s five-year strategic Women’s Excellence in Law and Leadership (WELL) Initiative. The reports examined women’s access to positions of leadership in the legal professions; reviewed their retention and intersectional challenges and barriers that lead to attrition from the profession; and provided recommendations on interventions that can promote and facilitate their representation in leadership roles, to meet UN SDG #5 on gender equality. The reports provide a blueprint and recommendations for interventions by policymakers, gatekeepers within the profession, civil society organizations, bar associations, judicial authorities, funding agencies, and other bodies interested in promoting women’s leadership in law. These reports will inform IAWL’s upcoming programmatic interventions to support women’s leadership in law by working with philanthropic organizations and partners in target countries to prepare a leadership pipeline for women in law. At IAWL, we believe that when women rise, their communities rise! Join us in our efforts to amplify the work of African women in law. To view the highlight videos from the country launches in Nigeria, Kenya and South Africa, visit our Youtube channel. For media and research inquiries: communications@africanwomeninlaw.com

Institute for African Women in Law (IAWL) Participates in the First Meeting of African Women Judges
Women Judges from about 30 African countries gathered in Libreville, Gabon, for the 1st Meeting of African Women Judges. The meeting, held on the 3rd and 4th of May, was organized by the Conference of Constitutional Jurisdictions of Africa (CCJA) and the Constitutional Court of the Republic of Gabon, with the support and participation of UNDP, UN Women and UNODC. African women judges across the continent gathered to reflect on the barriers that prevent women from entering the judiciary, progressing in their careers and their impact on women's constitutional rights. The gathering assessed the representation of African women in the judicial system and made recommendations on the way forward for women judges in leadership. In attendance at this high-level conference was the President of Gabon, His Excellency Ali Bongo Ondiba, who gave an opening address at the official opening ceremony, the President of the Constitutional Court of Gabon, Her Excellency Ms. Marie-Madeleine Mborantsuo, as well as the President of the Constitutional Court of the Democratic Republic of Congo, Vice-President of the Conference of Constitutional Jurisdictions of Africa (CCJA), H.E Mr. Dieudonné Kamuleta Badibanga. Countries represented included Gabon, Senegal, South Africa, Kenya, The Gambia, Guinea Conakry, Angola, Mauritania, Sao Tome, Malawi, Zimbabwe, Benin, Morroco, Mozambique, Benin, Central African Republic and Egypt. On day one of the conference, Atchere Asuah-Kwasi, Director of Operations of IAWL, on behalf of Prof. Jarpa Dawuni, Executive Director, presented on contextualizing the state of women in the judiciary in Africa. The presentation summarized the research on women judges in Africa by the United Nations Development Fund. The presentation also highlighted IAWL’s research and publications on women judges and its commitment to enhancing the capacity of African women in the legal profession. The conference attendees also presented on women judges in their various jurisdictions. Lack of political will, low numbers of women in decision-making, lack of quotas, gender stereotypes of women in judicial roles, culture and religion, and rural divide were some issues raised. Interventions such as training and enhancing capacity, coordination between government agencies, strategies to raise the number of women in leadership positions, implementation of policies that will increase the number of women judges, and eradication of obstacles preventing girls from being educated were also proffered as solutions. It was a great opportunity to have African women judges come together to exchange best practices and learn from each other with the ultimate goal of gender-equal judiciaries in Africa. The conference closed with the “Libreville Declaration” presented by the Secretary General of the Conference of Constitutional Jurisdictions of Africa (CCJA). The Declaration is significant as it details commitments by all present towards attaining gender equality in the judiciary. Clause nine (9) of the Declaration expressly mentions and recognizes the commitment to engage The Institute of African Women in Law (IAWL) and other organizations in attaining gender equality. The IAWL supports the movement to increase the number of women judges not only on the bench but in leadership positions. These are positive steps towards attaining SDG five(5) on gender equality and article 8 of the Protocol to the African Charter on Human and Peoples' Rights on the Rights of Women in Africa (Maputo Protocol). Subscribe to the IAWL mailing list to receive the latest updates on our future programming and releases. For media inquiries: communications@africanwomeninlaw.com

From Law Student to Lawyer: Making the Transition
A Digest of IAWL’s Professional Development for Law Students in Collaboration with UCT Women in Law The Institute for African Women in Law (IAWL) collaborated with the University of Cape Town Women in Law (UCT WiL) to organize a professional development tailored to all law students across Africa. Empowering students before they are admitted to the bar is a guaranteed way to make an impact and better place them to rise to the top. Through this professional development (PD), law students gained insights into different legal career pathways, such as the bar, the bench and the legal academy. They discovered opportunities to tap into and develop skills necessary for career success, including internships, the importance of voluntary work and other initiatives for building practical experience and developing critical networks. The collaborative event took place on April 20, 2023, via Zoom and focused on giving law students tips on how they can transition into lawyers. You may watch the recorded video here if you couldn’t join us for the live session. Our esteemed panelists were: Belinda Mapongwana (Founder and Director, Mapongwana Attorneys, South Africa), Prof. Emilia Onyema ( Professor of International Commercial Law at SOAS University of London, UK), and Naigaga Winfred Kyobiika (Magistrate, Judiciary of Uganda). The moderator was Caitlin Schultz (Head of Mentorship, UCT Women in Law). Starting as Young Lawyers: Inspiration and Choosing Career Paths Our panelists shared their inspiration for choosing a career in law, covering three diverse sources. A parental nudge in the right direction Prof. Onyema spoke about her legal career being at the direction of her parents, who felt the law would be a good fit for her because she “liked talking too much”. Looking back, she believes that nudging by her parents was a step in the right direction. The experience of being a firstborn child As the firstborn child and the “deputy parent”, Magistrate Winfred often resolved disputes among her younger siblings and neighbors, giving her a sense of “fairness and justice”. Those experiences motivated her to become a lawyer and eventually move to the bench. A mosaic of influences According to Belinda, multiple drivers steered her to the legal profession: For example, she “used to ask a lot of questions”, she was motivated to fight for justice during the apartheid years in South Africa, and law had always been a childhood dream. All panelists have steadily progressed in their chosen legal paths and have been successful. We are glad to tap into their wisdom built over the years and generously shared at the event. Initiatives for Charting a Successful Legal Career Be adventurous Being willing to try different things could lead one to a successful legal career path. Speaking on her trajectory to the legal academy, Prof. Onyema revealed that she practiced in Nigeria for about eleven years before transitioning to academia. She was bored with legal practice and took time off to retreat and reflect on her next steps. She eventually pursued her Master's and Ph.D. in the United Kingdom. It was during her doctoral studies that she fell in love with academia. She added that to pursue an academic career, one must pursue graduate studies to the doctoral level. A love of research and teaching may also indicate that a person is cut out for academia. She advised law students to “try things out to be sure that you enjoy them” before settling for a particular career path. A listening ear to good advice from a mentor Heeding a mentor's advice is another key to opening the door to a successful legal career. Magistrate Winfred shared that her path to the judiciary was influenced by her mentor at the law firm she was practicing, who told her she would make a good fit on the bench in addition to the more straightforward career path and professional development in the government sector compared to the private sector. She took the advice and responded to the call for applications to the bench. The mentor was kind enough to write a reference for her and help her prepare for the interview. Looking for a mentor? You can sign up for IAWL’s student network to join a community of student mentees. Magistrate Winfred said that successful judicial personnel must pay attention to two things. First, “never stop to like learning” so that you can keep up with the developments in the law. Second, be a good manager of time, resources, people and yourself. With these two, one can map out their career quickly and let go of things that will weigh them down. Gathering unpaid work experience Drawing from her experience on how she ended up working with the UN OHCHR for three months, Belinda emphasized how essential internships and voluntary work are in opening up opportunities and widening your professional network. In her words, applying for that experience was one of “the best things I had done because of the network, the people that I met,” whom she is still in touch with for 20 years. She explained that the experience and knowledge she acquired was invaluable and urged young people to be open to taking up such opportunities when they come. Some introspection and research are needed. Regarding how students interested in arbitration can chart their path, Prof. Onyema gave some suggestions that cut across all specializations: self-introspection and research. Before deciding on what to specialize in, she advised that students ask themselves some questions: what are you passionate about or interested in? Which jurisdiction would you like to practice that passion in? What are your strengths and weaknesses? What is your definition of success in your career? It is also necessary to research the new and emerging areas, the gaps in existing areas and the key experts in your area of interest and reach out to them via email, LinkedIn or any other available platform. Networking People tend to underestimate networking, Belinda observed. However, she noted that many opportunities are with people, those you meet for a drink or through a friend and your classmates. Prof. Onyema added that the legal profession is a social one that thrives on one’s social and professional networks. The advent of technology has enhanced navigating networking, so she recommends signing up on social media platforms such as LinkedIn for professional purposes such as commenting on legal developments and writing blogs to gain global recognition and reaching out to potential mentors. Magistrate Winfred concluded that intelligence alone could only get you so far; you need the networks to move to the next level, and when you say that you’re going to do something, show up, and don't give excuses. Challenges! Because No Career Journey is a Walk in the Park On challenges encountered, Magistrate Winfred stated, “I can write a book about them. I’ve had quite many”. She mentioned imposter syndrome as a major one, having started her judicial career at 25 when her judicial colleagues and lawyers appearing before her were her seniors. As a mother, work-life balance was another challenge. She had a solid professional and family support system that believed in her and helped her get through them. Owning a law firm is no mean feat. Belinda touched on the challenges of starting her law firm without a guaranteed clientele and the “comfort of the name of the firm” that is widely known. Her diligence and allowing time for the growth processes resulted in her success. She concluded that the legal career is a marathon, not a sprint therefore, students need a long-term view of want they want to do. Pushing Forward - Key Takeaways Our panelists had a few key takeaways: Magistrate Winfred said to recognize your strengths and weaknesses when you join a new space and identify allies who will help you overcome and support your strengths. Prof. Onyema emphasized that the legal profession is not an easy ride. It’s a marathon, and there are no shortcuts. She also said to ask why you’re doing what you do. These will help build resilience and set you up for success. Belinda advised that you believe in yourself, which makes you an easier sell than if you do not believe in yourself. When you have done the work and are showing up, the universe will meet you halfway. Finally, she stated, “always be prepared to do what other people are not willing to do, and you will never go wrong in going the extra mile”. The session ended with a highly engaging Q&A session worth listening to. Please take a listen here starting at 1:03: 33. For media inquiries: communications@africanwomeninlaw.com

100 Years of Women Lawyers in South Africa: A Time to Celebrate and Reflect
Congratulations to the incredible women legal practitioners of South Africa on their momentous celebration of the 100th anniversary of the Women Legal Practice Act of 1923! The Women Legal Practice Act opened the doors for women to enter the legal profession in the country. Irene Geffen became the first woman to be admitted as an advocate in 1923. Constance Mary Hall followed in 1926 as the first female attorney. However, due to the discriminatory apartheid policies, it took considerably longer for black women to enter the legal profession. It was not until 1967 that Desiree Finca became the first black female South African lawyer. Despite racial discrimination, black women in law in South Africa have excelled, as evidenced by the historic appointment of Justice Mandisa Maya as the first female Deputy Chief Justice in 2022. In honor of the 100th anniversary of the Act, the South African Chapter of the International Association of Women Judges and the 100More Campaign hosted ceremonial sittings on Tuesday, 25 April 2023, in the Gauteng, KwaZulu-Natal and Northwest provinces. Honorary guests who attended the Gauteng High Court sitting in Johannesburg included Desiree Finca. During the special sitting in Pretoria, Judge President Dunstan Mlambo ceremoniously "overturned" two judgments from 1909 and 2012 that had excluded women from entering the legal profession. Women in law around South Africa also took to the podium to speak about their journeys and call for gender equality in the legal professions. During the Pretoria special sitting , Shamila Batohi, from the National Prosecuting Authority, admitted that despite some advancements, women in the legal profession still face numerous obstacles. Advocate Kgomotso Moroka, from the Johannesburg Society of Advocates, emphasized that more work is needed for women's equality, especially for black women. Advocate Kagiso Magano , from the Tshwane Society of Advocates, posed the following questions: “What are we doing, as the profession, to address these issues? One can easily say, 'Appoint women to the Bench', but is that enough?” Judge Tolmay urged women in the legal profession to be trailblazers and pioneers and stated that “Let us be the change we want to see. They call us emotional. Yes, we are. We care.” Despite the recent celebration of 100 years since women were allowed to enter the legal profession, few women in law occupy leadership positions in South Africa. The Institute for African Women in Law (IAWL) recently conducted a study on African women’s representation in leadership roles in the bar, the bench, and the legal academy, highlighting these challenges and providing recommendations. The focus countries included South Africa. We are pleased to announce that these reports will soon be published on our website and will be shared on all our platforms. For media inquiries, contact communications@africanwomeninlaw.com .

A Third Woman Chief Justice for Ghana? A Look at the Rise of African Women in Law and Leadership
The recent announcement of the nomination of Her Ladyship Justice Gertrude Torkornoo as Chief Justice in Ghana has been a cause for both celebration and reflection. As the third woman to be nominated for this esteemed position, this nomination has cemented the idea that the Women in Law and Leadership movement is here to stay and thrive! Three years ago, our Executive Director, Prof. Jarpa Dawuni, made a case for why there should be more women in the Ghanaian Supreme Court in her blog post titled “Why More Women on the Supreme Court of Ghana Matters: Open Letter to H.E Nana Addo Dankwa Akufo-Addo” . She highlighted the cases of Justice Annie Jiagge (neé Baeta), the first female magistrate in Ghana, and a group of women she calls the “Big Six Women of Justice” - the first generation women judges of the Supreme Court of Ghana. She noted that “having a representative bench contributes to promoting access to justice for women and gender issues.” By appointing more women to the Supreme Court, Ghana’s judiciary will be signaling women’s roles as arbiters of peace, promoters of justice and contributors to building strong institutions, thereby meeting Goal #16.
~Prof. Jarpa Dawuni She challenged President Nana Addo Danquah Akuffo-Addo to “prove that he indeed believes in the women of his homeland Ghana”, as he has been “given a golden opportunity”. Could he then be living up to the same expectations with this nomination? The nominee, Justice Gertrude Torkornoo, has a long and impressive history of working in the Ghanaian legal system. She has extensive experience in providing leadership in the E-Justice, Commercial Division of the High Court, Judicial Training, and Learning Resources sectors. Among other accomplishments, she has overseen the implementation of the Security Governance Initiative, the Business Environment Engineering Project, and the Internship and Clerkship Program. She has also facilitated the development of the curriculum for teaching Judicial Ethics, a manual for training in Judicial Ethics, a magazine for Judges, and an e-judgment research resource with key-word search-ability properties. Justice Torkornoo’s nomination is a powerful reminder of the steady progress Ghana has made in the fight for gender equality within the legal profession. It is a testament to the dedication and resilience of generations of women who have fought for their rights and a reminder of the importance of continuing to strive for progress in this area. The appointment of Justice Torkornoo would be an inspiration to all those who believe in the power of justice and the importance of upholding the rule of law. Perhaps we will soon revise our phrase “the Big Six Women of Justice” to the “Seven Wonder Women of Justice”. We live to see! Read Justice Torkornoo’s Pioneer African Woman in Law (PAWLP) profile: Watch her interview with Justice Ann C. Williams: For media inquiries, contact communications@africanwomeninlaw.com .

THE 3RD REGIONAL SYMPOSIUM ON GREENING JUDICIARIES IN AFRICA
As an answer to the globally devastating environmental crisis, The Kenyan Judiciary hosted the 3rd Regional Symposium on Greening Judiciaries in Africa. The symposium took place from 3rd- 5th April 2023, in Nairobi, Kenya, on the theme, “Strengthening The Role of The Judiciaries in Addressing Climate Change In Africa”. The focus of the symposium was to identify measures and opportunities for promoting climate change-related adjudication in Africa; share experiences, challenges, innovations and prospects in climate change-related adjudication; evaluate the progress made in integrating environmental matters in judicial education; and provide a basis and progression to build on for the 4th Symposium. History In 2017, The United Nations Environment Programme (UNEP), in collaboration with the South African Judicial Education Institute, organized a Colloquium on Integrating Environmental Law Training in Judiciaries in Africa. The Johannesburg Plan of Action was then agreed upon to incorporate environmental law training into African judicial education. Following this, a curriculum and training manual for African countries, and a separate one for Francophone countries, was developed to continue capacity building for judges and magistrates. In 2018, the 2nd Regional Symposium held in Maputo, Mozambique, established AJENEL (Africa Judicial Training Network on Environmental Law) and the 2018 Declaration on Greening Judiciaries in Africa. The Declaration called for judiciaries to cooperate on environmental protection and committed to holding biennial symposia. Kenya was selected as the host of the 3rd Symposium, and the Chief Justice was requested to organize it with support from UNEP, AJENEL and other partners. The 3rd Symposium on Greening Judiciaries in Africa This year’s symposium included moderated panel discussions and keynote addresses from expert practitioners of climate change science, policy and law for the adaptation and mitigation measures required for the continent to respond adequately to issues of climate change. The highly participatory hybrid symposium invited virtual questions and interactions within the respective sessions. In her welcome message, the Chief Justice of Kenya, Honorable Justice Martha Koome, encouraged members of the judiciary to play an active role in the fight for a sustainable environment. She added that the bench should ensure stewardship, justice and sustainability for the African continent and its people. She prodded the participants to find new legal and policy approaches to environmental justice, explore the latest strategies to address climate change issues and create alliances to promote long-term transformation. Finally, she urged the gathering to set the pace for other judiciaries across the continent to emulate within their countries. Justice Mary Mamyassin Sey, representing the Chief Justice of The Gambia, remarked: “I thoroughly enjoyed the symposium, and the overall experience was an eye-opener for me considering that we have not yet established an Environmental Law and Land Court division in the Judiciary of The Gambia. I also applaud the central role played by the Judiciary Training Institutes in greening judiciaries in Africa and sharing jurisprudence on climate change matters.” The 3rd Regional Symposium on Greening Judiciaries in Africa was a remarkable success and a tremendous opportunity for African judiciaries to share knowledge and experiences on environmental jurisprudence. The symposium provided a platform for the judiciaries to collaborate and build partnerships to promote environmental justice for the African continent. It is hoped that the discussions, decisions, and collaborative efforts of this symposium will lead to tangible results in the fight for environmental justice. For media inquiries, contact communications@africanwomeninlaw.com .

African Women in Law Rising: Embrace Equity
A Digest of IAWL’s International Women’s Day Symposium On March 8, 2023, the Institute for African Women in Law (IAWL) joined in the global celebration of International Women’s Day (IWD) themed #EmbraceEquity. The Institute, on March 9, 2023, organized its IWD 2023 edition of African Women in Law webinar on the theme: African Women in Law Rising: Embrace Equity. The hour-long symposium celebrated women’s leadership in law and called on women’s organizations and associations to celebrate young women rising in leadership. In shining the spotlight on young women rising, the panel featured three African women rising in their respective legal spaces: Yorm Ama Abledu (Lecturer, University of Professional Studies, Ghana); Florida Kabasinga (Managing Partner of Certa Law, Rwanda) and Faith Mony Odhiambo (Vice President, LSK, Kenya). Linda Kasonde (Partner, LCK firm, Zambia) moderated the panel. In case you missed the symposium and are yet to watch the full video on Youtube , this digest provides you with key highlights and useful nuggets from our panelists. Happy reading! What IWD’s #EmbraceEquity means to women in the legal profession Indeed this year’s IWD theme, Embrace Equity, brought to the fore the nuances between gender equality and gender equity, which many overlook. Essentially, gender equity is preferred because it recognizes the peculiarity of women and makes allowance for them in the work environment so that, ultimately, they end up being equal with men in their output. To Faith, embracing equity is “the realization that equality does not put us [women] on the same page and the same space” with men. She cited a personal experience of being told by her potential employers after an interview for a job that because she was single, it meant that “if we hire you, soon you will be going on maternity leave”. Her potential employers had, by their statement, placed her at par (equality) with the other male applicants without paying attention to her unique circumstances as a woman (equity), which could work to her disadvantage. So, embracing equity, according to Faith, is celebrating the women who have raised the bar despite their multiple social identities. Florida added that embracing equity is women supporting each other to go into those spaces where women would ordinarily not be allowed. She comes to this conclusion after her own experiences with bias that made her realize that contrary to her initial belief, there is indeed a gender equity problem that needs to be tackled. Yorm finds the theme apt, being a product of women who have gone before her to pave the way and attempt to champion equity. To her, this year’s IWD is a personal celebration and a call for men and women in the legal industry to strive for equity. The contribution of mentorship in the rise of women As the second African woman and first Ghanaian female lawyer to win the 2022 Outstanding Young Lawyer by the International Bar Association (IBA), Yorm touched on how mentorship contributed to her rise in the legal profession and eventually her international recognition. According to her, the efforts of a number of mentors have contributed to her success. However, she mentioned the notable contribution of a particular mentor, the late Bentsi-Enchill, at her first law firm, who would regularly meet with her on Sundays to take updates on her career progress. Yorm’s named mentor, being a man, speaks to the fact that women seeking mentorship should not limit themselves to female seniors only, as men can also be great mentors for women in law. IAWL’s male allies’ agenda is, therefore, a step in the right direction. Sharing her views on the best mentorship approach, whether it should be organic or structured, Yorm emphasized that regardless of the form it takes, “the mentee plays a vital role” in driving the mentorship relationship. Mentees shouldn’t wait to be mentored but seek mentors and build relationships over time. Florida, who has set up a law firm and a foundation, also said providing “a space for mentorship” is one of the primary strategies she employs in empowering other women. At her firm and foundation, junior lawyers and interns are assigned to seniors to guide them, advice on trends and career options are given, weekly two-hour mentoring sessions are held on Fridays, and networking skills are also taught. She recommends that for women in law to steadily rise, mentorship programs should be organized in all parts of Africa’s legal sector. If you are looking to be a mentor or be mentored as a woman in law, you can sign up for any of IAWL’s global legal networks here to kick-start your journey. The future of women in the legal profession With more women enrolling in law programs across the continent, Faith was of the view that the future of women in the legal profession is bright and promising. With the activism of the Law Society of Kenya in addressing sexual harassment and other gender bias issues, women in the legal profession are becoming more confident and bolder. She referenced the example of a young lawyer in Kenya who single-handedly conducted a survey and published the findings to highlight the issues facing women in the various law firms, which resulted in a friendly work environment for all. Overall, more women are rising in the various legal and judicial sectors and breaking barriers. The future of women in the legal profession also means embracing emerging social media platforms, Yorm pointed out. She advised young female lawyers to capitalize on LinkedIn to grow their professional presence, build their networks and access opportunities. General words of advice for young female lawyers In advising rising female lawyers, Florida had five tips: first, “get a mentor” because good mentors help to push you higher. Not forgetting that once you’re mentored, you should also mentor others. Second, have passion for whatever you do because it is crucial to rising as a woman. Third, put yourself out there, and try out opportunities, including those you find challenging and do not stay in your comfort zone. Fourth, “be purposeful in building your brand” because law firms are businesses that must be grown, and also take professional courses necessary for building that brand. Finally, always reach out if you need help, do not drown or be ashamed because your mental well-being is important. Faith, who has over 20 years of legal practice experience, rehashed Florida’s tip on not being satisfied with one’s comfort zone because she has always been “looking for a new challenge”. She has pivoted into diverse sectors over the score and counting years she has been practicing. Planning has also been key to her career success. Since multi-tasking comes naturally to women, planning is the way to go. Finally, she said, “don’t be apologetic for being ambitious”. Yorm called on all female lawyers to be ambitious because “success has no gender” and you are capable. Final Words The symposium ended with these final words from our panelists. Yorm encouraged young lawyers to be ambitious and to “be excellent at what you do and keep learning”. Faith added that young female lawyers should be humble because “you can only learn when you’re more humble and are able to listen”. She added, read “widely and wildly”. Keep your values and morals because at the end of the day you need to answer to yourself. Finally, she said to do pro-bono work for the experience it brings. Florida admonished young lawyers to believe in themselves, without which they can’t progress because “you will be your worst enemy thinking that you will not get there”. Look around and lift up other women; send opportunities and support each other. Our moderator, Linda, summed up the conversation with the following key takeaways: (a) be deliberate about what you do and what you want, (b) find a mentor or sponsor to help you along your journey, (c) reach out to those you admire and who are succeeding, (d) give back to other women and lift other women as you go on your journey, (e) put yourself out there through platforms such as LinkedIn, (f) be ambitious and don’t be apologetic, and (g) believe in yourself even when others don’t. The IAWL looks forward to having you join us for our next event . You may also want to subscribe to our mailing list to receive the latest updates on our future programming and releases. For media inquiries: communications@africanwomeninlaw.com

The IAWL Gender Scorecard: Using Data to Drive Systems Change
Data-driven research is crucial to supporting advocacy and policy interventions to accelerate systems change and promote transformational leadership for women in law. The IAWL Gender Scorecard is a vital tool in broadening our understanding of women in law and leadership. - J. Jarpa Dawuni, Ph.D. In 2017, at an international conference in The Hague on women’s representation in international law, I presented preliminary data and research showing that Africa was leading other world regions on women’s representation on the bench of the International Criminal Court (ICC) . I also presented the progress achieved in women’s representation on the bench of the African Court on Human and Peoples’ Rights. A conference participant challenged the accuracy of the data I presented. I figured two factors were driving her skepticism - first , it was either she could not believe that Africa was leading in the representation of women on international benches, or second , she did not take the time to do a simple headcount of the women judges on these courts to confirm or disprove my data. My response to her was simple - I asked her to present data that confirmed her opinion that I was wrong. She could not. I was able to confidently throw her this intellectual challenge because I had researched and counted the data points several times. Most importantly, the data on the websites of these two courts were accurate and current . As a leading scholar on women in law in Africa , I have firsthand knowledge of the challenges of accessing accurate and current data on women in law. The challenge of accessing reliable data affects the development of accurate policy interventions. Effective advocacy and policy interventions for increasing women’s representation in legal and judicial sectors require accurate data points. The United Nations Sustainable Development Goals (SDG) # 5 on gender equality, and #16 on peace, justice and strong institutions cannot be fully measured if we do not have accurate data to capture women’s representation and or underrepresentation in justice institutions. You may have heard the phrase “you cannot fix a problem if you cannot measure it.” At the Institute for African Women in Law (IAWL), we are revolutionizing the way we measure and analyze women’s representation in law and leadership through our innovative approaches to data accessibility on women in law across Africa. Our forthcoming data portal on women in law across Africa will house the first and most comprehensive data on women in law across the continent. In line with our vision of driving systems change through research and data, we have launched this year’s Gender Scorecard on law firms across Africa. The Scorecard profiled 82 law firms in 19 countries focusing on women in top leadership and managerial positions. The data show pockets of progress between and within countries, while other countries have work to do. With these data points, we invite policymakers, law firm leaders, judiciaries, and advocacy groups to engage with the work at IAWL as we work towards accelerating systems change for women’s leadership in law. For media inquiries: communications@africanwomeninlaw.com

WOMEN IN LEADERSHIP: Shifting your mind to the extraordinary
This speech was originally delivered during the launch of the reports on Women in Law and Leadership in the Kenyan Bar, Bench and Legal Academy on January 31st, 2023. Ms. Faith Odhiambo delivering this speech during the Report Launch "Becoming a leader involves much more than being put in a leadership role, acquiring new skills, and adapting one’s style to the requirements of that role. It involves a fundamental identity shift. " Women Rising: The Unseen Barriers by Herminia Ibarra, Robin J. Ely, and Deborah M. Kolb (Harvard Business Review) When seeking to leverage our power to achieve important goals, we usually work on our communication, strategic thinking, and other relevant skill sets. These skills are vitally important but not sufficient to unlock the full potential of women in leadership. High performance is enabled by two other attributes: your mindset and your reputation. There are several fragile barriers to women rising in law and leadership in our legal profession in Kenya. While some may be deemed as excuses, the reality remains that they are since termed as ‘unconscious biases’ or ‘excuses’. While the report being launched today will highlight some of the challenges faced by women in law in this country, we who are privileged to be in this room should take into stock and shift our mindset on what to do next. While we have made tremendous strides in bridging the gap of women rising in the ranks in academia, the legal profession and politics, the work ahead is still tremendous. Daunting indeed, but not impossible. Our mothers, sisters, and mentors broke the barriers, but we must expand and stretch the spaces that limit our potential. COVID-19 was a wake-up call to live in extraordinary times. The world as we know it is changing; More women are being elected as Presidents and Prime Ministers globally, seeing more stretching barriers attending parliament with their babies. In our background, we have a triple win with the Chief Justice, Deputy Chief Justice and Chief Registrar of the Judiciary being women. We had more women governors, more women elected to parliament, and women rising in academia. In every sphere in which we find ourselves, we must create our unique identity space and see ourselves as the disruptive cell in this legal mainframe. "I alone cannot change the world, but I can cast a stone across the water to create many ripples. - Mother Teresa I end by saying: I celebrate the leaders I see here today, and may you seek to be extraordinary so that you will create ripples in the legal fraternity . CLICK HERE FOR THE EVENT PHOTOS For media inquiries, contact: communications@africanwomeninlaw.com For all other inquiries, contact: info@africanwomeninlaw.com Are you a female African Lawyer/ Judge/ Law Lecturer between the ages of 20 - 65? Take this survey and contribute to the promotion of gender equality in the legal profession by providing evidence for advocacy. Please fill out this form anonymously, if you haven't done so yet: Click here to fill the form in English: https://bit.ly/IAWL-GELCSurvey Click here to fill the form in French: https://bit.ly/IAWL-GELCFrancais

Launch of IAWL Reports on Women in Law and Leadership in Kenya
On January 31st, 2023, distinguished personalities in law and other stakeholders gathered at the Nairobi Serena Hotel to launch the Institute for African Women in Law’s (IAWL) reports on Women in Law and Leadership in the Kenyan bar, judiciary and legal academy. The reports provide an in-depth review of the challenges and opportunities women in law and leadership face in the field and seek to raise awareness of the need for greater gender equality in the legal profession. The report is part of the Women Excellence in Law and Leadership (WELL) Initiative, commissioned by IAWL, to examine women’s access to leadership positions in the legal professions in four priority countries, namely Nigeria, Kenya, Senegal, and South Africa. It seeks to identify barriers and challenges faced by women and provide recommendations to promote their representation in leadership roles to achieve UN Sustainable Development Goal #5 on gender equality. Factors such as the impact of culture and religion, sexual harassment and lack of support networks were identified as some of the main obstacles that Kenyan women in law face. "I have never felt the imposter syndrome. Why should I feel like I am an imposter? I am a Kenyan, a child of God; I am here as of right. We need to claim the space we are occupying and fit squarely in and say that we are here as of right." C.J. Martha Koome, Chief Justice of Kenya The report further provides guidance and recommendations for interventions to be taken by policymakers, gatekeepers of the profession, civil society organizations, bar associations, judicial authorities, funding agencies, and other stakeholders interested in advancing women's leadership in law. Among these are the elimination of institutional and structural discrimination and harassment and transparency and equity in hiring and promotion. "When we began, no one even thought a woman could do anything, let alone be a lawyer. We went to school and were told there were only two jobs for us--you either become a nurse or a secretary. Look at how far we have come today." Justice (Rtd.) Effie Owuor. “Our mothers, sisters and mentors broke the barriers but we must expand and stretch the spaces that limit our potential” - Ms. Faith Odhiambo - Vice President, Law Society of Kenya. CJ Martha Koome was present as the special guest of honor and keynote speaker at the function. In a fireside chat session moderated by the Executive Director of IAWL, Prof. Jarpa Dawuni, CJ Koome encouraged all women in the legal profession to conquer the imposter syndrome by claiming the spaces in which they find themselves and understand that they are there as of right. She also encouraged females to love, support and elevate each other within the profession. Other dignitaries in attendance included Lady Justice Effie Owuor - Kenya’s first female judge, and Lady Justice Joyce Aluoch, former ICC judge. “Never get tired of empowering yourself and building your capacity as a woman; that is one sure way of advancing in your career” - Justice (Rtd.) Joyce Aluoch. Despite the many challenges female legal professionals face, they are forging ahead and making strides in their careers. However, there is still a long way to go in achieving substantive equality, not only formal equality. IAWL is committed to launching a series of leadership development programs to support women seeking career leadership roles. We look forward to what the future holds for women in the legal profession, said Prof. Dawuni. The full reports will be available on the IAWL website after all the country launches. CLICK HERE FOR THE EVENT PHOTOS For media inquiries, contact: communications@africanwomeninlaw.com For all other inquiries, contact: info@africanwomeninlaw.com Are you a female African Lawyer/ Judge/ Law Lecturer between the ages of 20 - 65? Take this survey and contribute to the promotion of gender equality in the legal profession by providing evidence for advocacy. Please fill out this form anonymously, if you haven't done so yet: Click here to fill the form in English: https://bit.ly/IAWL-GELCSurvey Click here to fill the form in French: https://bit.ly/IAWL-GELCFrancais

IAWL launches Women in Law and Leadership Reports on the Legal Profession in South Africa
The Institute for African Women in Law (IAWL) launched three reports on Women in Law and Leadership at the Constitutional Court of South Africa on the 24th of January, 2023. The Deputy Chief Justice (DCJ) of South Africa, Honourable Justice Mandisa Maya, was the guest of honour and keynote speaker. Also in attendance were Botswana High Commissioner Designate, Honourable Justice Sanji Monageng and Judge President Thoba Poyo-Dlwati, distinguished guests from the legal fraternity, diplomatic missions, and philanthropic organizations. The reports focused on the three legal professions in South Africa: the bar, the bench, and the legal academy. These South African reports were part of the research conducted in four African countries: Nigeria, South Africa, Kenya, and Senegal, and they summarized the empirical findings on women in law and leadership. The reports were informed by questions that explored the points of attrition in the pipeline, barriers to retention, facilitators of promotion, and progress and trends regarding women's representation in leadership positions in the legal profession. In her remarks during the launch, DCJ Maya stated that despite existing policies by the state to curb these barriers, the discrimination of women within the legal profession continues to thrive. “The fight for gender equality has spanned centuries since the beginning of humankind. If we continue to improve what has been achieved so far and strengthen the culture of support and upliftment, first amongst ourselves as women and in the broader society, we will win the battle-obviously not in 2030 as we bound ourselves when the 2030 Sustainable Development Goals (SDGs) were established, but hopefully in this lifetime,” said DCJ Maya. Also commenting on the necessity of the reports was the President of the Law Society of South Africa, Mabaeng Lenyai, who said more needs to be done to level the playing field for female legal practitioners in South Africa: “Although the percentage of female legal practitioners has increased compared to the pre-1994 numbers. Female legal practitioners still do not have the same access to opportunities as their male counterparts.” Mabaeng emphasized the need for joint advocacy and investments to support women’s leadership in law in South Africa. She also urged other female legal practitioners to support one another to create an environment where they can thrive. The Executive Director and Co-founder of Molefe-Dlepu Inc, Mrs. Kathleen Dlepu, gave the overview of the reports. She said the findings from the reports show that various approaches to the challenges faced by women in the legal sector are required. She added: “Overcoming these challenges will; require a collaborative and cohesive effort not just from the women in law but from the state, legal organizations, activists, and allies.” The reports provide comprehensive recommendations that are expected to address barriers to women’s entry and rise to leadership. Some of these recommendations include the following: creating policies to dismantle the multiple axes of gender-based discriminatory practices in the professions; conducting gender audits to address gender gaps in hiring, promotion, and pay and revising male-centered work policies and practices to accommodate the intersectional needs of women, amongst others. Rehana Khan Parker, the director at RKP Attorneys Inc and WOZA, gave the closing remarks and commended IAWL for the reports. She also acknowledged the guests' and said their presence showcased their support for gender diversity, inclusion, and equity. The full reports will soon be available on the IAWL website. For the event recap, click here . For media inquiries, contact: communications@africanwomeninlaw.com For all other inquiries, contact: info@africanwomeninlaw.com

IAWL Kicks off the Launch of Four-Country Reports on Women in Law and Leadership
The Institute for African Women in Law (IAWL), in collaboration with the Nigerian Bar Association Women Forum (NBAWF), launched a three-part report on Women in Law and Leadership in Nigeria. The event was held at Radisson Blu Anchorage Hotel, V.I., Lagos, Nigeria, on 18th January 2023 and was well-attended by members of the legal, judicial and academic communities, women Senior Advocates of Nigeria, male allies, key policymakers in the legal profession and other prominent stakeholders. Over the past year, IAWL conducted extensive research to gain insights into the representation of women in the Nigerian legal system - bar, bench, and the legal academy. The reports, under IAWL’s Strategic Initiative on Women in Law and Leadership in Africa, provide an up-to-date, comprehensive analysis of the current state of women in law. Respondents from the Nigerian bar, bench and legal academy were interviewed to understand the current situation better. Nigeria is one of the four countries where this study was conducted; the others are South Africa, Senegal, and Kenya. The project explored existing obstacles that have hindered women's progress in the legal professions in these countries despite the growing numbers of females in the legal field. Some highlighted obstacles include persisting sexual harassment, a lack of institutionalized mentoring for female legal professionals, discriminatory hiring practices and childcare and family demands. The reports also offered recommendations such as providing formal mentoring programs and effective support systems, addressing gender-based discrimination in the professions, and closing the gender pay gap. These recommendations are expected to guide interventions and investments in the future to promote female leadership in law in Nigeria. The President of the Nigerian Bar Association Women’s Forum (NBAWF), Mrs. Chinyere Okorocha, in her opening remarks, recognized the importance of collaboration between the two organizations. Prof. Yinka Omorogbe, SAN gave an overview of the reports. Addressing the gathering, the Executive Director for IAWL, J. Jarpa Dawuni, Ph.D., explained that these reports are part of IAWL’s strategic approach to closing the knowledge gap and the lack of literature and data on women in law in Africa. The event also featured a fireside chat session where the Special Guest of Honor, Justice Amina Augie, CON, delved deeper into her life as a woman in law and leadership. She charged women in the legal field to embrace obstacles and see challenges that come their way as a learning and molding experience. The reports were then unveiled by the dignitaries present, including Mrs. Hairat Balogun, OON, and Mr. Gbenga Oyebode of Aluko and Oyebode. Following this, the President of the Nigerian Bar Association (NBA), represented by Mr. Adesina Adegbite, extended a message of goodwill and expressed the NBA’s support for the work of the Institute for African Women in Law. IAWL board member Dr. Onyoja Momoh gave an insightful address on gender justice during her acknowledgments. She emphasized that rights are meaningless unless they can be consistently enforced. The event concluded with remarks from Prof. Oluyemisi Bamgbose, SAN (Deputy Vice-Chancellor of Research, Innovation and Strategic Partnerships, University of Ibadan ), who urged senior members of the legal society to mentor the younger generation. She emphasized that the process of mentoring is beneficial to both mentor and mentee, as it equips the latter with the necessary skills to progress in their career. This report will be a helpful resource for anyone looking to better understand the state of women in the legal profession in Nigeria. It will also provide a useful starting point for further research, discussion and interventions about the future of women in law and leadership. The reports from all four countries will be available on our website after all four reports have been launched. We invite you to read the reports and share your thoughts and feedback. Click here t o view highlights from the event. For media inquiries: communications@africanwomeninlaw.com For all other inquiries: info@africanwomeninlaw.com

PRESS RELEASE: IAWL to Launch Four Country Reports on Women in Law and Leadership
16th January 2023 The Institute for African Women in Law (IAWL) announces the launch of four country reports on Women in Law and Leadership in the legal profession to inform policy actions. The reports summarize the empirical findings on women in law and leadership in four African countries: Nigeria, South Africa, Kenya, and Senegal. Apart from Senegal, which has a consolidated report, three reports were generated from each country across three sectors of the legal profession: the bar (lawyers), the bench (judges), and the legal academy (professors). The Women in Law and Leadership initiative by the Institute for African Women in Law (IAWL) is crucial because of the legal system’s unique role in addressing gender-based discrimination. Women’s unique perspectives, participation, and leadership in the justice system can be valuable in achieving goal number five (#5) of the United Nations Sustainable Development Goals (SDGs) on gender equality by ensuring the specific interests and priorities of women are represented in decision-making processes. The research explored the points of attrition in the pipeline, barriers to retention, facilitators of promotion, and progress and trends regarding women’s representation in the legal profession through an intersectional feminist lens. Data for the reports were collected through a mixed-methods approach, using both qualitative and quantitative methods, including semi-structured interviews and a survey questionnaire. Across the three sectors in the four nations, barriers to women’s entry and rise to leadership and points of attrition for retention were categorized at three levels: institutional, structural, and individual. Institutional barriers are those norms, practices, and rules at legal institutions that hinder women’s leadership, including biased hiring and promotion policies, unequal pay, sexual harassment, lack of mentors, and gender biases and stereotypes. Structural barriers are sociocultural norms, practices, and stereotypes, such as systemic patriarchy, gendered norms, societal perceptions of women’s leadership, systemic infrastructural challenges, pervasive sexism, bullying and harassment. Individual barriers include age, gender, marital status, religion, ethnicity, and caregiving. The reports also highlight COVID-19’s impact on women’s leadership pursuits, a mix of positive and negative implications largely based on individual personalities and circumstances. The launch of the reports is happening in the four nations as follows: Nigeria, in collaboration with the Nigerian Bar Association Women Forum (NBAWF)- Wednesday, 18th January 2023, with Honourable Justice Amina Adamu Augie, CON, Justice of the Federal Supreme Court of Nigeria, as the Special Guest of Honour. South Africa, in collaboration with the South African Chapter of International Women Judges Association, Juta and Company- Tuesday, 24th January 2023, with Honourable Justice Mandisa Maya, Deputy Chief Justice of South Africa, as the Special Guest of Honour. Kenya, in collaboration with the Office of the Chief Justice- Tuesday, 31st January 2023, with Chief Justice Martha Koome, Chief Justice of Kenya, as the Special Guest of Honour. Senegal- Thursday, 2nd March 2023 Key actors in the legal profession, including judges of superior courts of record, leading academics and top law firms, as well as diplomatic missions and philanthropic organizations, will be present at the launch in the four countries . Copies of the report will be available on IAWL’s website for download after the launch.

Opportunities You Should Not Miss!
The Institute for African Women in Law (IAWL) announces two opportunities from organizations we closely work with. These opportunities provide a gateway to realizing gender equality in the workplace: 1. The Commonwealth Secretariat is currently recruiting an Adviser and Head of the Gender Section at their Secretariat. The Adviser and Head of Gender will provide leadership, strategic direction and management to the section, overseeing annual planning, personnel and financial management. S/he will lead high-level advisory missions on gender-related assignments and represent the Secretariat on gender issues in Commonwealth countries. S/he is responsible for the preparation, delivery and dissemination of results on gender aspects of the Strategic Plan. The post-holder is expected to have a combination of specialist expertise in technical analysis and policy influence on gender, strong leadership and managerial skills, diplomacy, and the ability to network with and influence senior people. The Commonwealth Secretariat is a voluntary association of 56 member governments and provides guidance on policy-making, technical assistance and advisory services to Commonwealth member countries. To learn more about the role and requirements, please click here. 2. The International Association of Women Judges (IAWJ) is running a five-year program that endeavours to transform judicial institutions and create enabling environments in which women enter, thrive, and advance as leaders in the judiciary. Through the initiative, the IAWJ will establish a ‘Rising Leaders Cohort’ that will include up to five (5) outstanding, early-career judges, justices, and/or magistrates nominated by IAWJ partners working in the Global South. As cohort members, these individuals will enjoy engagement with their peers and judicial leaders globally and have expanded opportunities to support Women in Leadership in Law initiative activities within their respective countries and as part of the global network of IAWJ members. To be eligible for the Rising Leaders Cohort, individuals must either be part of the judiciary in a country in the Global South or live in exile from such a country to which they hope to return. For this cohort, the following regions are being considered - Latin America (including Spanish and non-Spanish speaking countries); the Caribbean; Eastern Europe; the Middle East; Sub-Saharan Africa; Central Asia; South and Southeast Asia; and Oceania. IAWL encourages our network members to nominate outstanding judges, justices, and magistrates no later than Friday, 6 January 2023. The nomination packets should include all of the following, to be considered: a. A brief (250 words or less) biography of the nominee, including the nominee’s name, current position title, number of years in the judicial sector or legal field, and contact information (email address and WhatsApp number) b. Letter of Interest from nominee addressing why they should be selected as a member of the Rising Leader Cohort, what they think they would gain from attending the 2023 Biennial Conference, and willingness to commit to ongoing engagement after the conference. c. Letter of Recommendation attesting to nominee’s leadership potential (this letter can be sent separately and via email, however that packet is not complete until received). All nominees will receive consideration without discrimination based on race, color, religion, sex, sexual orientation, gender identity, or nation of birth. Nomination packets must be emailed to and received by executivedirector@iawj.org IAWJ is an organization that advances human rights and equal justice by empowering women on the bench to overcome gender bias in the law.

OPPORTUNITY: IAWL IS HIRING!
The Institute for African Women in Law (IAWL) is a Washington, D.C. based Pan-African non-profit, non-governmental organization. IAWL is committed to supporting the formidable works of women in law across Africa and the African diaspora. Our goal is to be a focal point for addressing issues across the legal and judicial professions. Are you self-motivated with an acumen for innovative ideas? Are you looking to join a team that promotes justice and equity for women? Are you looking to develop your talent, skills, and networks? The Institute for African Women in Law (IAWL) is looking for you: A Digital Marketing Associate . The Digital Marketing Associate (DMA) is responsible for producing the organizational digital assets, video content, web management and design, and building the online presence and community of the organization. The DMA works with all the different teams but reports directly to the Director of Operations. The DMA will initiate innovative strategies and curate attractive and engaging digital content for various platforms including but not limited to the website and social media. Through creating digital content and website management, the DMA will contribute to the vision and mission of the organization. Read the full job description and access the application form here: HOW TO APPLY: IAWL is an Equal Employment Opportunity Employer Read the position description fully. Click HERE and complete the application form. Send a cover letter, resume, one writing sample (not more than 1000 words), and a list of three references on or before the designated deadline by email to communications@africanwomeninlaw.com Reference “Digital Marketing Associate” in the subject line. Deadline: Wednesday, 28th December 2022 at 5 pm ET.

IAWL Executive Director discusses Gender Equality &Women in Leadership & Law at the 77th UNGA
J. Jarpa Dawuni (Ph.D.), the founder and Executive Director of the Institute for African women in law (IAWL), was part of a high-level panel to discuss gender equality and women in law and leadership at the 77th Session of the United Nations General Assembly held on Thursday, 22nd September 2022. The gathering of advocates for gender equality and women in law and leadership was organized by Co-Impact and the Clooney Foundation for Justice , alongside Melinda French Gates and the Bill & Melinda Gates Foundation . The gathering was necessary to re-ignite the advocacy for inclusive societies that leave no woman or child behind and benefit everyone. Presenting at the gathering, J. Jarpa Dawuni (Ph.D.) pointed out that girls will be encouraged to advance their education and careers once they see or hear about women in leadership positions. She mentioned that women leaders are role models for girls and other young women, and they personify what gender equality looks like. Drawing on the work done by IAWL, Dawuni is convinced that supporting women to rise to leadership positions is as important as oxygen masks are in an airplane. As such, there is a need for increased investments to support the work of women-led organizations. ''Philanthropic investment in women’s organizations is the oxygen mask needed to drive gender equality and promote at-scale systems change. When women have their oxygen masks (resources) on, they can in turn support other vulnerable women and girls in society”, Dawuni revealed. Through Co-Impact’s support, IAWL strategic focus and priority areas will include training, research and advocacy on women’s Excellence in Law and Leadership (WELL) in the coming months. an initiative that will focus on the capacity strengthening of women in law in three priority countries. The WELL Initiative is aimed at enhancing the capacity of women in law so that they can thrive in positions of leadership across academia, the bar, the bench and government agencies. To read the full report from Co-Impact, click HERE . For media inquiries on how to support and be a part of the work at IAWL, email us at communications@africanwomeninlaw.com

IAWL Participates in a 2-DAY Conference on LegalTech in Zambia
The Institute for African Women in Law (IAWL) participated in a two-day conference on legal tech in Zambia on the 10th and 11th of November 2022. The conference brought together GIZ’s Enabling Access to Justice, Civil Society Participation and Transparency (EnACT) project and its partners. The attendees discussed how legal aid service providers in Zambia, such as paralegals, can benefit from using technology in their work. They further presented legal tech solutions from around the world and called upon legal and tech-minded organizations to share ideas on legal tech for legal aid. The Director of Operations for IAWL, Atchere Asuah-Kwasi, participated in the conference on behalf of the organization and presented on both days. During the lightning talks aimed at legal tech solutions around the world, she disclosed some significant challenges faced by women in the legal profession, which included gender inequality, lack of women in leadership, the non-highlighting of the formidable works of women in law, and lack of data and information on African women in law. Ms. Asuah-Kwasi intimated that IAWL aims to assist in mitigating these challenges and cause systemic change through its four focal areas: research, training, advocacy and mentorship. Ms. Asuah-Kwasi informed participants that despite IAWL’s efforts to mitigate these challenges, it also has its limitations. For example, IAWL’s regional reach is limited; therefore, IAWL needs to partner and collaborate with organizations with similar goals to promote the works of African women in law. In addition, IAWL faces the following barriers: cultural dynamics, lack of financial and human resources, and difficulty in finding adequate data on African women in law. In her concluding remarks, Ms. Asuah-Kwasi reiterated that the future is female and it's technology. The world is going virtual, and the legal profession is no exception. She affirmed the need for an all-hands-on-deck approach to make access to justice efficient and effective. The Future is FEMTECH!

Ghana’s Yorm Ama Abledu wins 2022 IBA Outstanding Young Lawyer Award
Yorm Ama Abledu has been named as the 2022 International Bar Association’s (IBA) Outstanding Young Lawyer Award recipient at the recently concluded IBA Annual Conference held at the Miami Beach Convention Center from 30th October to 4th November, 2022. Ms. Abledu is the second African, the first African woman, and the first Ghanaian woman lawyer to receive the prestigious award. Ms. Abledu is a legal academic at the University of Professional Studies (UPSA Law School), a Senior International Attorney at Centurion Law Group, and a Harvard-certified negotiator with significant expertise that cuts across diverse sectors such as project finance, infrastructure development, tax, real estate, and other noted key practice areas. She is a corporate lawyer with expertise in corporate law, energy, mergers and acquisitions, capital markets, corporate governance, and company secretarial services. Ms. Abledu has certifications in human rights, and Oil and Gas Law from Fordham University. Her passion for human rights Law led her to win a total of 57 human rights cases on behalf of several indigents over a 12-month period in her position as Assistant Public Defender under the Legal Aid Commission, where she continues to offer pro-bono service. She is a seasoned advocate with in-depth knowledge of navigating regulatory affairs in Ghana and she has exemplified a commitment to advancing many charitable and civic causes, most notably in her support for legal services to the poor. As someone who is passionate about diversity and inclusion of women in the energy industry, to her, winning the prestigious IBA Outstanding Young Lawyer award drives home the assertion that the result of hard work does not distinguish between a man and a woman. “I realize that whether male or female, you can make it and you can rise above all odds. The days where gender was a limiting factor to success are over. We are in a new order where success has no gender color, where greatness is neither male nor female – it only belongs to the one who works hard and is well prepared,” she said. Ms. Abledu believes that her obsessive knack for excellence, her desire to rise and stand above in all she does – even the seemingly unimportant tasks – and her commitment to maintaining the highest professional and ethical standards are contributing factors to winning that prestigious award. Further, she believes that her desire to give back to her community – sometimes at her own cost – is also a factor to her win. She admits that challenges are bound to be faced by anyone who wants to climb the ladder of success in the legal profession. Much more for the African woman, these challenges are multifaceted and require a strong mind to break through and excel. She encourages African women to be strong-minded and cultivate the desire to win and excel, knowing that all things are achievable by anyone who works hard at it. “The challenge for me was to reshape my mind and to start thinking that all things are possible, especially for me as a woman. The day I overcame that challenge, I knew nothing could stop me. I knew I was able to do all things by the Grace of God. Next, I had to learn how to balance the pressures of work with my personal life and personal goals. That did not come easy. I cannot emphasize enough to the African woman by saying that success has no gender. Work hard and your dream will become a reality,” Ms. Abledu encouraged. The International Bar Association’s (IBA) annual conference is the leading conference for legal professionals to converge, learn, network, and solidify business proposals and ideas. It advances the development of international law and its imperative for growing businesses and society. The conference provides members with world-class professional development opportunities to enable them to deliver outstanding legal services wherever they find themselves.

New Publication- Intersectionality and Women’s Access to Justice in Africa
Press Release 21 October 2022 With much delight, we announce the publication of the edited book ‘Intersectionality and Women's Access to Justice in Africa’ by J. Jarpa Dawuni, Ph.D., Founder and Executive Director of the Institute for African Women in Law, and Associate Professor of Political Science at Howard University. The book propounds layered intersectionality as a paradigm for examining how gendered factors affect women’s access to justice – whether as judges or litigants. Through intersectional and decolonial frameworks, an analysis of the lived experiences of women and their access to justice is made by situating the courtroom as both a spatial and a temporal arena for seeking justice (as litigants) or seeking access to the bench (as judges). This is a pioneer study that brings women as judges and as litigants into conversation with one another and provides recommendations on creating equitable systems to address women’s individual and collective struggles. The book examines patterns of mutually reinforcing discriminatory practices that women share based on common gender identities and depending on which identities are at play, at a given point in time, It also provides recommendations for various justice sector providers. The book has received endorsements from renowned jurists and leaders in law. "A truly significant publication that engages with critical questions of how intersectional categories impede women’s access to justice in Africa. The book is timely, coming at a point when women in Africa are increasingly taking up leading positions in society and interacting extensively with the law, not only as litigants but also as members and leaders of the judiciary, an all-important institution. This work is a must-read for the judiciary, advocates for women’s access to justice, and the legal profession as a whole." – Yvonne Mokgoro, Former Justice of the Constitutional Court, Republic of South Africa "This book sums up the impediments women face in accessing justice by cleverly adopting an intersectional approach that combines historical and empirical analyses to weave a narrative that is both compelling and theoretically grounded. In yet another novel research output, J. Jarpa Dawuni has crafted a masterpiece that contributes to our knowledge about women and law across Africa. By traversing different countries, legal systems and traditions, Intersectionality and Women’s Access to Justice in Africa is an important resource for lawyers, judicial officers, political leaders, policy makers, and women’s rights advocates. A useful resource for advocacy on women’s rights and women’s representation in law." – Florence N. M. Mumba, International Judge, Supreme Court Chamber, ECCC "This book explores women’s access to the justice system as judges and as litigants. This is a pioneering work that looks at women as insiders and as outsiders in the justice system. It shows that irrespective of their positionality as insiders or outsiders, women face intersecting challenges in their efforts to navigate and access justice systems. This book departs from the common essentialist portrayal of women as a monolithic group. It recognizes the fact women in any category and within each category, face intersecting layers of simultaneous privilege and discrimination. This is a rich, thoughtful, and diverse compendium of chapters examining a multiplicity of core issues at the center of gender equality and access to justice. It is an instructive and rich comparative study of gender in the justice system. This is an important and immensely valuable book." – Muna Ndulo, William Nelson Cromwell Professor of International and Comparative Law at Cornell Law School Find more details about the book including purchase information here .

Join the IAWL Scholars & Researchers Database!
Introducing the African Women in Law Scholars & Researchers Database , our innovative digital directory of African women scholars and researchers in law across Africa and the African Diaspora. The database allows you to locate African women with expert knowledge across various areas of research in law. Click here to join our list of experts, and expand your opportunities for collaborative research and consultancies – it's free! Benefits of joining the IAWL Researchers & Scholars Database: Expand your opportunities for collaborative research and consultancies A platform to network with other researchers Sharing of research, fellowship, and grant opportunities Eligible for your research to be featured in our spotlight and newsletters Eligible for IAWL research and writing retreats, seminars, and workshops Opportunity to be a peer mentor or mentee

PERSPECTIVES: Not Your Conventional Conversations
PERSPECTIVES is a book written by Francisca Serwaa Boateng, a lawyer and founder/managing counsel of FSB Law Consult, in Accra, Ghana. She is also a blogger at: https://fsboateng.com/blog/ PERSPECTIVES came out in July 2022. It is a compilation of several articles written by the author on different subjects and issues. The book challenges readers to ask pertinent questions about the status quo while critically analyzing the different angles to the everyday issues that confront us. In the book, Boateng discusses vexed issues on women’s rights that have not received much attention. The issues discussed include “The dilemma women face after their marriages are nullified” and “The property rights of spouses in Ghana: Why the eighth Parliament should bite the bullet and pass a bill to regulate it” among others. The book also contains expositions on issues that are of general socio-economic interest to many. These include “The rise and fall of fintech start-up companies in Africa: Why Africa needs to protect her own”, “The law and politics of natural black hair: Marghuy on my mind” and many others. Additionally, through PERSPECTIVES , Boateng explains and simplifies complex laws, regulations, and decided cases of the Superior Courts. This has made the book a valuable reference point for lawyers and other professionals, Parliamentarians, students, and the general public. Pick up a copy of PERSPECTIVES and you’ll love it! Available at: Vidya Bookstore, Osu, Accra Baatsona Total Station, Spintex Road, Accra Online: https://fsboateng.com/books/ Call: 054.192.6205 Delivery is available throughout Ghana and by courier worldwide.

KNUST team of women law students wins Christof Heyns African Human Rights Moot Court Competition
The recently concluded 31st Christof Heyns African Human Rights Moot Court Competition, held between 25 and 30 July 2022, at the British University in Egypt (BUE) brought together Africa’s law faculties to argue hypothetical cases on human rights in Africa. The cases focused on internet intermediary liability, climate change, and human trafficking. The competition is held in English, French, Portuguese, and Arabic to comprehensively cover the different regions represented. The final winners of this year’s competition among 38 English-speaking universities were an all-female star team – Majida Issah Abah, Afia Owusuwaa Banahene, and Anita Enyonam Dei – from the Kwame Nkrumah University of Science and Technology (KNUST), located in Kumasi, Ghana. Dr. Ernest Owusu-Dapaa, Dean of the Faculty of Law at KNUST, expressed excitement for the students’ victory and noted that, “in 2009, when the KNUST Faculty of Law Team qualified to the final stage of the competition which resulted in our team being runners-up, we had all female members. After 13 years of being first runners-up, another team of brilliant, eloquent, and smart women has won the final stage of the competition. Consistently, our female students have proven that they are champions of legal education and critical thinking. I am really proud of our ladies.” One of this year’s KNUST Faculty of Law team members, Ms. Afia Owusuwaa Banahene shared: “I have nurtured this dream since I was in my first year. Today, I am living my dream and I can only give glory to whom glory is due, God. This win means a lot to me; it means that I can achieve all that I have set my mind to no matter how distant they may seem.” Ms. Majida Issah Abah shared: “This win means so much to me; it means that reading law is a step in the right direction for me – especially so when I am a Muslim and the stereotypes you face when you encounter very conservative Muslims who find out that you are a law student.” Beyond their win, the students are happy to have nurtured strong bonds with the other students they met at the competition. Ms. Anita Enyonam Dei shared: “Joining the moot team might just be one of the best things to ever happen to me and help me change that mindset. It reminds me that if I work hard enough, my biggest dreams might actually become a reality. Right now, this win means a lot to me and I just thank God for an opportunity to do this and meet so many people around the continent.” All three students have expressed an interest in pursuing further studies and ultimately working with international organizations in the future – we, at IAWL, are anticipating the bright future that lies ahead for them. Congratulations!

Women Judges in South Africa: Breaking Barriers & Biases
The South African Chapter of the International Association of Women Judges (SAC-IAWJ) just concluded its 16th annual conference and annual general meeting at the University of South Africa (UNISA) in Pretoria, South Africa, held from August 5-7, 2022, under the theme " Empowerment as a tool to fight gender-based violence: Breaking barriers and biases ." Presentations covered a plethora of topics but focused on the societal, structural, and institutional challenges that converge to perpetuate gender-based violence (GBV) against women, sexual minorities, and persons living with disabilities. Presentations were made on the role of different actors such as the government, and civil society, the role of research and data, and the role of justice institutions such as the police and the judiciary in addressing the scourge of GBV. The conference began with a gala night on Friday, August 5, 2022, attended by the President of the Republic of South Africa, H.E Mr. Matamela Cyril Ramaphosa, Chief Justice Raymond M.M. Zondo, Deputy Chief Justice-elect Mandisa Maya, Principal and Vice Chancellor of the University of South Africa, Professor Puleng LenkaBula among other dignitaries. The conference officially opened on Saturday, August 6, 2022 with a keynote address by the Chief Justice of the Republic of South Africa, Mr. Raymond M.M. Zondo. Mr. Zondo reminded participants of the important role women play in South Africa and why the law, justice institutions, and all citizens have a duty to ensure that women enjoy their equal and inalienable constitutional rights as citizens. Chief Justice Zondo underscored the importance of women judges: "There are many women among us today who are brave, and standing up against corruption, state capture, and ensuring the rule of law. We need to celebrate the courage that women have, the bravery they have in standing up against those who want to trample on the rule of law. The courts will be ready and the women who sit in these courts are fearless; they will protect the rule of law, they will protect the rights of women, they will protect the vulnerable groups. All of us, as a people, must play our role in bringing GBV to an end." The Deputy Chief Justice-elect of the Republic of South Africa, Justice Mandisa Maya, bestowed on Chief Justice Zondo the SAC-IAWJ Male Allies Award for his tireless support and commitment to the SAC-IAWJ and the rights of women. Justice Maya recounted the financial donation from Justice Zondo's personal account to support the registration of the SAC-IAWJ chapter and how he always attended their meetings. Justice Maya stressed the importance of finding solutions to the prevalent GBV cases, noting: " GBV cases continue to rise at an alarming rate despite the different solutions that have been offered in addressing it. If the problem is not something we are fixing, that means that we need to find new strategies. If we cannot eliminate it, we should at least do more to ameliorate the situation ." Supreme Court of Appeal Justice Mahube Molemela discussed the lingering barriers and biases within the judiciary and the challenges women judges have to navigate both on and off the bench. Justice Molemela also discussed challenges posed by institutional patriarchy. She called for women to support women, and for men allies to stand up and speak up against patriarchal norms and practices. Prof. J. Jarpa Dawuni, Executive Director of IAWL presented on the theme, "African Women Judges in Leadership: The past, present, and future." Tracing the past challenges, current contestations, and contributions of women judges, she ended with a call to action for more women judges in judicial leadership. Presenting statistics and data on women in judicial leadership, Prof. Dawuni pointed out: " Africa leads the world in the number of women chief justices and presidents of constitutional courts. But there is still work to be done. The appointment of the first woman Deputy Chief Justice in South Africa is a good start, but we want to see the first woman Chief Justice of South Africa, and more women judge presidents in South Africa. South African women have been fearless leaders in the past, they are leading now, and they will lead into the future ." The conference was a mix of joy and positive energy as women judges broke out in song:

WOZA Awards 2022: Celebrating African women in the legal profession
The WOZA - Women in Law South Africa Awards first came on scene in 2019. Founded by Rehana Khan Parker and Asha Ramdin Singhania who were later joined by Subashnee Moodley and Laura Morwesi Dlepu, WOZA created a platform to recognize and celebrate the achievements of South African women in the legal profession. Fast-forward three years: they have soared to new heights. By popular demand, the WOZA Africa Women in Law Awards returned on 31 July 2022, broadening their scope to honor women in law across the African continent. Speaking on the importance of the WOZA Women in Law Awards, the organizers shared: The WOZA Africa Women In Law Awards seek to acknowledge female lawyers for their excellence, outstanding achievements, and contributions made to the legal profession. Nominees can include practicing and non-practising attorneys, legal advisors, state attorneys, advocates, members of academia, and the judiciary. The nominees are adjudicated upon by an independent panel of judges, all of whom have a legal background. The ultimate aim of WOZA is to upskill, elevate and empower so that some headway is made with regard to gender parity in the legal profession. The 2022 edition of the awards attracted over 170 nominations from across the continent and a panel of 12 judges faced the challenge of narrowing it down to the top three awardees per category. IAWL congratulates the recipients of the 84 awards presented across 33 categories including corporate law, AI/ICT law, and intellectual property law among many others. IAWL Board member, Judge Margie Victor was one of the recipients of the Lifetime Achievement Award at the award ceremony. IAWL Founder and Executive Director, Professor Jarpa Dawuni, Ph.D. received two high honors – the Global Transformation Leadership award and the Best in Thought Leadership, Innovation and Academia award. Professor Dawuni’s recognition at the WOZA Awards affirms the importance of creating platforms to showcase the formidable works of African women in law dedicated to social change and development as IAWL strives to do in all its endeavors. The ceremony’s keynote speaker, South Africa Chief Justice Raymond Zondo celebrated WOZA’s efforts to amplify the achievements of women in law and expressed his willingness to get involved in pushing for gender parity in the legal profession. Find the full list of awardees here:

Introducing the IAWL Becoming a Partner Series
Becoming a partner in law practice is an aspirational target for many lawyers. The journey to partnership has proven to be laborious, sacrificial and one that requires a lot of grit and resilience. Traditionally, the legal profession has been deemed a male-dominated profession as it has a low representation of women lawyers – with even lower representation in positions of leadership. The IAWL Becoming a Partner Project creates a space to converse with African women partners at law firms to learn about their journey to partnership. Through this series, we can learn why women, in general, are still significantly underrepresented in the more senior positions at law firms, and what we can do to alleviate this issue. Watch the video series on our YouTube channel here : Be sure to subscribe to the IAWL YouTube channel for the latest updates to this video series and much more video content in the works!

A Toast to Justice Mandisa Maya! Another First For Women Judges in South Africa
Ten years ago in 2012, the first woman judge president in South Africa, Monica Leeuw, was appointed. Her appointment paved the way for women judges in leadership in South Africa as judge presidents. A decade later today, another historical first for women judges in South Africa has been announced. Justice Mandisa Muriel Lindelwa Maya has been appointed as the first woman Deputy Chief Justice of South Africa , effective September 1, 2022. Last year, Justice Maya made history as the first woman ever to be interviewed for the position of Chief Justice of South Africa. Although she was not appointed, President Ramaphosa nominated her for the Deputy Chief Justice position. Her appointment as Deputy Chief Justice is welcome news – not only to women judges in South Africa but to African women rising in leadership globally. In South Africa, Justice Maya’s appointment will reduce the erroneous perception of women judges’ leadership abilities and patriarchal attitudes towards them. Her appointment also brings women judges a step closer to the Office of the Chief Justice of South Africa – a reality we hope to celebrate sooner rather than later. Justice Maya adds to the growing representation of women rising to the upper echelons of society globally that an African woman or girl will see today and believe: "Yes, I can too!" The Institute for African Women in Law (IAWL) joins in celebrating this great feat. In celebrating the news, Prof. J. Jarpa Dawuni, Executive Director of IAWL noted: Justice Mandisa Maya’s appointment is another signal of women’s excellence in leadership. At IAWL, we are working to build the next generation of women leaders in law across Africa as a part of our Women’s Excellence in Law and Leadership Academy (WELLA). We celebrate this day with all the women judges in South Africa. Kudos to South Africa for believing in another woman to lead, and big congratulations to Justice Maya on her appointment. We wish her the very best in her new role and for paving the way for other women in law and leadership.

A call for holistic legal assistance for women pursuing justice in Africa
By: Osai Ojigho (Country Director, Nigeria – Amnesty International) The author presented the contents of this post at the Women’s Forum Panel discussion at the Pan African Lawyers' Union (PALU) 12th Annual Conference in Arusha, Tanzania, on 28 June 2022. The Institute for African Women in Law sponsored the panel. According to Kofi Annan, the seventh Secretary-General of the United Nations, “Gender equality is more than a goal in itself. It is a precondition for meeting the challenge of reducing poverty, promoting sustainable development and building good governance.” The topic of women’s human rights has gained much recognition in this decade. Several countries have adopted bills of rights in their national constitutions promoting gender equality, enacted laws protecting different aspects of women’s lives such as legislation to punish sexual and gender-based violence (SGBV), and created specialised mechanisms at the national, regional, and international level on women’s human rights. There is a greater awareness of women’s issues in the present day than ever before; however, there are still many barriers. If I were to choose one main barrier to protecting women's rights today, it would be the lack of holistic legal assistance to pursue justice. In 2014, I brought Dorothy Njemanze v Nigeria , a case of gender discrimination and gender-based violence before the ECOWAS Court of Justice with other partners to challenge state agents’ abuse of women in Abuja, Nigeria. This led to the first judgment on the Maputo Protocol by a regional court in 2017. The court held that the treatment experienced by the women was in violation of their rights to be protected against violence as provided in the Protocol to the African Charter on Human and Peoples’ Rights on the Rights of Women in Africa i.e. the Maputo Protocol. I have also authored about the challenges and lessons learnt from litigating gender-based violence and discrimination through my work with the survivors of such state-sponsored attacks and why strategic litigation can be a transformative tool for gender justice and women’s human rights. One major source of support for victims and survivors of SGBV is legal assistance. Legal assistance is often presented as a provision of legal services and advice through a lawyer, support for transportation to be in court, and financial payment of legal fees and costs. Based on my experience, legal assistance needs to anticipate and cover all aspects that a woman claimant needs to fully participate in legal proceedings where she is demanding protection of her rights and justice for the violations committed against her. Holistic legal assistance would address the issues of paid time off, paid childcare, time poverty, post-judgment costs, and emotional, psychosocial and mental support. Women tend to be the ones with the least time to set aside when pursuing justice. They are often the primary caregivers at home, managing domestic chores, and attending to other work outside of the home. In order to participate in the judicial system, many women have to take time off and travel away from their homes to offer evidence and appear as witnesses in court proceedings. This is an expensive endeavour – especially for women in the informal sector who have to work daily to make an income in low-paying jobs with very little flexibility or inadequate paid time off that affords them the ability to pursue justice. For example, for those working in farming communities, taking a day off to travel to be in court means having to pay someone else to work on their farm or harvest their produce. Inability to do so means they are running at a loss. The responsibility of childcare still falls on women in many cases; therefore, paid childcare is critical. In our proposals for strategic litigation in demanding justice for women’s rights, we have to factor in allowances for childcare. For example, if women have to appear in cases in regional mechanisms away from their countries, we must include provisions for a child to travel with their mother – especially if the child is being breastfed or weaned – or for a nanny to look after a child while their mothers attend to court proceedings. These practical arrangements are necessary to assist women in fully participating in their pursuit of justice. Moreover, how much thought is placed on life after the judgment? These women’s lives have been transformed in ways we cannot imagine and the euphoria of winning soon turns to “What do I do now? I have gotten a decision from the African Commission on human and peoples’ rights, so what?” While, as lawyers, we think of decision enforcement; for women claimants, what could be more imminent is how they can make up for the lost opportunities at work and the need to earn an income or set up a business to fend for themselves and their families. Pursuing justice can take a long time so we need to have funds and training sessions factored into our legal assistance to provide a buffer to pick up their lives and begin to be productive citizens again. In sexual harassment cases, one would find that a successful decision can become a double-edged sword. In the Akindele case, involving a Professor at Obafemi Awolowo University (OAU) in Nigeria who was found guilty of sex for grades, the young woman involved has reportedly complained of difficulties in getting a job as a result of her association with the sexual harassment case and her certificate is yet to be released . A concerted advocacy intervention by women’s groups, lawyers’ associations, and relevant bodies such as the Ministry of Education and the media is required to ensure that justice is served in this case. Failing to do so would lead to stigma and demonisation of survivors in similar cases in the future. Tackling issues of great importance to women’s rights begins with an understanding and appreciation of the needs of those whose rights have been violated. As lawyers and law service providers, it is essential that our services showcase both the technical and practical solutions to secure effective justice delivery. Anything less amounts to half-baked resolutions leading to stalemates or disillusionment for the survivors and their families and communities. Osai Ojigho is a human rights and gender equality advocate, lawyer, civil society leader, and the Country Director for Nigeria – Amnesty International. She is also a Life Member of the Pan African Lawyers' Union (PALU).

OPPORTUNITY: IAWL IS HIRING!
The Institute for African Women in Law (IAWL) is a Washington, D.C. based Pan-African non-profit, non-governmental organization. IAWL is committed to supporting the formidable works of women in law across Africa and the African diaspora. Our goal is to be a focal point for addressing issues across the legal and judicial professions. Are you self-motivated with an acumen for innovative ideas? Are you looking to join a team that promotes justice and equity for women? Are you looking to develop your talent, skills, and networks? The Institute for African Women in Law (IAWL) is seeking to fill the following positions: Public Relations Associate Outreach Coordinator Research Analyst Deadline for applications: 15 August 2022 1. The Public Relations Associate (PRA) is responsible for building and maintaining a positive image of the Institute and will work closely with the Media and Communications Specialist. The PRA is in charge of establishing and maintaining relationships with our partners, networks, teams, and public interest groups by writing press releases and other media communications, responding to requests for information, and representing IAWL positively to the public. The PRA will be responsible for conducting interviews and performing other front-facing tasks as may be assigned. The PRA reports directly to the Director of Operations (DO). The PRA will also be responsible for drafting communication for the Executive Director (ED). Read the full job description and access the application form here: 2. The Outreach Coordinator (OC) is responsible for identifying key partners, networks, grants, and outreach opportunities for the Institute and will work closely with the Director of Operations. The OC will build strategic partnerships with organizations, individuals, and associations with the goal of meeting the vision of the Institute. The OC will coordinate activities that promote stakeholder engagement and coordinate activities that promote the growth of the Institute. Read the full job description and access the application form here: 3. The Research Analyst (RA) is responsible for conducting research, analyzing data, and contributing to the knowledge production goals of the Institute. The duties of the RA will include conducting research, collecting and analyzing data, producing graphs and PowerPoint presentations for the Institute. The RA will work with the research team and report directly to the Research and Innovation Lead. The ideal candidate must possess strong analytical skills and the ability to develop interesting and innovative research ideas. The RA must be able to work independently, be a team player, and be ready to contribute to the research agenda of the Institute. Read the full job description and access the application form here: HOW TO APPLY: Read the position description fully. Click HERE to apply. Submit a cover letter, your resume, one writing sample (no more than 2000 words), and a list of three references to info@africanwomeninlaw.com . Reference intended job position in the subject line. DEADLINE: 15 August 2022

Women Lawyers and the Africa We Want: The Role of Legal Education
By: Maame Efua Addadzi-Koom (Research and Innovation Lead, IAWL) The author presented the contents of this post at the Women’s Forum Panel discussion at the Pan African Lawyers' Union (PALU) 12th Annual Conference in Arusha, Tanzania, on 28 June 2022. The Institute for African Women in Law sponsored the panel. Gender equality and the protection of women's rights are critical for inclusive development in Africa. Thus, having African women in all facets of society positions them to contribute to advancing the continent's national and regional development goals. The Africa we want cannot be a reality without equal input from women, particularly women in leadership. It is not enough for women to be in the room; they must have a seat at the decision-making table because leadership offers women the opportunity to manifest their roles as powerful agents of change. As a woman in law with almost six years of experience in the legal academy, I do not doubt the essential role of legal education and training in realizing the African development agenda, and empowering young girls to become women lawyers who will be involved in the process. Law students spend more time at school than at home with their families, so they are more likely to be shaped by what they are taught and experience in school than at home. Teachers of the law and legal institutions, therefore, have a duty to ensure that students are offered holistic training and turn out to be lawyers who are development-oriented and gender-sensitive. One of the crucial steps to take is to decolonize legal education. Legal education and the legal profession, generally, are conservative, slow to change, and in Africa, primarily reflect the legacy of colonialism. To decolonize legal education means to make it Afrocentric. We must move away from the notion that the best ideas, systems, theories, and examples are from the global north. We can draw lessons from best practices within Africa in the various law courses that are taught. Emerging trends on the continent and African perspectives on global trends need to be integrated into the relevant courses. At my institution, the Kwame Nkrumah University of Science and Technology (KNUST), the introduction of African Union Law as an elective course at the undergraduate level is a step in the right direction in the decolonizing process. Another is to train students to be gender-sensitive through the content of the courses they are taught and their general training. Legal education, training, and the legal profession are deeply steeped in patriarchy which sometimes makes it challenging for women to navigate easily. Gender issues should not be relegated to only specially-dedicated courses on women and gender because, when that structure is adopted, students who patronize such courses are often women. Mainstreaming gender requires roping in both men and women; hence, the current male allies movement taking hold globally. Therefore, law teachers should highlight the gender-related aspects of their courses. There are a lot of windows for that in every course if we look closely and capitalize on them as we deliver lectures. For example, in constitutional law, which I teach, lectures on constitutionally-guaranteed human rights are always an opportunity to discuss issues on gender with my students. In my experience as a law lecturer, I have also realized a pattern in my faculty where, of the two class representatives (a man and a woman), the men class representatives are often the active ones engaging with the lecturers to coordinate the necessary logistics. The women representatives are usually in assisting positions and only become active when the men representatives is unavailable. This pattern reinforces the socially-defined roles for men and women in law students who should be breaking the biases and are taught to do so. It appears then that law students' experiences and representation, even at the faculty, conflict with what they are taught in the classroom. To remedy the trend, I try, in my small way, to have a shared communication with both class representatives, and sometimes even more with the women class representatives, to boost the representation of women in leadership in law to the students at an early stage. The Africa we want starts from the classroom – where the minds of the young people of Africa and their aspirations for the future are shaped. The law classroom is particularly vital because law permeates every aspect of the Africa we want and is a powerful tool for realizing it. Training gender-sensitive lawyers will, therefore, ensure that African women lawyers can stand up for themselves and pursue leadership to contribute to transforming the continent into the Africa we want. It will also ensure that men lawyers are encouraged to support women lawyers and advocate for an Africa where there is gender equality. As a final note to women lawyers on becoming influential leaders who will make a substantial impact – especially young women lawyers since I am one – I will say two things. First, I will echo the words of Isabel Boaten, a Managing Partner at a top law firm in Ghana: do not be afraid to shine . There is so much you have to offer the world; go for it, and let nothing stop you. Second, pursue mentorship. Mentorship is a two-way street that requires your pursuit and availability as a young lawyer. The mentors you seek are very busy people who may be willing to help but are hard-pressed for time. Your mission should be to pursue them until you get their attention and they make time for you. So, if you see someone you admire and wish to have as a mentor, get in touch with them; not once, but as many times as it will take to get noticed. Please don't wait to be mentored; pursue it.

Isabel Boaten On Not Being Too Afraid To Shine
This speech was originally delivered at the WE LEAD Social held at Labadi Beach Hotel on 17 June 2022. The WE LEAD Social is a gathering of women experts in law to meet, greet, connect, and strategize on how we can work to support each other. Wondering what to say to a group of accomplished, well-put-together female lawyers huddled together in one room, I decided to go with what I know best: standing in my truth and sharing what’s on my heart. I am going to let you eavesdrop on some of the conversations I have had with myself over the last couple of months which, for me, are relevant to our meet-up today. I want to share my thoughts on what I have christened: Afraid To Shine . A couple of months ago, I was reacquainted with a reincarnation of my younger self. She waltzed through my office door prettier, more vivacious, more slender than I was when I was her age, and seemingly more confident than I was back then, and, yet still, me, masquerading in a different body. It was the eve of an important firm program and we were in the middle of a dry run. My super star turned to me and said in a whisper: “the very thought of tomorrow’s programme petrifies me.” What if I stutter, freeze, or go blank. I answered in almost silence: “I have graduated from petrified but I am still nervous, you know!” Eyebrows raised, disbelief splashed across her face, then an undulating wry smile, which screamed – don’t play the “we are all in this mantra” to make me feel better about myself. It would have been great if that was the reality because it would have spared me a leader vulnerable moment. We would sermonize about the distinct character of fear to empower or overpower you. For a number of years, outwardly, I have taken long strides mentally, I was tiptoeing. I avoided the spotlight I just wanted to be in my space with at best only a lamp-shaded glow. Being the classic introvert, to perform before the audiences I could not avoid, I modeled another Isabel mentally. She was extroverted, loquacious, and more interesting. I commandeered her to perform when I had an uncomfortable or challenging moment. But this left me worse for wear, tired and drained. Why am I telling you this? I am talking about this because the fire to network, and open yourself to opportunity/spotlight can easily be sparked but sustaining it is the challenge. For some of you, putting yourself forward, and being in the limelight is a walk in the park but I have found that for most of us it is not, or we do not want to, or we are tired of it. Either way, some rejuvenation is required. I will tell you what finally liberated me was a solemn realization. That we all have God-given gifts – intelligence, resilience, courage, grit – countless, designed for a purpose. These gifts are sharpened by other gifts of experience, challenge, success, and even pain and failure. If your experiences don’t eclipse you, then you must reflect its light. These God-given gifts are not yours to hide under a bushel, they are entrusted to you to share with the world! This new thinking has freed me, transformed my anxious moments into excitement, and given me a new energy to want to shine everywhere God places me. I am enjoying this new journey. Shining is not about attention, it’s not about applause, it’s not about reward. It’s about throwing a light on the gifts of God which enjoins us not to shrink ourselves, our abilities, and our gifts. But I know that is not simple. Expect to be engulfed with fear and hesitation. And yes, there is the risk of shining especially if you are making your debut. You will have your cheer and jeer leaders. There is also the risk of people wondering where you are coming from especially when you have been in the shadows for so long or when people know your not-so-glamorous beginnings, false starts, faux pas , and embarrassing moments. There is also the temptation to think that there are bigger stars and brighter lights that eclipse your light. But it is not about how well you shine against others. Your gift is different and how you shine will impact uniquely. I spent too many years avoiding the light. I could have lit the path for many more people if I had recognized this duty and turned my fear into excitement. I encourage everybody who will lend an ear and who is as accomplished as all of you here to shine. Nurturing and supporting each other is a great way to shine the light on each other to create a galaxy of unstoppable women. I am excited to be here and I look forward to learning from all of you.

Adelaide Benneh Prempeh on Gender Solidarity and the Legal Profession
This speech was originally delivered at the roundtable discussion, "Gender Solidarity and the Legal Profession: The Role of M.A.L.E Allies in Ghana" organized by the Institute for African Women in Law (IAWL) in collaboration with the Ghana Bar Association (GBA) and the GBA Women's Forum on 15 June 2022. My Lords, President of the Ghana Bar Association, The Ghana Bar Association Women’s Forum, Colleagues at the Bar, the Board members of the Institute for African Women in Law present, Ladies and Gentlemen; Good afternoon. I am delighted to have participated in today’s event, I am grateful to the Institute for African Women in Law for the opportunity to give brief closing remarks to this very important gathering of great minds. I would firstly like to thank our esteemed panel of speakers: My Lord Mr. Justice Dotse, Your Ladyship Mrs. Justice Torkornoo, Mrs. Sheila Minkah-Premo, Mr. David Ofosu-Dorte, and Ms. Maame Yaa Mensa-Bonsu, for their generosity in time and effort, and for a most impactful discussion on gender solidarity and male allyship. You have individually demonstrated – not only by your exemplary achievements, but by your commitment and contribution to important discussions such as today’s – that gender equality is not a women’s issue. Men have a crucial role to play in the success of women and having male allies is extremely important in this journey. Thank you, Jarpa Dawuni Esq. and IAWL for the incredible work you are doing of showcasing the talent of African women in law, and serving as change agents by facilitating quality conversations to achieve the ultimate goals of addressing issues that affect the progress of African women, and, by extension, men. On a personal level, I have been a beneficiary of male allies from a very young age; from my father who afforded me the same opportunities as my male siblings, to the male allies in a male-dominated profession who gave me opportunities; not because I was a woman or Black, but because they believed I had something good to contribute. You see, these male allies of mine never went by the label but rather importantly, at the core of their value system, I believe they were determined to treat people the right way – in a work setting or otherwise. They placed a high value on fairness and equality. They listened, learned, and advocated for women in their own small way – working to correct the imbalance of opportunity. Therefore, what are my key takeaways from this impactful event? 1. Gender solidarity is a mainstream agenda and cannot be treated as a side project. We all have a role to play both in the home and at the workplace. It does not take much to be there for one another and to identify a reason for the necessary passion and drive to push this agenda. It could be because you want to improve the environment for your wife/sister/friend in the workplace, or you hope that your daughter will grow up to meet a more positive environment in the future workplace she finds. Whatever the reason, I will urge all of us to encourage the men in our lives to identify their driving force on this journey toward gender solidarity and equality, and, like our esteemed panelists, step up to become a male ally (if not already) and be there for someone who needs them. 2. As women, we need to encourage male colleagues to be the new agents of change by sharing our stories/experiences with them. Only then can men have a deeper understanding of the hurdles women face and what it is to be on the receiving end of unfairness. That way, they begin to see the world as it is and strive for what the world should be. 3. On the journey to becoming a male ally, male colleagues must be prepared to pay attention, listen, and learn. In a male-dominated environment, male colleagues should be sensitive towards female colleagues who are relegated to the background at meetings, and interrupted or ridiculed when they try to contribute and speak up against unfair behavior. 4. We need male allies in the workplace to push for policies that encourage mentorship and progression towards leadership positions for qualified female colleagues. Male allies in positions of authority/ leadership must be willing to disrupt the status quo. Such action will result in a more productive and profitable enterprise for us all. It makes economic sense. Yet, it all begins well before women enter the workforce. It begins in the home where men must share in the invisible labor of housekeeping and child-rearing, giving women time and space to thrive in their own passions, allowing girls to study, explore and engage equally in conversations with male siblings. It begins at school where girls are encouraged to follow their individual academic interests, and no path of knowledge or achievement is forbidden or hindered. In the words of Dr. Akinwumi A. Adesina, the President of the African Development Bank: "No bird flies with one wing. We must support women everywhere to thrive. As they do, societies will thrive and prosper." 5. Change will happen, one male ally at a time, one act of empathy at a time but it needs to be done purposefully with an open mind, sometimes requiring the need to assess oneself critically. I encourage all of us to start this journey by joining one of the IAWL professional networks. There is one for every woman at different stages of their career: the IAWL Women Experts Network , the IAWL Law Students Network , the IAWL Early Career Network , and, very importantly, the MALE Allies Network . Together, we will build the change we all so deserve and thrive in a world as it should be. Together, we will build the change we all so deserve and thrive in a world as it should be.

IAWL Launches WE LEAD Network in Ghana
PRESS RELEASE Accra, Ghana June 23, 2022 The Institute for African Women in Law held our second Women Experts in Law for Equality and Development (WE LEAD) event in Accra, Ghana on Friday, June 17. WE LEAD is a global network of African women in law with expertise in all areas of the law. Our goal with WE LEAD is to connect African women in law, amplify their work, and create opportunities for leadership. In collaboration with AB & David, Africa , Bentsi-Enchill, Letsa & Ankomah , and ENSafrica , we convened women experts in law at Labadi Beach Hotel to socialize, sensitize, and strategize on how we can work collectively to support women in law. In attendance was a group of remarkable guests coming from various legal positions in Ghana yet united by the vision of WE LEAD to build a community for women in law devoted to using the law as a tool for positive societal change and development. Mrs. Isabel Boaten , the Managing Partner at AB & David Ghana and IAWL Board member, opened the gathering with some remarks: ...I spent too many years avoiding the light. I could have lit the path for many more people if I had recognized this duty and turned my fear into excitement. I encourage everybody who will lend an ear and who is as accomplished as all of you here to shine. Nurturing and supporting each other is a great way to shine the light on each other to create a galaxy of unstoppable women. I am excited to be here and I look forward to learning from all of you. IAWL Founder and Executive Director, Prof. J. Jarpa Dawuni , shared the IAWL vision when developing the WE LEAD global network: My vision for this network is to showcase the wealth of talent African women in law bring to the spaces they occupy. Through this network, we aim to amplify their achievements while addressing challenges that hold women back from leadership. Women in Ghana have always contributed to the development of law and the legal profession; IAWL is poised to accelerate the work and build opportunities for the future of women in law. Ms. Betty Adu , former Deputy General Counsel at the World Bank and IAWL Board member, discussed the importance of legal networks. Recounting her early days at the World Bank, she emphasized the importance of networking among women and hinted at the importance of broad networks that are inclusive--cutting across gender, race, and discipline. She encouraged lawyers not to stay in their legal silos, but to work with others within their organizations to learn across disciplines. She further noted the importance of male allies. In conclusion, she emphasized that networks such as WE LEAD are a way for everyone to give back and learn from others. Once serving as a judge of the International Criminal Court, Prof. Akua Kuenyehia is a lawyer, academic, and human rights advocate whose impact can be noted on both the national and international levels. She was awarded for her contribution to legal education, women’s rights, and international law. Justice Georgina Theodora Wood has etched an unforgettable legacy in Ghana’s judicial and public service. She served as the first woman Chief Justice of Ghana from 2007 to 2017– also becoming the youngest person to occupy the revered appointment. She was awarded for her work in promoting women, and her mentoring efforts. Justice Georgina Mensah-Datse received her award on her behalf. Dr. Angela Dwamena-Aboagye is a woman who wears many hats – handling all these roles with grace. Among other roles, Dr. Dwamena-Aboagye is an accomplished lawyer, women’s empowerment advocate, Christian theologian, and lecturer, whose work spans various areas including sexual and gender-based violence, women and children’s rights, legislative and policy work, and advocacy. She was awarded for her contribution to women’s rights. Mrs. Sheila Minkah-Premo ’s keen interest in women’s rights has led to pivotal changes to the Ghana Bar in regard to gender equality. Mrs. Minkah-Premo noted the lack of support for women lawyers and spearheaded a key shift with the foundation of the Women’s Forum at the bar. She was awarded for her starting the Women’s Forum of the Ghana Bar, which has now been accepted into the amended constitution of the Ghana Bar Association (GBA). When it comes to legislative drafting, Mrs. Estelle Appiah ’s name and legacy are a mainstay. Mrs. Appiah has drafted legislation on social policy, petroleum, and financial matters – among other topics. She was awarded for her contributions to the public service and legislative drafting. Mrs. Victoria Barth is making major moves and shows no signs of slowing down. As the managing partner and head of litigation and dispute resolution at Sam Okudzeto & Associates, Mrs. Barth has emerged as a diligent lawyer who employs alternative dispute resolution mechanisms to best serve her clients’ needs. She was awarded for her contributions as a woman in active litigation. Mrs. Efua Ghartey has shown great resilience in the numerous leadership roles she has held. Mrs. Ghartey’s career focus lies in corporate law, with an emphasis on joint ventures, corporate restructuring, labour and employment, company law, maritime law, and litigation. She was awarded for her effort to balance the gender scale at the national bar. Ms. Hilary Gbedemah ’s name is synonymous with women’s rights activism. Since 2013, Ms. Gbedemah has been a member of the UN Committee on the Elimination of All Forms of Discrimination Against Women (CEDAW) – serving as the Committee’s chairperson from 2019 to 2021. She was awarded for her contributions as a women’s rights activist at the international level. We also awarded law firms that have worked to promote gender equality in the legal profession. Bentsi-Enchill, Letsa & Ankomah is a leading corporate and commercial law firm based in Ghana. Their broad expertise and expertise equip them to serve local and international corporations in all sectors of the economy. They were awarded for their support and promotion of gender equality. AB & David Africa is a leading law firm serving 24 countries across the African continent. They are committed to minimizing the risks associated with doing business in Africa. They were awarded for their support and promotion of gender equality. ENSafrica is Africa’s largest law firm – delivering its services to all the major industries across the continent. They were awarded for their support and promotion of gender equality. The presentation of awards was followed by a vibrant reception for attendees to mingle further:

Gender Solidarity and the Legal Profession: The Role of M.A.L.E Allies in Ghana
PRESS RELEASE Accra, Ghana June 23, 2022 The Institute for African Women in Law, in collaboration with the Ghana Bar Association and the Ghana Bar Association Women’s Forum, held a roundtable discussion to explore the role of men as allies in the quest for gender equality. The goal of this event was to provide collective and actionable solutions to addressing gender inequity within the profession and to take a #GenderSolidarity pledge toward achieving UN Sustainable Developments Goals #5 (gender equality) and #16 (peace, justice, and strong institutions) as well as African Union Agenda 2063 goal #17 (gender equality). IAWL has adopted gender solidarity as an approach to include men in the quest for gender equality through the M.A.L.E Allies Network – the acronym M.A.L.E stands for Men Advocates in Law for Equality. " Ms. Isabel Boaten , Managing Partner at AB & David Ghana and IAWL Board member, kicked off the event with some opening remarks: "The support of my male allies emboldened me to face the world and the different species of men I would encounter in and out of the profession. The real gift that male allies give, which I dare say is coterminous with true masculinity, is to amplify our voices, is to recognize the specific needs of womanhood, is to appreciate the undeniable rewards of working hand in hand with women to reach their fullest potential." Mr. Saviour Q. Kudze , Public Relations Officer of the Ghana Bar Association, delivered additional remarks to set the tone for the discussion. He expressed that the time has come for us all to unite with the common aim of resolving gender disparity. Mr. Kudze spoke on the importance of men and boys relinquishing their position as bystanders and joining women in taking action to resolve gender disparity. He affirmed that men and boys must discard the notion that empowering women will rid them of their roles in society. IAWL Founder and Executive Director, Prof. J. Jarpa Dawuni also shared that while Ghana has done well on gender equity at the Bar in terms of the numbers, the descriptive equality is not where we must end – we also require substantive equality by creating an inclusive workplace practices where all women lawyers feel safe, respected and valued for what they bring to the table. Moderated by Esine Okudzeto, Deputy Managing Partner at Sam Okudzeto & Associates, the event brought together Justice Jones V.M. Dotse, Justice Gertrude Torkornoo, Mrs. Sheila Minkah-Premo, Mr. David Ofosu-Dorte, and Ms. Maame Yaa Mensa-Bonsu to explore a series of questions examining the social, cultural, and institutional norms and practices that create gender inequality within the legal profession. Justice Jones V.M. Dotse , Justice of the Supreme Court of Ghana, spoke on the persistent challenges in achieving a gender-equitable and gender-inclusive legal profession in Ghana, and how these inequities in the profession translate to the lack of access to justice for women. He shared that the Constitution of Ghana has provisions championing gender equity; however, stakeholders must play their part in effectuating the intent of the Constitution beyond the provisions. He added that while Ghana's judiciary has recorded successive number of women as Chief Justices and Attorneys General, this has not translated into reforming laws which discriminate against women. Mrs. Sheila Minkah-Premo , Senior Managing Partner at Apex Lawconsult, spoke on trends in gender equity in the legal profession in Ghana. She noted the equal representation of women and men at the Bar; however, this does not show the full story. Mrs. Minkah-Premo shared that despite the increased representation of women, not all issues faced by women in the legal profession were resolved. Sexual harassment claims were still recorded across various sections of the legal profession in addition to many women in private practice migrating to other fields to better manage the balancing act between family and work. She also added that women have not reached the peak of leadership at the Bar just yet, noting that we are still yet to have a woman president of the Ghana Bar. Mr. David Ofosu-Dorte , Senior Partner at AB & David Africa, spoke on his drive to support gender solidarity at his firm, and the challenges encountered in the process of being an ally for women in the legal profession. He recounted that his driving force is attributed to losing his mother at an early age and subsequently being cared for by women. He shared two challenges for women in the legal profession that he has observed. The first is maternity leave and other extended breaks as women must pick up from where they left off. The second is working from home as some women find it difficult to juggle their other responsibilities without losing out on their careers. Mr. Ofosu-Dorte noted that gender solidarity at a law firm must be bolstered by recruitment policies that encourage men and women to work as allies. Further, law firms should support women returning from maternity leave as they pick back up their regular working schedule and encourage their growth. His firm, AB & David, has adopted initiatives like "Flexi-Time" to ease the burden on lactating mothers, and paternity leave, to encourage men to be caregivers. Justice Gertrude Torkornoo , Justice of the Supreme Court of Ghana, pointed out that there needs to be a focus on creating safe spaces for women at the workplace and in their homes in order to further push for a society that values women as equals to men. She also shared that gender issues should be constantly discussed within the right context to sensitize all on the importance of gender equality. Ms. Maame Yaa Mensa-Bonsu , Lecturer at the University of Ghana, spoke on opportunities to develop gender-sensitive and gender-inclusive legal training. She shared that every module in law school should include a component on gender because every area of law deals with gender. Additionally, she noted that this will help students to better appreciate gender issues in law when it is infused early in their learning. Ms. Adelaide Benneh Prempeh , Founder and Managing Partner at B&P Associates, delivered the closing remarks for the discussion. She celebrated the speakers for their commitment and contributions to the important discussion on gender equality, thus affirming that it is not solely a women's issue. Change will happen, one male ally at a time, one act of empathy at a time but it needs to be done purposefully with an open mind, sometimes requiring the need to assess oneself critically. I encourage all of us to start this journey by joining one of the IAWL professional networks. There is one for every woman at different stages of their career: the IAWL Women Experts Network , the IAWL Law Students Network , the IAWL Early Career Network , and, very importantly, the MALE Allies Network . Together, we will build the change we all so deserve and thrive in a world as it should be. The event was a powerful starting point for us to ignite individual and organizational transformation towards gender equality in the legal profession.

WE LEAD Launch in The Hague: Gender Equality in International Law
PRESS RELEASE The Hague, The Netherlands June 9, 2022 The Institute for African Women in Law is proud to have held the first of two Women Experts in Law for Equality and Development (WE LEAD) events for the month of June in The Hague on Friday, June 3. WE LEAD is a global database of African women in law with expertise in all areas of the law. Our goal with WE LEAD is to connect African women in law, amplify their work, and create opportunities for leadership. In collaboration with the International Criminal Court , ATLAS Women , and the African Foundation for International Law , we convened women experts in law and allies alike at the ICC premises to meet, connect, and strategize on how we can work collectively to support women in law. We were joined by guests who truly encapsulated the bustling atmosphere of The Hague — with representatives from diplomatic missions, educational institutions, international organizations, and more. We kicked off the gathering with welcoming remarks from Mr. Peter Lewis , the ICC Registrar: "Through the current initiatives being taken at the Court, gender equality is a value and a goal held highly by the ICC Principals, as well as by our staff. We are happy to have this opportunity, together with the Institute for African Women in Law and the ATLAS network, to continue to build connections with and for women in the field of international law, in order to strategize on supporting and promoting gender equality, including at the ICC." Ms. Antônia Pereira de Sousa , Focal Point for Gender Equality at the ICC, also shared a few remarks with the attendees. She spoke on the priorities the ICC has identified in its Z ero Draft Strategy on Gender Equality and Workplace Culture regarding recruitment, gender parity, and mentoring – among other key areas – through a lecture series that presents further opportunities for collaboration between IAWL's WE LEAD network. IAWL Founder and Executive Director, Prof. J. Jarpa Dawuni was also in attendance for the occasion, and shared some remarks: "The launch of the first WE LEAD event at the ICC in The Hague is a special moment in the growth of IAWL. The reception of the ICC leadership and community to engage with IAWL in mentoring, recruiting, and promoting women’s leadership in law is an opportunity that will benefit all African women in law.” Prof. Dawuni concluded her remarks by emphasizing the three C’s: the need for collaboration (between organizations), which contributes to building community (strong alliances with like-minded organizations and individuals), which can lead to positive change (in achieving the common good and justice for all). Prof. Dawuni noted that IAWL is ready to engage with the ICC as the organization works towards implementing its gender strategy. Judge Reini Alapini-Gansou , a judge at the ICC and Board Member at IAWL, closed the event with her remarks. She thanked the ICC Registrar Mr. Peter Lewis and the ICC team for being willing to engage with transnational organizations like IAWL in the court’s strategy for achieving gender diversity, equality and inclusion. Judge Alapini-Gansou called on all members of the international law community to work together to promote justice for all. The gathering came to fruition through our collaboration with like-minded organizations who share our mission to support the formidable works of women in law across the continent of Africa and the Diaspora. What followed was a lively reception where the attendees had the opportunity to engage further:

Gender Solidarity and the Legal Profession: The Role of M.A.L.E Allies in Ghana
On Wednesday, 15 June, IAWL brings a roundtable discussion exploring the role of men as allies in the quest for gender equality. Moderated by Esine Okudzeto, Deputy Managing Partner at Sena Chambers, we will be joined by: Justice Jones V.M. Dotse, Justice Gertrude Torkornoo, Ms. Sheila Minkah-Premo, Mr. David Ofosu-Dorte, Ms. Maame Yaa Mensa-Bonsu, with special appearances from Ms. Isabel Boaten and Ms. Adelaide Benneh Prempeh. The event, organized in collaboration with the Ghana Bar Association (GBA) , the GBA Women's Forum, and with support from AB & David Africa , Bentsi-Enchill, Letsa & Ankomah , ENS Ghana , and CDD Ghana , will bring together leaders within the legal and judicial sectors to explore a series of questions and examine the social, cultural, and institutional norms and practices that create gender inequality within the legal profession. The goal of this event is to provide collective and actionable solutions to addressing gender inequity within the profession and to take a #GenderSolidarity pledge toward achieving UN Sustainable Development Goals #5 (gender equality) and #16 (peace, justice, and strong institutions) as well as African Union Agenda 2063 goal #17 (gender equality). At IAWL, we believe that when women and men work in unity, and in solidarity, we can achieve gender equality. We started the Men Advocates in Law for Equality (M.A.L.E) Allies network to ignite individual and organizational transformation towards gender equality in the legal profession. The event will be held on Wednesday, 15 June 2022 , 1-2:30 pm, at the Accra Law Court Complex Auditorium. We kindly ask that you RSVP by Sunday, 12 June 2022 .

Memorandum of Understanding between IAWL and the SAC-IAWJ
30 May 2022 We are pleased to announce that the Institute for African Women in Law (IAWL) and the South African Chapter of the International Association of Women Judges (SAC-IAWJ) signed a memorandum of understanding (MOU) on 11 April 2022. SAC-IAWJ's President Justice Mandisa Maya, who also serves as the South African President of the Supreme Court of Appeal, signed to MOU with IAWL as we embark on investigating opportunities for undertaking joint projects and seeking funding thereof from external funding agencies. SAC-IAWJ was formed in August 2004, and was formally inaugurated by the then-South African President Thabo Mbeki on 8 August 2004.

Did You Know? – Judiciary Edition
The Institute for African Women in Law has launched the Did You Know? series sharing the achievements of pioneer African women in law. In this collection, we feature a series of members of the Judiciary from Africa and the African diaspora. The series will be updated continuously with new entries. Read more in our Pioneer African Women in Law series here .

Did You Know? – Academia Edition
The Institute for African Women in Law has launched the Did You Know? series sharing the achievements of pioneer African women in law. In this collection, we feature a series of academics from Africa and the African diaspora. The series will be updated continuously with new entries. Read more in our Pioneer African Women in Law series here .

Did You Know? – Lawyers Edition
The Institute for African Women in Law has launched the Did You Know? series sharing the achievements of pioneer African women in law. In this collection, we feature a series of lawyers from Africa and the African diaspora. The series will be updated continuously with new entries. Read more in our Pioneer African Women in Law series here .

African Women Judges Celebrate the Confirmation of Justice Ketanji Brown Jackson
By: J. Jarpa Dawuni, Ph.D. Executive Director, IAWL The Institute for African Women in Law (IAWL) congratulates Justice Ketanji Brown Jackson on her historic confirmation to the US Supreme Court – making her the first Black woman justice in its 233-year history! Dawuni and Kang have documented the growing representation of women as chief justices and presidents of constitutional courts across Africa. Dawuni and Masengu's research also argue that the appointment of women judges can be partially attributed to the role of key decision-makers who have the power to either champion these advancements, or block women from positions of power in the judiciary entirely. In the US context, Prof. Gbemende Johnson has provided detailed analyses of the lack of Black women judges on the Federal Bench. As part of the confirmation hearings, Judge Ann Claire Williams (Ret.) – who was notably appointed as the first African American judge to the United States Court of Appeals for the Seventh Circuit, provided testimony on behalf of the American Bar Association. Judge Ann Claire Williams (Ret.), who is featured in IAWL’s African Women in Law Legacy Project interview series, delivered a comprehensive statement outlining the exceptional experience displayed by Justice Ketanji Brown Jackson that deems her more than qualified for an appointment on the Supreme Court. Her statement, and those of many other decision-makers, played a key role in Justice Ketanji Brown Jackson’s confirmation. This momentous achievement by Justice Ketanji Brown Jackson is celebrated by Black women in the legal and judicial professions in the United States and across the African Diaspora. See Prof. J. Jarpa Dawuni's media interview with SABC: IAWL has compiled a collection of solidarity messages from African women judges celebrating Justice Ketanji Brown Jackson’s Supreme Court confirmation. At IAWL, we send our best wishes to Justice Ketanji Brown Jackson and wish her the best during her tenure as Associate Justice of the Supreme Court.

Call for Fellows
The Institute for African Women in Law (IAWL) has three open positions for remote, unpaid fellowships with a one-year non-renewable commitment. All applicants must submit a maximum four-page double-spaced (1000 words) proposal for the work they intend to carry out during the fellowship and a resume highlighting relevant experience. In addition to the requirements identified by the specific fellowship, the proposal should include a discussion of why the applicant is applying for the fellowship, relevant skills, and the ways they will contribute to the vision of the Institute. Read the full Fellowship description here:

The Rise of African Women Chief Justices: A Missed Opportunity for South Africa?
By: Maame Efua Addadzi-Koom, Research and Innovation Lead, IAWL. On March 10, 2022, it was announced that President Ramaphosa had appointed Deputy Chief Justice, Justice Raymond Zondo, as the next Chief Justice of the Republic of South Africa effective April 1, 2022. The announcement also mentioned that President Ramaphosa had nominated Justice Mandisa Maya, the only female Chief Justice nominee, for the position of Deputy Chief Justice after becoming vacant in April. Although she will have to be interviewed for the position. In September 2021, President Ramaphosa made a public invitation for Chief Justice nominees after Chief Justice Mogoeng retired. About 500 names were submitted out of which only four were shortlisted. Of the four shortlisted nominees, Justice Maya, President of the Supreme Court of Appeal, was the only woman. Not only that, she was also the first woman ever to be interviewed for the Chief Justice position in South Africa’s history. Since South Africa was yet to have a female Chief Justice, many women advocates believed that, with Justice Maya’s nomination, South Africa was finally going to chalk up its first. The March 10 announcement, therefore, left some women activists’ circles completely nonplussed. Did South Africa miss an opportunity? How long before such an opportunity presents itself again? Women in South Africa are more than men. Yet, the gender composition of South Africa’s judiciary does not reflect this demographic. As of 2021, 43% percent of all superior court judges in South Africa were women. The number of women judges in the top judicial ranks is lower. By the end of February 2022, only nine (31%) out of 29 leaders in the superior courts were women. Although women judges in South Africa have been appointed since 1994 , it took almost two decades for them to be appointed to take up leadership positions within the judiciary. The first female judge president , Monica Leeuw, was appointed in 2012. Two years later in 2014, the second was appointed. Leadership is key to empowering women in all sectors of society including the judiciary. Women in judicial leadership will substantially contribute to judicial governance that is sensitive to the peculiar needs of women. Therefore, beyond achieving gender parity on the bench, equal representation of women in the judiciary’s leadership is essential and should be prioritized. In Africa, women chief justices and presidents of constitutional courts started emerging in the 1990s . Eighteen women chief justices and presidents of constitutional courts had been recorded on the continent between 1990 to 2014, most of which were firsts for women. Dawuni & Kang (2015) attribute five main factors to the rise of women judicial leaders in Africa: (a) the legal system of the country, (b) the selection method, (c) the commitment of gatekeepers, (d) the end of a major armed conflict and (e) regional diffusion. Of the five factors, the commitment of gatekeepers stood out as the most pressing in the recent Chief Justice appointment in South Africa. We believe that, had the gatekeepers, particularly the executive had the will and women’s representation in judicial leadership very high up on their agenda, the March 10 announcement would have turned out differently. In fact, during the Judicial Service Commission’s interview with Justice Maya , the Commission asked if South Africa was ready for a female chief justice to which she responded in the affirmative. She also emphasized during her interview: "I am not good because I am a woman, I’m just a good woman judge. ” Even though the JSC recommended Justice Maya for the position , she was not appointed by the President. By this post, we are advocating for South Africa’s judicial leadership gatekeepers to show more commitment toward appointing women judges to the top ranks of the judiciary going forward. It seems that with Justice Zondo’s appointment, South Africa would have to wait a little longer to jump on the African women chief justices bandwagon. We extend our congratulations and best wishes to Justice Zondo on his appointment while we hope that his successor will be a woman. Because as Justice Maya said during her interview , “South Africa has always been ready to have a female Chief Justice” – a long overdue appointment.

Judge Ann Claire Williams: Championing advancement for so many
Judge Ann Claire Williams’ judicial career can be succinctly characterized by one word: advancement . This rings true to the remarkable strides she has made personally, and the impactful efforts she has been involved in to champion the advancement of others. Most notably, in 1999, she was the first African American person appointed to the US Court of Appeals for the Seventh Circuit – thus making her the third African American woman to serve on any federal circuit court. Following her retirement from judicial service in 2018, she set her sights to work full-time on promoting justice and advancing the rule of law in Africa. She has continued her work with judges and lawyers to lead training programs in Ghana, Kenya, Liberia, Namibia, Nigeria, Rwanda, Tanzania, Uganda, and Zambia. On March 24 2022, she represented the American Bar Association and testified at the confirmation hearing of historic Supreme Court nominee, Judge Ketanji Brown Jackson. She delivered a comprehensive statement outlining the exceptional experience displayed by Judge Jackson that deems her more than qualified for an appointment on the Supreme Court. You may have also caught Judge Williams in conversation with pioneer women judges in IAWL’s African Women in Law Legacy Project . The series offers an opportunity for audiences to dive deeper into the early life experiences, careers, and legacies of African women judges in their own words as we build richer archives of the advancements they steer. Watch the series on our YouTube channel here:

Join our Global Database of African Women Experts in Law
The Institute for African Women in Law is compiling a Global Database of Women in law across Africa and the African Diaspora. Through this network, we are creating the Women Experts in Law Advancing Equality and Development ( WE LEAD). Who can join? Are you a woman lawyer? Are you a woman judge? Are you a legal academic? Do you have a law degree? You can join! Irrespective of your area of legal practice, IAWL has opportunities to expand your network and grow exponentially! We are seeking women experts with a proven record of excellence in law. Join us today! You will be glad you did. Benefits of joining the database: NETWORK : Be connected to other women in law across Africa and the African Diaspora CONSULT : Opportunities to be a consultant for IAWL and other major organizations. ADVANCE : Opportunities to advance your career through our specially curated professional development programs. EXPERT : Opportunities to utilize your expertise through our referral system. MENTOR : Benefit from our peer-to-peer mentoring system. LEVERAGE : Tap into our national and international contacts and networks and opportunities to increase your professional capacity.

IAWL Launches Women's Excellence in Law & Leadership Academy
The Institute for African Women in Law (IAWL), in partnership with the German Development Cooperation-Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH is launching the Women's Excellence in Law & Leadership Academy (WELLA) which curates discussions and power-chats with distinguished women in law across Africa and the Diaspora who provide training by sharing their experiences, strategies, and triumphs in their careers in law. The diversity of speakers and topics will explore contemporary issues, and provide innovative solutions and strategies for achieving excellence in law and leadership. Commenting on the upcoming series, Dr. J. Jarpa Dawuni, Executive Director of IAWL noted; I am very excited about the launch of the leadership academy, which will bring a diversity of trainers, speakers and change-makers to propel women in law to the next level of their careers. This launch is the beginning of bigger and impactful programs IAWL will be launching this year. Upcoming Schedule Looking for professional development opportunities? Join us for upcoming events!

International Day of Women Judges - Celebrating the Progress Towards Parity
PRESS RELEASE Washington, DC March 10, 2022 March 10 has been adopted by the United Nations General Assembly as the International Day of Women Judges based on Resolution A/Res/75/274 passed on April 26 2021. The groundwork for this historic resolution was laid at the 2020 High-level Meeting of the Global Judicial Integrity Network in Doha, Qatar. The rationale behind this resolution is to celebrate the strides women have made in reducing the gender gap in the judiciary, to highlight the challenges they encounter, and further chart new paths to attaining the goal of gender parity in the judiciary worldwide. Women, especially African women, came into the judicial scene to take up leadership roles later than their male counterparts due to years of exclusion and systemic bias. This has affected the quality of judicial decisions over the years as they have been robbed of the depth, perspectives, and insights of women. The journey of inclusion in Africa began with the likes of Stella Marke (née Thomas) called to the Nigerian bench as the first female Magistrate in 1943. Annie Jiagge (née Baeta) of Ghana (1953), Zaynab abd al-Razzaq of Morocco, (1960), Vera Duarte of Cape Verde (c. 1977) Fatimata Bazeye Salifou of Niger (1979) and Leonora van den Heever of South Africa (1979). Despite the comparatively recent emergence of African women in the judiciary, there is a surge in African women leaders in judiciaries across the continent. Although many national and international courts such as COMESA Court of Justice, ECOWAS Court of Justice, East African Court of Justice, and the International Court of Justice still struggle to achieve parity, the African Court on Human and Peoples' Rights achieved gender parity within twelve years of its existence. This feat is worth celebrating. It is also a reminder that the journey ahead is long as such we must not relent but forge forward to attain the much-needed parity. IAWL stands with women judges in Afghanistan who are being persecuted for being bold enough to sit in judgment over men and delivering justice to women. To the many who have lost their homes, family, jobs, money and live in constant fear, WE STAND WITH YOU and celebrate you for daring to challenge the status quo and break the bias. IAWL joins women judges worldwide in solidarity to celebrate them for their contributions to the rule of law, justice, and equity. We are rising in leadership! Watch our video celebrating African women judges from our Legacy Project We celebrate African women judges today, and every day! Launch of the Flagship report on women judges in Tanzania In the latest IAWL flagship report, "The Tanzanian Women Judges Association and the Feminization of the Judiciary," we present a synthesis of the state of women judges in Tanzania. Despite the challenges women judges face, they continue to provide important entry points for the law and promotion of justice for all citizens in Tanzania.

Press Release: International Women's Day
March 8, 2022 March 8, 2022 is International Women’s Day!!! A day dedicated to celebrating women’s achievements around the world, raising awareness on the challenges women face, and determining ways of achieving gender equality. This year’s celebration focuses on #breakingthebias. Women experience intersectional bias with respect to race, religion, sexual orientation, and (dis)ability. Women encounter hegemonic bias which legitimizes the dominance of men in the different spaces that women find themselves. Most work environments are hostile to women, negatively impacting their potential, retention, and progress. Women continue to face sexual harassment, microaggression, disparity in promotions, unequal wages, and other forms of discrimination. Women with marginalized identities and women of color are further subjected to racialized practices. Quite unsettling, for example, is the systemic racialized practices and norms within the United Nations – an institution founded on equality and spearheading the same worldwide. The Africa Report indicates that a survey conducted by United Nations People of African Descent (UN-PAD) revealed that 52% of 2,857 respondents had experienced some form of racism within the category of career development, exclusion, disrespect disproportionate sanctions, discrimination, and harassment. A report by the Institute for African Women in Law, Unveiling Subalternity: Women and the Legal Professions in Africa , highlighted some of the achievements of women across Africa in ascending to leadership positions in law firms, and the judiciary. The report also highlighted the challenges women in law continue to deal with, based largely on existing biases within legal institutions and the society generally. The Covid-19 pandemic also increased the caregiving work of women leading to heightened mental and physical health issues. Women need support at all levels to cope with the pandemic’s impact. We cannot ignore the impact of climate change and other environmental issues and how they affect women globally. IAWL stands in solidarity with UN Women who have dedicated this year’s International Women’s Day to achieving gender equality in the context of climate change, environmental sustainability, and disaster risk reduction. Women are more vulnerable to the effects of climate change than men, therefore we salute the women and girls who are leading the charge on climate change adaptation, mitigation, and response in order to create a more sustainable future for everyone. Today, IAWL calls on all institutions and people to #breakthebias. #Breakingthebias within the shortest time possible requires concerted efforts from all. IAWL stands in solidarity with all women in law and all others as we work together to #breakthebias through a unified approach despite the diversity within the global communities of women.

Happy International Women's Day!
This year’s theme, “Break The Bias” calls for action to dismantle the biases that limit women globally from making further advances in society. IAWL celebrates African women in law who have broken, and continue to break, barriers as they push for a more equitable, diverse, and inclusive legal system. To commemorate this year's International Women's Day, we are releasing the first issue of the IAWL Magazine. This inaugural issue profiles 50 women in law from across Africa who are inspirational figures in their home countries and beyond. The 50 women in this selection have made monumental contributions to the legal field, and their impact will undoubtedly shape the future of the legal practice for years to come. Among many other African women in law, IAWL celebrates the legacy of Essi Matilda Forster — the first woman lawyer in Ghana. Today, we release a booklet that shares her life story as told by her daughter, Estelle Appiah (nèe Christian). We asked the IAWL team: What does your ideal world look like when we #BreakTheBias? INTRODUCING THE IAWL LEADERSHIP ACADEMY We are launching the IAWL Leadership Academy, which curates discussions and power-chats with distinguished women in law across Africa and the Diaspora who share their experiences, strategies and triumphs in their careers in law. Check our Events page for more details.

Not yet Uhuru for Women: A Perspective of a Male Ally
By: Stephen Muthoka Mutie, Ph.D. (Kenyatta University) Growing up, my mother was, and still is, a powerful, caring woman and a provider. Mine was not a single-parent family, but we knew it was my mother, through hard manual work, who placed food on our table, saw us to school, and instilled in us, all six boys, the value of respect, especially to women. According to her, any society that disrespects its women is doomed. I saw her, on several occasions, defiantly fight for the rights of peasant women in my locality. I saw her stand up against wily male politicians and lazy government functionaries who did not respect women. I saw her single-handedly do menial demeaning jobs to pay for our fees. This image of my mother has never left my mind. It has been the drive in my career, mentorship, and writings. Through her, I realized that inside every African woman, there is untapped potential that needs to be nurtured; there is magic. I endeavor to spot, ignite, and nurture this magic in my teaching, mentorship, and writing. This passion has given me direction and focus and firmly rooted me as an activist-scholar and staunch supporter of women’s rights as enshrined in the Kenyan 2010 constitution. My budding activist-scholar demeanor received a big boost when I was selected as a laureate and attended the Council for the Development of Social Science Research in Africa ( CODESRIA) 2018 Gender Institute in Dakar, Senegal. In this workshop, themed Feminist Scholarship, Universities and Social Transformation , I learned that the academy could play either a significant role in erecting and installing structures that stifle women’s growth or provide a space for dismantling hierarchies of privilege that act as gatekeepers thwarting women’s empowerment. After the two weeks at CODESRIA, I came out as a deliberate, articulate, and non-apologetic intersectional scholar. CODESRIA allowed me to see how women’s oppression impacted the whole structure of society; development, democracy, and peace. Through CODESRIA’s Gender Institute, I learned that one of our biggest problems in Africa is leaving more than half of our population behind and pretending to strive ahead. Silencing and “otherizing” women is a hidden pandemic that, like Sisyphean boulder , has made our advancement as a continent difficult. Illustratively, curtailing women’s development, denying them a seat at the political table, and labeling them as stooges, indecisive or sex puppets is only making this Sisyphean boulder heavier, challenging, and may soon crush us all. The issues of gender, peace, democracy, and development are conjoined on the hip, remove one, and the continent falls apart. This is why I am fascinated by Prof. Wangari Maathai’s work, speeches, and writings. I have written three articles on her, in which I examine how she uses intersectional environmentalism as a resource to bring down hierarchies of privilege that curtail women’s progress. Wangari Maathai’s life and writings use ecological justice as a locus to expose gender oppression and undemocratic practices during President Moi’s dictatorial regime. By recentering the discussion on gender and rightly placing it as one of the pillars in achieving sustainable development goals in Africa, Maathai’s thoughts show the importance of women in leadership positions. This knowledge of the importance of women in policymaking has gravitated my intersectional thinking towards understanding how law plays a pivotal role in ensuring that women, like Maathai, actively partake in decision-making. Hence, my desire to research and write on the unique dual position of the legal system in supporting gender-based discrimination and addressing it. To this end, I have recently published a book chapter “ Femicide and judging: Social media as an alternative online court in Kenya ” in Gender, Judging and the Courts in Africa: Selected Studies (2021), edited by Prof. Jarpa Dawuni, an exceptional leader and scholar from Howard University and the current executive director of the Institute for African Women in Law . This book employs different theoretical approaches and explores how women negotiate multiple hierarchies to access the judiciary and how gender-related issues are handled in courts. My chapter locates technology, especially social media, as a resource in gender and judging can help promote women’s rights now and beyond Covid-19. This is the area I want to pursue to great length, primarily how the new media can serve women, the judiciary and aid in access to justice. Today in Kenya, it is not yet uhuru for women in the family and public spheres. Today, some see women as intruders to leadership positions, yet it is mainly because of women that countries have stood. When I hear women in leadership positions today being slut-shamed or labeled as stooges and sex puppets for male sponsors, I shudder. So I write more, I teach more, exposing the cultural, religious, and patriarchal myths supporting these debilitating falsehoods. As I do this, I always remember the image of my mother standing tall among men, telling them that men and women played a complementary role designed by God and that it was not until our village realized that fact and stopped looking down upon women that we would move forward. My mother was neither a politician nor a politician’s wife, she was a partially educated peasant. Yet, through her persistent activism for women, she gave hope to other village women who were jolted into action. As a student, I told myself that when I grew up, I would follow in the footsteps of my mum. I will contribute to gender equality through my research and advocacy. I have never looked back.

Matri-legal Feminism: The development of a theory for studying African women in law
By: J. Jarpa Dawuni, Ph.D. In the beginning As a graduate student pursuing a Masters in international development at Ohio University, one of the first assignments I had was to write a critical review on Nobel Memorial Prize in Economic Sciences winner Amartya Sen’s book— Development as Freedom . I panicked. How could I, a graduate student, write a critique of a book written by a Nobel Laureate? I was later to learn the hard way that academic work entailed a critique of existing theories, knowledge systems, epistemologies, and the development of new theories. I came into the graduate program with two disadvantages. My first disadvantage was being the product of an educational system based on learning by rote. I had not received training in deconstructing existing knowledge, critical thinking, analytical framing, and theoretical reexamination of received knowledge. I was the product of an educational system that famed Brazilian scholar Paolo Freire in Pedagogy of the Oppressed refers to as the “ banking education ” system. A system of learning that is uncritical, totally receptive, and non-liberatory. The second disadvantage was that I had just completed law school and jumped into a new educational system that was highly interdisciplinary, and nothing like law. My law school training was focused on understanding the law, interpreting the law, applying the law, and making a case for why your application and interpretation of the law was the best to get your client what they wanted. With these two disadvantages, I could not fathom how I would deconstruct and critique Amartya Sen. Fast forward years later, I find myself doing that repeatedly as a scholar, and it is becoming second nature. Making the move In 2013, I traveled to Ghana to conduct interviews with women judges for my first research project on women in law. Having finished my doctoral studies in 2010, which focused on women’s civil society organizing, it was time for me to develop my research agenda. I decided to go back to my original love—the law, having been called to the Ghana Bar in 2001. It was time for me to merge my interdisciplinary background and training. The trip to Ghana in 2013 led to my first co-edited book Gender and Judging in Africa: From Obscurity to Parity? (Routledge, 2016), and two subsequent books that followed. As a researcher, the more I read about women judges, the less I found how applicable the existing theories were to the lived experiences, positionalities, and realities of women across the continent of Africa. I am not denying the fact that there are some commonalities of what women go through, but when it comes to using theory to explain the nuances. I just could not see a close fit. In 2019, I decided it was time to make a bold move. I decided to develop a new theory on how to study African women in law, and matri-legal feminism was born. Though still being developed, the initial ideas I explored can be found in Matri-legal feminism: An African feminist response to international law , in Kate Ogg and Susan Rimmer (eds.) (2019). Research Handbook on Feminist Engagement with International Law (Edward Elgar). I developed the theory by first critiquing the focus on existing discourse on studying “African women” from an essentialist perspective. The gap in international feminist theory to fully grasp and acknowledge the historical matriarchal African feminist ways of being has often resulted in the ‘add African/third world women and stir’ approach. Characterized by the tendency of some scholars to provide a sprinkling of examples from a few case studies as generalizations of the experiences of all African women. I noted: “What areas are of the most interest to scholars when analyzing African women’s experiences? Are African women and the locations they embody viewed as locations of power or locations of subordination? Can we classify the experiences of women in Bulgaria as representative of all women in Europe? Feminist theorizing should avoid drawing on the experiences of a few women from one or two countries in Africa as an embodiment of All women in Africa. What do such over-generalizations proffer for theorizing on women? More importantly, what richness are we missing when we engage in such “mixing and stirring” of the experiences of diverse women across the continent? The experiences of African women should be stand-alone narratives and not simply lumped into a homogeneous, albeit lackadaisical way of analyzing the lived experiences, personal agency, and contributions of women across the continent of Africa. While references to the phrase, “sisterhood is global,” has come under attack in some quarters, the tendency of feminist scholars to categorize the experiences of African women into a singular experience remains a constant challenge.” (P459-460). Synopsis of the theory Matri-legal feminism is guided by three key assumptions. First, is the issue of recognizing the non-equal subordination of women in law. While women in law face the common challenge of patriarchy, African women have the added burden of dealing with inherited hegemonic, colonial, and neocolonial patriarchal systems that combine with local patriarchal systems to reinforce different systems of subordination at multiple levels. Second, matri-legal feminism recognizes the role of gender duality in African systems that privileged women’s leadership roles in the social, cultural, spiritual, and political realms. Systems that were upended by colonialism, thereby introducing the double subordination of women. Recognizing African women’s gender duality and the fluidity of gender construction and the invention of woman provides glimpses into how women in modern-day African systems can assess leadership by drawing on these historic gendered dual roles. Third, matri-legal feminism advocates for the recognition of cultural difference and diversity by emphasizing the inherent differences between and within the categories of women— with an emphasis on the diversity of experiences. Such recognition of the diversity of experiences throws light on the resistance of feminist scholars who tend to lump all women across the vast continent of Africa as “African women.” Nearing the end game Matri-legal feminism is an anti-essentialist framework, drawing on critical postcolonial studies to situate the hitherto silence on the experiences of African women in law. The rise of women in leadership positions across African judiciaries is not the result of western foreign aid interventions. The number of women partners in law firms across Africa is not the result of western feminist activism. While we cannot deny the fact that women in law still face challenges at the intersection of gender, ethnicity, religion, class, and other markers of marginalization, African women continue to rise from the ashes of colonial and imperial domination, while resisting local patriarchal norms. Through Matri-legal feminism, I am advocating and theorizing for the beginning of a new field of study of the lives and experiences of women in law across African societies. Returning to my opening line in this piece, I would dare say my bold critique of Amartya Sen is paying off. I quickly learned to turn my disadvantages into advantages. To look for the gaps. To attempt to fill them. I am still new at theorizing, but the journey has begun, and I am looking in the mirror to see where it leads me.

IAWL launches Women SAN Report
On December 8, 2021, 72 legal professionals were sworn in as Senior Advocates of Nigeria. Out of this number, only two were women—from the academia category. For women aspiring to be Senior Advocates of Nigeria, the journey continues to be marred by sticky floors and concrete ceilings. In Nigeria, being called to the bar and referred to as a lawyer or an advocate in the legal profession is probably the first stage in one’s legal career. A subsequent prestigious rank of a Senior Advocate of Nigeria, commonly referred to as SAN conferred on legal practitioners is perhaps the peak of the legal profession. The Senior Advocate of Nigeria (SAN) title is an award for excellence in the legal profession and can be equated to the United Kingdom’s rank of the Queen's Counsel . A Senior Advocate of Nigeria is deemed to have been admitted to the "Inner Bar", as distinguished from the "Outer" bar, consisting of junior advocates. Like most areas of our lives in the world today, there is a gender imbalance among the holders of the rank of SAN, where women are fewer as compared to men. The purpose of this report is to shed light on the gender imbalance in the rank of SANs and to provide recommendations on how gender parity may be achieved. Using a purposive sampling approach, the report interviews five women SANs and combined with secondary data sources, it adopts a historical analytical approach to understand how one becomes a Senior Advocate of Nigeria. It also analyzes the women who have been awarded the title, their areas of practice, why fewer women are Senior Advocates, and challenges inhibiting women from becoming SAN. It concludes with recommendations on how the number of women Senior Advocates can be increased. IAWL FLAGSHIP REPORTS Women Senior Advocates of Nigeria: Sticky Floors or Concrete Ceilings? You can also watch our video series speaking to Women SAN about the strategies and wisdom they have acquired through their experiences. Watch below or click here to watch.

Why I use legal narratives to center African women in law.
By: J. Jarpa Dawuni, Esq., Ph.D. In 1994, I had an encounter with a woman who would influence my life and thinking in the journey I embarked on as a lawyer. I came across an Ebony magazine that had the profiles of “30 Black lawyers under 30.” I was drawn to the picture of Dr. Nannette Graham whose profile described her as: “Nanette Graham Ph.D., 26, assistant professor of criminology of criminal justice and criminology, University of Nebraska at Omaha; member, Nebraska Adolescent Health Advisory Council; member, consulting board, University of South Carolina Southern Region Violence and Substance Prevention Center; consultant, Mayor’s Office “Omaha Community Partnership” for prevention of youth violence and drug use.” I decided I wanted to be just like her. I cut out the picture and kept it. Years later, I laminated to prevent damage, and 28 years later, I still have that picture. Despite many google searches, I am yet to meet Dr. Nanette Graham, and I am still searching. During my national service in Cape Coast in 1994-1995, I met another lawyer, this time, a Ghanaian–Adeline Araba Ainooson (née Aidoo). I admired her grace, beauty and “legal wig.” I asked Araba to send me a picture of her call to the bar-- to keep me motivated. She did, and wrote a note behind it that ended with '.......I hope it inspires you." And it sure did! I was further inspired to read law, and 28 years later, Adeline and I are still the best of friends and my “big sister.” These are just two examples of many encounters I had with women who inspired me to pursue a law degree. Fast forward to 2001, I was called to the Ghana Bar. Then in 2004, I obtained my Masters in International Development at Ohio University, and in 2010 my doctorate in Political Science from Georgia State University. Initially I appeared to be lost—friends and family asked what do you really want to do--law? development work or politics? A common thread that run through all my degrees was my passion for women and children’s rights. I decided to weave a mosaic from my interdisciplinary training in law, development and politics. I chose academia—a profession that has allowed me to engage in research and to use my scholarship to promote activism for gender equity in law and access to justice. How have I attempted to do that? First, through scholarly research . I combined my legal training with my social science training in political science to develop a research agenda that focuses on women in law across Africa. This led me to pioneer research on women judges in Africa. The first book to be ever written on women judges is my co-edited book Gender and the Judiciary in Africa: From Obscurity to Parity? (Routledge, 2016). My quest to understand the lived experiences of African women in law, through their own voices, led to my second book, International Courts and the African Woman Judge: Unveiled Narratives (Routledge, 2018). As the editor of the World Bank project on gender and the judiciary, I coordinated the production of Gender, Judging and the Courts in Africa: Selected Cases (Routledge, 2022). I have also written several book chapters, articles and creative works on this topic of women in law. Second, through scholar-activism . I combined my love for research, with my quest for empowerment, as a scholar-activist to create a platform that would promote the voices of African women in law. The Institute for African Women in Law , a non-profit organization, was born in 2016. Through this organization, I am working to center the experiences, and contributions, of African women in law. My goal is to move from oral tradition of storytelling to the written tradition of documentation to historicize women in law. My coordinated approach using legal narratives as a social science tool to document the lived experiences of women in law through multiple channels such as the Pioneer African Women in Law , the Amandla! African Women in Law Speak , the Quotable African Women in Law , and the video series the African Women in Law Legacy Project . In the foreword to my book the International Courts and the African Woman Judge: Unveiled Narratives, Judge Gabrielle Kirk McDonald, former Judge/President, International Criminal Tribunal for the Former Yugoslavia (ICTY) wrote; "Legal narratives are an important tool in telling stories—especially those that would otherwise not get told. Storytelling is a salient part of the African and African-American experience.” The voices and contributions of African Women have for centuries been silenced, erased, and marginalized across domestic and international spheres. A combination of culture and imposed western notions of the public and private divide has led to a socialization of African women to be modest in highlighting their own experiences and contributions. I will confess that I still struggle with getting over that socialization. However, until I get to a full state of liberatory self-positioning that does not sacrifice humility for self-centering, I will continue to use legal narratives to tell the stories of African women in law. Legal narratives do not only center the experiences of African women, but they also mentor and encourage the next generation of women in law—the girls who will see these images and be inspired, just like I was inspired by the image of Dr. Nanette Graham in an Ebony magazine.

Call for Judges to Contribute to a Book
The Institute for African Women in Law is launching a book project-- African Women Judges: A Collection of Essays . The book project uses legal narratives and standpoint theory to document the lives of women on the bench through their own writing. Download the proposal Deadline for expressions of interest: 30 March, 2022.

Exciting New Opportunities at IAWL
Happy new year to all our old and new friends! The Institute for African Women in Law (IAWL) invites you to join us for exciting and impactful opportunities and programming for 2022. This year, we will be launching the Women's Excellence in Law and Leadership (WELL) Initiative which promises to propel women's leadership in law across Africa and the African Diaspora. Please take some time to explore our new initiatives: Click here to join our Global Database of Women in Law Forthcoming Events and Webinars Launch of the Women's Excellence in Law and Leadership Initiative Launch of the Senior Advocates of Nigeria Report Launch of the African Women in International Law Report Launch of the Self-care for Women in Law Report Launch of the Champion Role Models Mentoring Program Launch of the High-Level Advisory Panel on International Law and Organizations Follow us and be informed! Sign up for our newsletter Follow us on social media : TWITTER | LINKEDIN | FACEBOOK | INSTAGRAM | YOUTUBE Share your programming ideas with us-- Click here :

Interview with Prof. Oluyemisi A. Bamgbose, SAN, Director of the Women’s Law Clinic (WLC).
By. Pedi Obani, Ph.D. As part of our commemoration of the 16 Days of Activism Against Gender-Based Violence , we highlight the work of women in law who have been advocating for gender justice. Professor Oluyemisi Adefunke Bamgbose, is a Senior Advocate of Nigeria (SAN) and a distinguished professor of Criminal Law, Criminology, and Human Rights at the University of Ibadan, Nigeria. She is also the Director of the Women’s Law Clinic at the University of Ibadan, in addition to her other leadership roles in several national and sub-national law reform committees and professional organizations. In this interview with Dr. Pedi Obani, Professor Bamgbose, SAN shares highlights of the origins, vision and mission achievements, and future outlook of the Women’s Law Clinic (WLC). Pedi Obani,Ph.D. (PO) : Tell us about the Women’s Law Clinic . Prof. Oluyemisi Bamgbose, SAN (OB) : The Women’s Law Clinic (WLC) is located in the Faculty of Law, University of Ibadan. The Women’s Law Clinic, University of Ibadan, is established to be a specialised Law Clinic for women-related issues. It caters for children and also men who have women-related issues. The Clinic embarks on outreach from time to time on educating and enlightening women and children within select communities on the inherent degrees of domestic violence, and how knowledge of rights could lead to safety. The WLC is headed by a Clinic Director and supported by an Assistant Director and thirteen other Staff Clinicians.The Clinic is made up of Staff Clinicians (law lecturers), who serve as Clinic supervisors, and Student Clinicians who are law students of the Faculty of Law. These students are trained in the areas of street lawyering, client counseling and interviewing, drafting and advocacy skills. This training gives the students a platform to put into practice the theoretical knowledge of law acquired in class. Staff Clinicians supervise the student clinicians whose activities are regulated by a clinic administrator. PO: How was the idea of the Women’s Law Clinic conceived? And when did the Women’s Law Clinic commence operations? OB: The Women’s Law Clinic is an initiative of the Consortium for Development Partnerships (CDP) and was under the CDP Project on The Rule of Law Access to Justice . The CDP is a research organization linking different research institutes in West Africa, Europe and the US. It aims to develop a research programme that is policy relevant, build research capacity within the institutes involved and further research collaboration between the different institutes and researchers. It was founded by CODESRIA (Council for the Development of Social Science Research in Africa) and the Programme of African Studies at Northwestern University in the United States of America. Sequel to the mandate of the Consortium for Development Partnerships (CDP) Phase II project which is the research component of the rule of law and access to justice, the Women’s Law Clinic was initially funded by the Northwestern University, Illinois, United States of America and in partnership with the Centre for Law and Social Action (CLASA). The project was identified and aimed at contributing to improve legal education, providing legal aid and representation to (indigent) women and improving research on access to justice as it affected women in Ibadan and its environs. Ibadan is the capital city of Oyo State in the South-west region of Nigeria. The WLC started operating on the 17th of July, 2007. The Women’s Law Clinic was established as a Non-Governmental Organization (NGO) in the University of Ibadan, in good faith, to address the peculiar legal needs of indigent women in the University community and its environs. After a number of deliberations and preliminary investigations into the needs of the community of Ibadan, it was discovered that the indigent women of Ibadan have very poor access to justice. PO: What is the vision of the Women’s Law Clinic? Also, what is the mission of the Women’s Law Clinic? OB: The Women’s Law Clinic has as its mission the education and assistance with pro bono legal services for indigent women. The Clinic provides a legal platform for women, especially the poor, who have little or no access to justice as a result of social and cultural factors. The WLC has as one of its mission, documentation, research and carrying out intervention programmes. At the same time the WLC is a practical laboratory, where Law students are trained to put into practice their theoretical legal knowledge, using clinical legal education. The students, interact with and advise real clients under the supervision and guidance of Staff Clinicians who are Law lecturers in the Faculty of Law and also under the supervision and guidance of the Clinic Administrator. The WLC is a specialised Clinic set up to offer pro-bono services for indigent and vulnerable women. It also trains law students of the University of Ibadan under the supervision of Law lecturers otherwise known as Staff Clinicians, who are all trained lawyers and specialists in Clinical Legal Education. PO: Could you tell us about the nature of cases that have been handled by the Women’s Law Clinic since its inception? OB: The Clinic has handled a number of cases on domestic violence, welfare and maintenance of the family and child abuse, custody and adoption cases over the period of fourteen years. It has been discovered that most women who went through the pains and trauma of domestic violence stayed in their marital predicament because of the inability to afford the services of a lawyer to provide legal counsel. Hence, the Clinic has been a succor and resort for this category of women. From 2007 till date, the Clinic has handled approximately five hundred cases. PO: Tell us one unique characteristic of the Women’s Law Clinic. OB: The Women’s Law Clinic, University of Ibadan, is the ONLY specialized Women Clinic in all Faculties of Law in Nigeria and West Africa, making it the first and presently the best. PO: What are some of the main challenges encountered by the Women’s Law Clinic in the pursuit of its vision and mission? OB: The Clinic has a significant funding challenge, which if surmounted would assist a great deal in its plans to embark on more projects in the nearest future and strengthen her resolve to provide interventions and outreach programs, free legal services through Alternative Dispute Resolution, and train Law Students on the practical aspects of Law and legal practice culture. PO: What would you say is the greatest achievement of the Women’s Law Clinic? OB: It is not in doubt that since its inauguration, the Women’s Law Clinic has contributed immensely to the wellbeing of clients and the resolution of cases within and outside of the University environment. There have been so many success stories emanating from the free counseling and legal aid rendered by Women’s Law Clinic. The monitoring of the one-day old baby abandoned at Awba Dam, University of Ibadan, up to the adoption stage by a staff in the University, is one of the landmark cases amongst many others handled by the WLC for the University community. Other cases handled by the WLC include, but not limited to cases of: domestic violence, human rights abuse, marital abandonment of one spouse by the other, custody of children, sexual abuse, maintenance of family, child neglect and adoption, etc. The resolution of these cases has in no doubt brought peace and tranquility to the University and environs. Each time a client walks out of the clinic with a reassuring smile and cheer is a unique achievement for us. PO: What are your projections for the future of the Women’s Law Clinic? OB: The Clinic is working hand in hand with other organizations, such as collaborating with the National Human Rights Commission of Nigeria to create new programmes and sensitization events to ensure that the rights of the citizens are well preserved and the widening gap in access to justice for vulnerable people becomes slimmer. PO: Any parting words? OB: The duty of creating awareness on human rights and its preservation is very crucial to the development and wellbeing of every nation. There is more work to be done in this regard, therefore all hands must be on deck, as injustice to one is injustice to all. Thank you. Inquiries: For all organizations and individuals wishing to partner with the WLC, please contact us info@africanwomeninlaw.com.

IAWL Statement on 16 Days of Activism Against Gender-Based Violence
November 25 marks the International Day on the Elimination of Violence Against Women, and kickstarts the celebration of the UN Women’s 16 Days of Activism against Gender-Based Violence (GBV) , held annually and dedicated to awareness creation, support and advocacy towards the Elimination of Violence against Women and Girls worldwide. The theme for this year’s 16 Days of Activism 2021 is “Orange the World: End Violence Against Women Now!”. We and our partners at the Institute for African Women in Law (IAWL) join UN Women and all gender advocacy organizations and individuals, in creating awareness on the discrimination and violence against women and girls at various places including but not limited to homes, workplaces and schools. Join IAWL in calling out Gender-Based Violence and advocating for a STOP to GBV. Join the campaign and let US “Orange the World” by reporting GBV cases. Gender-based Violence anywhere remains an exceedingly worrisome phenomenon that hinders women and girls across the globe from fully attaining positive and sustainable livelihood coupled with dignity and respect and poses a significant threat to women’s rights, women’s development and development as a whole. Unfortunately, the situation worsened during the COVID-19 pandemic as we witnessed a significant increase in violence against women and children. The Institute for African Women in Law condemns all forms of violence and abuse against women and children and further encourages the public to report all forms of gender discriminatory occurrences and seek remedy from the human right authorities available in their respective states. We call on our Men Advocates in Law for Equality (M.A.L.E) Allies to pledge to stop GBV As we join the global community to remember the victims of GBV and the survivors, the Institute for African Women in Law would also like to recognize and celebrate outstanding African women who are at the forefront of protecting and preserving the fundamental human rights of women and girls, including the right to security, dignity, justice and equality. IAWL calls on the public to join this year’s awareness campaign by nominating deserving individuals and organizations who have a remarkable track record in protecting and advancing the fundamental women rights of women and girls in their respective jurisdictions in order to be celebrated by IAWL. Let us recognize as many as we can during the 16 Days of Activism. IAWL invites you to join make the world a place with zero-tolerance for discrimination and violence against women and girls. #OrangetheWorld #16DaysofActivisim #StopGBVNow. Nominate a deserving individual or organization. Recognizing our women's rights defenders

Join Us! UN Day on Violence Against Women: Lawyers Panel
The Law Society of England and Wales in collaboration with the Institute for African Women in Law is organizing a panel discussion, " Women's Safety in the Public Space: Where are we and what can we do?" The webinar will explore various forms of gender-based violence and provide solutions for addressing the "shadow pandemic." Date: Monday, November 22, 2021 Time: 10:30am-12pm, US/ET, 3:30pm-5pm London. Please check your local timezone for conversion. Pre-register for the event: bit.ly/2YjKGXb