From barriers to balance: a female partner’s perspective on progress in law firms
Building a successful career in law firms can be challenging, especially for those without connections or a traditional background. Jenna Ostrowski, Corporate Partner at HCR Law, shares her experience of navigating the profession from the ground up, balancing career and family, and adapting to a changing legal landscape. Her story offers insight into how law firm culture is evolving and what aspiring female Lawyers can learn from her journey.
Starting without a network
Jenna’s entry into the legal profession wasn’t shaped by family ties or insider access. “I was the first in my family to go to university,” she explains. “I didn’t have parents or family friends who were lawyers. I had to find my own way in.”
After completing her LLB and LPC, she spent time gaining paralegal experience in-house and abroad before securing a training contract. Qualifying in 2011, she entered the market just after the 2008 financial crash — a time when corporate roles were scarce. “My corporate seat was split with restructuring and banking. When I qualified, there wasn’t a corporate role available, so I moved firms to pursue that path.”
For those starting out without a network, Jenna’s advice is clear: be proactive and build your own experience. “I worked as a Paralegal in different environments — in-house, abroad, and in private practice. That gave me a broader perspective and helped me stand out when I applied for training contracts.”
She also emphasises the importance of visibility and persistence. “You won’t always get the role you want straight away. But every experience adds value. Keep showing up, keep learning, and don’t be afraid to take a different route.”
Her early career included roles at Shoosmiths, Gately and DLA Piper, before joining KPMG Law to help build its legal team from the ground up. Each move was strategic, driven by a clear focus on gaining experience and progressing.
Resilience through career and personal challenges
Jenna’s route to partnership wasn’t without its setbacks. Qualifying in 2011, she entered a market still recovering from the 2008 financial crash. “I hadn’t had a busy corporate seat,” she explains. “So qualifying into M&A was a steep learning curve.” Without the volume of deal experience that a more active market might have offered, she had to build her confidence and capability quickly.
Rather than letting that slow her down, Jenna moved firms to find the right opportunities. Her early roles at Gately and DLA Piper gave her the exposure she needed, and later, she joined KPMG Law to help establish its legal offering — a move that required both entrepreneurial thinking and adaptability.
Her career was also shaped by personal challenges. A cancer diagnosis in her mid-30s forced her to reassess priorities. “It changed my mindset completely,” she says. “If anything, it made me more driven.” That experience, combined with the demands of working in corporate law, gave her a clear sense of what she wanted from her career — and what kind of leader she wanted to be.
Jenna’s reflections speak to a reality many lawyers face: the profession is demanding, and the path to senior roles rarely unfolds exactly as planned. Market conditions, missed opportunities, and personal circumstances all play a part. What matters is how you respond — whether you’re willing to adapt, keep learning, and stay focused on long-term goals.
How law firm culture is changing
One of the most significant changes Jenna has seen is the shift in law firm culture — particularly around flexibility, inclusion and work-life balance. “The profession has changed drastically since I started my training contract in 2009. Firms are more open to candidates from different backgrounds, and hybrid working has become a reality.”
She credits the pandemic with accelerating this shift. “COVID proved that flexible working is possible. That’s had a huge impact, especially for women in corporate law, where the hours can be intense.”
At her current firm, flexibility is embedded in the culture. “We’ve got team members working four-day weeks, others adjusting hours for school pick-ups. It’s about balance — and it works. It’s not just about women either. Men in my team also work flexibly to support their family commitments and childcare responsibilities.”
Jenna believes this cultural shift is essential for retaining talent. “If firms don’t offer flexibility, they’ll lose people. It’s that simple. Candidates are looking for environments that support their whole lives, not just their careers.”
Leadership through role modelling
Jenna’s leadership style is grounded in authenticity and visibility. “It’s not just about policies — it’s about behaviours. I make sure my team sees that where I can make it work around work commitments, I prioritise personal time as well as work time. Whether it’s a spin class or walking the dog, it’s in my diary and visible.”
She’s also passionate about mentoring, even if informally. “I didn’t have a mentor early on, and I wish I had. Later in my career, I had a fantastic mentor who supported me through senior promotions. Now, I try to offer that support to my team — being available, approachable, and showing that it’s possible to succeed while living a full life.”
She emphasises that leadership isn’t just about titles. “It’s about creating an environment where people feel supported, where they can see what’s possible and feel empowered to pursue it.”
Balancing career and family
As a corporate partner and mother of a young child, Jenna is honest about the juggle. “It’s not easy. My son goes to nursery five days a week, and I have the mum guilt. But my career is also important to me, and I hope he’ll look back and be proud.”
Organisation is key. “We have a shared calendar and plan weeks ahead. My firm supports hybrid working, which helps me manage both client demands and family life.”
She’s clear that flexibility should be available to everyone. “It’s not just about women. Everyone benefits from a culture that respects personal commitments. That’s how you build a sustainable workforce.”
What aspiring female Lawyers should look for
Jenna encourages women aiming for partnership to be intentional about where they work and who they work with. “Culture matters. Look for firms that support flexible working, value diverse leadership, and invest in their people.”
She also stresses the importance of mindset. “You don’t need to have it all figured out from day one. Stay curious, stay motivated, and don’t be afraid to take a different path. Your career is a long journey — and there’s more than one way to reach the top.”
Watch the interview
Author
