Q&A with the Women of Rix & Kay – Janet Raeburn
- Making law easy for you -
Rix & Kay proudly celebrates International Women’s Day (8 March 2025). International Women’s Day (IWD) is celebrated annually on 8 March as a global movement toward a gender-equal world, free from bias, stereotypes, and discrimination. Sponsored by the UN since 1975, IWD highlights the need for meaningful action to drive progress
For 2025, the theme of International Women’s Day is #AccelerateAction, which calls for urgent and decisive steps to achieve gender equality. At the current rate of progress, full gender parity won’t be reached until 2158—a staggering five generations from now—according to the World Economic Forum. This stark reality underscores the importance of removing systemic barriers and biases that women continue to face, both in personal and professional spheres.
To gain insight into gender equality in the legal industry, we spoke with Janet Raeburn, a Partner at Rix & Kay. She shares her thoughts on International Women’s Day, her experiences as a woman in law, and the key changes needed to drive progress in the profession.
Q&A with Janet Raeburn: Breaking Barriers in Law
Janet is a partner at Rix & Kay and head of our Family Law team since 2021, specialising in divorce and separation matters. Starting at the firm in 2018, Janet has built a strong reputation across Sussex and Kent as a leading family lawyer. She has become a trusted figure in the region, known for her exceptional legal knowledge and dedication to her clients.
What does IWD mean to you?
IWD is a chance to celebrate and recognise everything that women have achieved, across so many different platforms, from social to political to artistic and beyond. It is a chance to reflect on how much hard work has been done already. At the same time, it is a point in the year to bring focus on just how much more there is to do, and the injustices faced by women across the world.
Since you started in the legal field, have you noticed any significant changes in how women are perceived or treated in the workplace? Are there areas that still need significant improvement?
I qualified in 2011 after having spent time working in law firms before that. Looking back, the change has been extraordinary but there is still far too much inconsistency in the treatment / perception of women across the industry. I recall a good friend got married and was told by the boss at the legal firm she worked at that no doubt her focus would no longer be on working towards partnership “just like XX” (who had just had a child). Only a few years ago, the Crown Court Service proposed extending court hours into the early evening. It had not occurred (or was not considered important) that generally it is women that provide childcare, and to extend the court hours in this way would likely create barriers to working where none had existed before. I am aware that I am lucky that where I work promotes and achieves equality. One significant improvement required is that the perception and treatment of women really depends on where you work, and the field in which you work. It needs to be consistent.
The legal sector is still heavily male-dominated. How do you think women can succeed in a male-dominated environment?
The key is to focus on how to succeed in the career / life path that you’ve chosen, and not to feel in any way that you have to change your behaviour. Support other women and, if you are able to, challenge any unacceptable behaviours that you witness. If you are not in a position to directly challenge behaviour, then raise it with your line manager.
#AccelerateAction is the theme for this year’s International Women’s Day. How do you think we can contribute to accelerating gender equality in the workplace?
It is important to evaluate existing policies and ensure their implementation promotes genuine equality. While changing individual attitudes can be difficult, well-defined policies and procedures provide a structured framework for all staff to follow. Additionally, it is important to distinguish between equality and equity. Equality involves providing the same resources and opportunities to everyone, whereas equity acknowledges that providing the exact same resources does not necessarily lead to equality. Imagine a fence with an amazing view to be seen over it. If you give everyone the same opportunity to look at the view then, with no input, only people tall enough will receive the benefit. If you give everyone the resources they need to look at the view, such as a box to stand on, then everyone can receive the benefit. If a workplace only focuses on equality-based outcomes instead of recognising that policies need to be adapted to meet individual needs, it will be difficult to accelerate gender equality. Therefore, considering what resources must be made available is also important.
What advice would you give to young women entering the legal profession today? How can they prepare for and navigate potential challenges?
To know that you are an asset, and that the legal sector has changed and will continue to change. In the legal sector and in society in general, whilst much has changed for the better, there is still much to be done. You can be part of continuing to challenge aspects of the legal sector that create difficulties. Speaking out as a newly qualified legal professional or a new employee can be difficult, so try linking with organisations, such as Women in Law, and with colleagues that can provide a support network. If there is a challenge that can be overcome by a different approach to work, a good employer will listen to you.
What would you change about the assumptions made by men of women?
This relates to society generally, but there remains an assumption amongst some of everything being fine and that ‘if it ain’t broke…”. The fact is, we live in a world dominated by the male perspective. If I could change one thing, it would be to lift discussions over equality out of the male gaze (to quote Kate Winslet!) and away from endless debates I seem to hear over and over again about a) whether or not we have equality (we don’t); and b) what about the impact on men of these changes. Entire discussions regarding the basic safety of women can be derailed by this bizarre focus on the few but loud voices that treat the whole topic as nothing more than an irrational sensitivity designed to make life difficult for men.
What can men do to help achieve equality?
Don’t take it personally and support the women around you. If you just aren’t aware of the impact of the lack of equality, take some time to look into it. This has never been a male v female fight, but rather a fight for equality over inequality and the more that support equality, the easier it will be to win.
