By Juliana Francis
East Africa Media Group (EAMG), in partnership with Difference She Makes, convened a high-level roundtable dialogue in Lagos to address structural barriers limiting women’s advancement in the legal profession.
The event, titled “Unlocking Women’s Leadership in Law: From Visibility to Power-Rethinking Leadership Pathways in the Legal Profession,” was held on Tuesday, February 17, 2026, at Isglo Hotels in Ikoyi, Lagos State.
The closed-door dialogue brought together selected media executives and legal practitioners to examine persistent leadership disparities despite increasing female visibility within the legal sector.
Participants included media executives and legal practitioners such as Ms Kujenya S. Ajoke, Editor-in-Chief and Publisher of JKNewsmedia; Mr Olumide Iyanda, Founder and CEO of Mighty Media Plus Network Limited, publishers of QEDNG; Ms Shokunbi Yinka, Publisher and Managing Editor of Healthstyleplus Online and Publisher of SecurityNewsAlert.com, Ms Juliana Francis.
Others were Mrs Oyinkansola Badejo-Okunsanya, SAN, Partner at Africa Law Practice & Co; Mrs Chinyere Okororcha, Founder of Heels & Ladder, former Chair of the NBA Women Forum and Partner at Jackson Etti & Edu; Mr Agbada S. Agbada, Senior Associate at Aluko & Oyebode; Mr Stephen Azubuike, Partner at Infusion Lawyers; Mrs Uchenna Ogunedo-Akingbade, Chairman of the NBA Lagos Branch and Partner at Sunesis DLP; and Mrs Oluwatoyin Asada, Partner at Sunesis DLP.
According to the organisers, the forum was designed as a trust-based engagement space rather than a conventional public panel. This allowed participants to critically assess institutional cultures, informal power dynamics, and media narratives shaping leadership opportunities for women in the legal profession.
Founder and Chief Executive Officer of East Africa Media Group, Eugene Anangwe, said the initiative aims to shift the conversation from celebrating individual achievements to interrogating systemic obstacles that hinder sustainable progress for women professionals.
Discussions during the session focused on identifying gaps in media representation, institutional reforms needed to support women’s career progression, and strategic leverage points for strengthening female leadership pipelines within the legal profession.
Participants noted that female lawyers often face disadvantages driven by societal beliefs and cultural expectations. Issues such as patriarchy, stereotypes, and early social conditioning of the girl child were identified as factors hindering their progress.
Okororcha argued that, to some extent, the advancement of female lawyers should not be seen solely as a gender issue but as one that requires institutional attention from the Nigerian Bar Association. Sexual harassment in workplaces, which many female lawyers reportedly experience, was also highlighted as a major concern.
Agbada recounted the experience of a female colleague who left legal practice due to sexual harassment. Other challenges discussed included the psychological impact of disrespectful treatment by some judges and male colleagues who assume intellectual superiority over female lawyers.
He stressed that gender does not determine professional competence, noting that his wife, also a lawyer, has more litigation experience than he does. Participants further observed that male lawyers often receive more opportunities for career advancement than their female counterparts.
Proposed solutions included encouraging law firms to establish support systems that help female lawyers balance professional and domestic responsibilities. Participants also emphasised the importance of training and mentorship programmes for women, as well as ensuring that female lawyers are given equal opportunities to appear in court rather than being confined to office roles.
The dialogue underscored the need for deliberate structures, systems, and policies to promote women into leadership positions. One participant noted the absence of formal policies or legislation specifically supporting women, aside from the federal character principle in employment.
Okororcha also recalled her organisation’s efforts to develop sexual harassment policies within law firms, though she expressed uncertainty about their level of implementation. Participants further agreed that the media and judiciary need to collaborate to advance female lawyers into leadership roles.
According to the organisers, outcomes from the dialogue are expected to inform future advocacy, media framing, and institutional policy recommendations aimed at promoting equitable leadership structures within the legal and governance sectors.
