When the Numbers Don’t Add Up: Why Women Enter Law, but Don’t Stay

By Kayleigh L. Summerville, Esq., The Toledo Women’s Bar Association

For more than twenty years, women have entered law school at the same rate as men, and today they consistently make up 50% or more of J.D. students nationwide. The University of Toledo College of Law reflects that trend, with the 2025 entering class being composed of 56% women. Yet this early parity does not translate into equal representation in legal practice. The question is simple: If women start law school in equal numbers, why don’t they remain in the profession at equal rates?

The answer lies less in who enters the pipeline and more in what happens after graduation.

Across the nation, women represent a smaller percentage of practicing attorneys than their law school enrollment would predict. The Ohio State Bar Association and local bar associations have long noted the same pattern visible nationwide: women leave the profession at higher rates, and those who stay are less likely to advance to leadership positions. In Toledo, although women play vital roles in firms, courts, government, and corporate counsel offices, they remain underrepresented among equity partners, managing partners, and high-level decision-makers.

Several factors continue to contribute to this disparity.

First, access to opportunities is uneven. Early-career assignments—lead cases, significant client work, trial experience—can shape entire careers. Women often report fewer of these “gateway” opportunities, making it harder to build the resume that leads to partnership or prominent roles.

Second, the demands of legal practice clash with caregiving realities. Despite growing flexibility in some workplaces, the traditional model of long hours and constant availability still disproportionately affect women, especially during the years when many are balancing young families and full workloads. This is not about lack of ambition; it’s about structures built for a different era.

Third, implicit bias continues to influence evaluations and advancement. Small assumptions—about assertiveness, availability, or leadership style—accumulate over time, shaping who is encouraged, promoted, or sponsored.

Despite these challenges, Toledo has a strong foundation for progress. The city 
has long benefited from women leaders in the judiciary, public service, and legal education—from trailblazers like the late Judge Arlene Singer to the recent appointment of Rebecca Zietlow as the first permanent woman dean of the University of Toledo College of Law. These leaders demonstrate what’s possible when women have access to opportunity and support.

So, what can be done?

Firms and institutions are increasingly focusing on structured mentorship and sponsorship, transparent evaluation criteria, flexible work policies that don’t penalize caregivers, and intentional leadership development. Local bar associations—including the Toledo Women’s Bar Association—continue to highlight these issues and create community support for women at every career stage.

Why does this matter? Because clients, courts, and communities benefit from a legal profession that reflects the people it serves. When half of law students are women, but only a fraction become partners or leaders, the profession loses both talent and perspective.

Toledo’s legal community has made meaningful strides, but the numbers remind us that the work isn’t finished. Achieving true representation isn’t just about who enters law school—it’s about creating a profession where women can build long, impactful, and sustainable careers.