Women in IP Careers Guidance Group Event: Is There a Secret to Climbing the Ladder?

Last week, alongside IP Inclusive, Mewburn hosted the Women in IP Careers Guidance Group event, where professionals from across the IP sector came together to explore an important question: Is there a secret to climbing the ladder?

While there may not be a single solution, the discussion highlighted a collective desire to make career progression clearer, fairer and better supported across the profession.

The evening began with findings from the 2025 career progression survey, before participants moved into round‑table discussions. The mix of firms and roles created a rich exchange of perspectives, touching on everything from promotion pathways to flexible working and alternative routes to seniority.

One of the strongest themes of the night was the recognition that many careers are genuinely non‑linear. Attendees shared experiences involving sidesteps, pauses, restarts and re‑evaluations, whether due to parental leave, caring responsibilities, health, sabbaticals or simply taking time to consider the next step. These moments were often described not as setbacks but as opportunities that ultimately led to greater clarity and purpose.

Across both the survey and the conversations in the room, several themes emerged:

• Transparency

Many firms still lack clear, accessible promotion criteria. Even where frameworks exist, they are not always widely communicated, making it difficult for individuals to understand expectations or plan for progression.

• Inconsistent support

Access to mentoring, sponsorship and structured development varies significantly. In many cases, individuals must actively seek out champions and guidance, rather than having these mechanisms built into career development processes.

• Assumptions of linearity

A number of promotion structures still assume an uninterrupted, full‑time career trajectory, despite the reality that many professionals progress through more flexible or adaptive paths.

• Encouraging Developments

Amid these challenges, the group also highlighted positive examples. Apprenticeship schemes and development opportunities for paralegals were noted as particularly effective. It was encouraging to hear Mewburn cited as a firm demonstrating strong practice in several areas, including transparency, flexibility and support for varied career journeys.

Overall, the discussion reflected a growing commitment across the sector to create career structures that are more inclusive, more adaptable and more reflective of real life. Two messages resonated across the event:

1. Have the conversations: Open dialogue remains essential. Being clear about aspirations, timelines and needs can help individuals navigate progression more effectively.

2. Take ownership of career direction: Progression looks different for everyone. Understanding what matters at each stage, personally and professionally, is key to defining what success looks like.