This year, the Law Society will welcome its fourth woman president. As of 2010, 45.8% of solicitors with practising certificates were women - a figure that has nearly doubled in 10 years. In fact, many senior and influential figures in the legal profession are women and we continue to drive change, make our presence felt and adapt to the constant challenges of these demanding times. Extensive research has shown that women are as ambitious as men, make great leaders and are passionate about what they do.

So why are more of us not becoming partners? Why are we consistently earning less than our male colleagues? You would expect the effect of greater numbers of women entering the profession to take a few years to make an impact at the top, but this still does not explain the huge disparity. You would expect more gender diversity, particularly in the large firms.

Currently, just 21% of partners in private practice law firms in England and Wales are women. Something very odd is happening to the trajectory of women’s careers between admission to the roll and the most senior levels that either prevents, or dissuades us from going to the very top.

A Law Society study in conjunction with the Association of Women Solicitors revealed that ‘organisational culture, outdated perceptions of women, resistance to contemporary management practices such as flexible working, and perceptions of client expectations meant the legal sector was still very male-dominated, causing real issues for the retention and advancement of top female talent’.

The survey is pretty damning, with women solicitors who did achieve partner or senior status reporting they did so at the expense of personal and family relationships. It’s no secret - or surprise - that making partner is a tough road, regardless of your gender. But I think the profession can learn to accommodate those who have ‘extra-curricular’ commitments; otherwise firms of all sizes will lose out on some very talented people in whom they have invested both time and money.

With its flexible working protocol, launched late last year, the Law Society provides a compelling business case for flexible working. This isn’t just a ‘woman’s thing’. These practices will allow many lawyers to achieve that fabled work-life balance, without compromising results for firms.

While law is undeniably an extremely demanding, time-consuming career and for anyone, and getting to the top requires a great deal of sacrifice, I am confident the profession can work towards disabusing the notion that you need people at their desks 24/7 for them to do a good job. I think the profession - and the City - will evolve to accommodate a more diverse workforce. It makes eminent economic sense.

In a fortnight, hundreds of successful women lawyers from around the world will meet at the International Women in Law Summit on 8 March at the Law Society, where I am among the keynote speakers. I hope this will be a great opportunity to debate in depth the key issues that are slowing down women’s progress. The theme of the event is ‘setting the agenda for change’ and I am confident, with the wealth of talent and strong voices among us, that this will be achieved at a faster pace.

As the second female president of the Law Society, the progress of women in the profession is a subject very close to my heart. This International Summit promises a unique opportunity to discuss and respond to the key issues that are slowing down the current progress of women, and to work together to set a new agenda for change.

A pre-summit networking dinner will take place on 7 March. Call the Law Society on 020 7222 2525 for more information.

Fiona Woolf is a consultant at CMS Cameron McKenna specialising in energy and infrastructure reforms and projects. She was awarded a CBE for her work on electricity reforms and has advised over 25 governments on reform, strategy and privatisation. She was president of the Law Society in 2006/07