WHY IS IT IMPORTANT?
Despite differences between civil law and common law systems, in most OECD countries women tend to be well represented in entry-level judicial posts. Gender parity among professional judges has been reached and surpassed in many OECD countries, with women representing on average 56% of all judges. However, women’s participation critically drops at higher levels, and gender gaps widen toward the top levels of the judiciary. Women occupy on average 59% of offices in first instance courts but only 34% of judgeships in supreme courts. It is not uncommon that a woman judge may begin working part-time following the birth of a child, Yet this may limit her access to the professional development opportunities necessary for climbing the judicial ladder, and thus undermine her success as a judge (OECD, 2014).
Leadership programmes designed specifically for women can help talented women judges advance in their organizationcreate . It is also important that male colleagues, especially in management and leadership positions, speak out in favor of such leadership trajectories. For such efforts to be effective, it is equally crucial to address policies and practices that may reinforce subtle or second-generation gender bias (e.g., patterns of behavior associated with men such as the expectation of being assertive).