Sexual harassment remains a serious issue across workplaces, and the legal profession is no exception. Meaningful action is essential to protect legal professionals and create safe, inclusive work environments. By taking steps to ensure workplaces are respectful, providing support, removing stigma and increasing awareness, the legal profession can address harassment and the harm it causes.
Understanding the issue
A National Study on the Psychological Health Determinants of Legal Professionals in Canada found that one in three female legal professionals worldwide experienced harassment. In Canada, women, Indigenous people, racialized individuals, LGBTQ2S+ lawyers, and persons with disabilities face higher rates, yet many incidents go unreported due to power imbalances, fear of retaliation or normalized workplace culture. Early-career lawyers and articled students are particularly vulnerable, with up to one-third reporting harassment and experiences that can cause significant stress and push some to leave the profession.
Support through LSBC
To address these challenges, the Law Society of BC offers confidential, voluntary support through its Equity Advisor for lawyers, articled students, law students and support staff experiencing sexual harassment, discrimination, bullying and harassment. While the role does not provide legal advice, the Equity Advisor helps individuals identify concerns, explore available options and determine a path forward based on needs and priorities.
Supporting this important work, Neeta Gill joined the Practice Advice department as a Staff Lawyer and Equity Advisor at the end of 2025. She brings a decade of experience in insurance law, estate litigation and wrongful dismissal claims, with a focus on human rights issues such as discrimination, bullying, harassment and sexual harassment. Neeta combines a compassionate, trauma-informed approach with practical guidance to help individuals navigate the personal and professional impacts of these challenges.
What firms can do
Firms play a critical role in preventing harassment and creating a safe workplace. Here are key steps legal workplaces can take:
- Implement and communicate policies: Make sure all staff are aware of policies on sexual harassment, harassment and discrimination. Firms can use the Law Society’s Code of Professional Conduct to clearly define unacceptable behaviour and set expectations for workplace conduct.
- Establish safe reporting channels: Create clear, confidential ways for staff to report concerns and make it clear that retaliation will not be tolerated. Encourage bystanders to speak up and provide guidance on how to raise issues safely.
- Promote a culture of inclusion: Foster inclusive workplaces by using our Inclusive Language Guide and encouraging open discussions about wellbeing and mental health. Support dialogue, accountability, and respect at all levels to create a positive and equitable workplace culture.
- Connect staff to resources: Ensure staff can access confidential resources, including the Law Society’s Equity Advisor and the Lawyer Wellbeing Hub, for guidance and support on harassment, discrimination and wellbeing.
By taking these steps, firms can create safer, more supportive environments where all legal professionals can thrive.
