Meet Our 2025 Honorees

What actions can we take to inspire and empower the next generation of women leaders? 

One of the most significant ways to inspire and empower the next generation of women leaders is engage through mentorship, both as a mentor and mentee. As a mentor, providing guidance based on experience is crucial. Sharing our experience and “lessons learned” is powerful. What is equally powerful is to continue to be mentored even in the twilight of our careers. Setting the example of being a lifelong learner shows the next generation of women leaders that remaining coachable and teachable is valuable.  

Being invested in the full circle of mentorship demonstrates the power of being authentic, vulnerable, as well as sharing stories to counter the feeling of “I am alone” or “this situation is unique to me.”   

What can we do now to nurture the next generation of women leaders?  

One of the ways we raise up the next generation of women leaders is through actively reaching out to the younger generation. Simple conversations with a younger person that begin with “I see you” and “I would like to share my experiences with you” can be the beginning of a longer connection that is beneficial for both.   

How can we help to create more inclusive and equitable environments for women to grow? 

Addressing biases in everyday workplace interactions is a key place to start. Addressing them could mean having a conversation with a coworker or manager, or bringing a repeated pattern to the attention of leadership or trusted mentor. What may seem like insignificant or minor interactions, when happening repeatedly, they set up an overall biased environment. Disruption of biased activity is key.  

How do champions of equality remain consistently engaged as cultural, political, and economic norms change and shift? 

Champions of equality remain engaged throughout periods of change by acknowledging and gauging the overall impact of the change and adjusting accordingly. Meaning, change will be happening all around us and not all of it is equal in impact. We cannot give the same energy to all change—it is not sustainable. Prioritizing where we can remain consistently engaged is key to being impactful. In sum, engagement is a marathon not a sprint—plan accordingly! 

In addition, when there are patterns in change across cultural, political, and economic norms, identifying expert partners in each space will create greater synergies for equality. For example, connecting women leaders in both the healthcare and political arenas will increase engagement and advancements in women’s health care policies. You cannot be an expert in all things, but you can be creative and be the connective tissue to bring influential women together.  

What is the importance of remaining consistently engaged even when it is difficult to do?  

Consistency is important, but the level of consistency may change. There are all times in our lives that do not allow for the same quantity of engagement, but the engagement we have should be of high quality. Disconnecting completely does not lend itself to sustained change but being honest about when and how we engage during various times in our lives is key.  

What does engagement look like in particularly trying time periods? 

During particularly trying times, supporting those most affected becomes the priority. We cannot do it all, all the time, and when it feels particularly challenging, setting reasonable goals for engagement is important. In addition, speaking to trusted mentors and colleagues about our level of frustration or resentment is an effective way to learn how engagement looks for others. Confirming we are not alone in our feelings is a good place to start— connection is key.  

What actions can we take to challenge stereotypes and biases that hinder women? 

If you see something, say something. We have all heard this. Challenging stereotypes and biases requires calling out these behaviors and taking action. Acting may include personal conversations, a call for broad action across an organization, and anything in between. Acting may require a phased approach to be most effective. Regardless of approach, speaking up and out is required.  

What approaches have you seen be effective at addressing unconscious biases, challenging stereotypes, and creating a more equitable space for king women to thrive? 

Effectively addressing unconscious biases and stereotypes, and increasing equity, starts with sharing our personal experience, strength, and hope—being vulnerable and engaging others with full hearts. Whether we share our stories one to one or with a broader audience, encouraging empathy, understanding and an inclusive perspective stay with people in a deep and profound way.  

What specific advice would you give to organizations looking to accelerate their DEI initiatives? 

If organizations are looking to accelerate their DEI initiatives, at a macro level, effective approaches include embedding organizational programs that focus on areas where women have been underrepresented such as women in science (STEM) or area of specialty, such as IT, as well as programs that call for allyship between men and women.   

Ensuring that enterprise-wide training is required sends a strong message that equity is highly valued in your organization. Including DEI content in ethics and integrity training also is effective.

How can we lean on our employers, professional organizations, and others to take faster and more impactful action for women?

Companies that have transparent pay structures and mentorship programs are key to fostering a sense of fairness and support in the workplace. Leadership training and clear promotion pathways are essential for giving everyone the tools and opportunities to succeed, especially for women and other underrepresented groups. It’s so important that leadership isn’t just talking about DEI but is actively held accountable to meeting DEI goals. Regularly published DEI articles and time dedicated to discussions are a great way to keep the conversation going and ensure everyone is aligned on progress. Companies should also be focusing on belonging. Focusing on belonging goes beyond just DEI, it’s about making sure everyone feels valued and empowers them to bring the authentic selves to work. I’ve been lucky to have had various leadership training both internally and externally organized by my company. Working for a company that invests in their employees benefits everyone in the long run and is critical for career development.  

Can you share an inspiring story of women who are taking action to challenge inequality and promote inclusion and equity? 

I’ve had the privilege of working with some incredible women leaders who not only excelled in their roles but also created a powerful, inclusive culture around them. I had one leader who encouraged me to find my voice and advocated for my development, which can make all the difference in building confidence, especially in environments where that confidence might be challenged. I watched this female leader hold both internal and external partners accountable and to high standards, which is essential in driving change. It was amazing to see how those actions not only helped her rise in her career but also earned her respect from male colleagues, proving leadership and competence should be the focus, regardless of gender. Having a leader like her who was supportive and an advocate for my career development, especially as a woman, had a lasting impact on me.    

How should allies help to accelerate action for women? What role should men play in supporting women and initiatives for equality?  

Men in positions of power should actively advocate for women’s leadership and decision-making roles.  They should mentor women and help provide guidance and open doors that may otherwise be closed. Allies in leadership positions should actively support women’s growth and development by promoting engagement to ensure that women are being heard and considered for opportunities in leadership roles. It starts with listening more, active engagement, advocacy, and empowering women to speak up.    

What actions can we take to inspire and empower the next generation of women leaders?

Invest time into a mentorship program and have a thoughtful approach to pairing mentors and mentees. A mentorship program that has both opportunities for employees to request a mentor for consideration, as well as having leaders in the department suggest a mentor for teammates is critical for career development. I’ve gotten mentors who were women in senior leadership roles, and they were intentionally picked for me to help shape and foster my career development. Having an intentional pairing of mentors can encourage intentional career development and can expose new leaders to new opportunities they may not have considered. To invest in the next generation of women leaders, we need to help align them with both formal and informal mentors. The next generation of women leaders need to create their own community with other successful women and educate themselves on those leaders’ career path and the challenges they faced along the way. They must learn to advocate for themselves, and as they do that, they will gain credibility, confidence, and respect from others.  By being your own champion, building your community, and aligning yourself with successful women leaders, you will gain their support and advocacy. 

 How can we lean on our employers, professional organizations, and others to take faster and more impactful action for women? 

Can you share an inspiring story of women who are taking action to challenge inequality and promote inclusion and equity? 

How should allies help to accelerate action for women? 

What actions can we take to inspire and empower the next generation of women leaders? 

What actions can we take to inspire and empower the next generation of women leaders?

I’ve been empowered to be a full person at work. Like other women, every day I wear many hats—colleague, client, wife, daughter, mother, friend, casual acquaintance—I’m all these things. I bring my full, authentic self to work, which includes the other pieces of my whole.

To me, it's important for people coming up to see that you don't have to wear a professional hat that looks so different from the hat that you wear in your personal life. I’m the same person no matter how you define my relationship with you. I’m relatable. I’m consistent. That authenticity engenders trust.

What actions can we take to challenge stereotypes and biases that hinder women? 

When I first started out in the legal field in the early 2000s, it was understood that you didn’t show emotion. It was viewed as an exposed weakness in business. I was always expected to quietly have the answers and be ready to roll with whatever the day brought me with a near unflappable level of composure. I am happy that through the passage of time workplaces have evolved to realize that it’s an unfair expectation for anyone—let alone young women. It’s okay to have passion, humor, and use expression and your voice in the workplace.

I’m a bold person. That comes through every day. Being in the legal realm doesn't mean I have to be the muted wallflower in pencil skirts and heels every day. Having personality doesn't diminish you. I’m accepted in my expertise and leadership.

How can we lean on our employers, professional organizations, and others to take faster and more impactful action for women? 

Networking and mentorship opportunities is uniquely beneficial. Fostering a sense of community should be a keystone for any entity that seeks to positively impact working women. The power of female relationships in the workplace is profound and I have been very fortunate to have an amazing group of women as mentors—both at Celgene and now at BMS. I’ve learned something different from each one.

For me, having strong female relationships in various roles has been a huge predictor of overall career satisfaction.

How should allies help to accelerate action for women?

While I've certainly benefited from mentorship from many amazing women, I cannot discount the allyship that I've received from men as well. The allies who had the most profound impact on me were the guys who forced me to recognize my full potential whether I was comfortable with it or not. I’ve had men step on the gas on my behalf while I was still unfolding my paper map of directions to success. When you use your power to help empower, that's a gift that I don’t take for granted. On another note, the allies that show the most character are the ones that continue to champion the women that helped them create their own success as well.

How do champions of equality remain consistently engaged as cultural, political, and economic norms change and shift? 

We live in a state of perpetual adrenal fatigue these days, but it’s truly imperative that we hold ourselves to the highest level of truth in all interactions and keep our eyes focused on the bright lines of acting with integrity. I find myself gravitating to the younger generations to fill my cup and make an impact. Having strong female role models is how future women will step into their power. I certainly don’t mind being a future dragon slayer’s bellwether.

How can we lean on our employers, professional organizations, and others to take faster and more impactful action for women?

Organizations should prioritize supporting women at all levels with mentorship, coaching, pay equity, flexible working arrangements, and generous maternity and paternity packages. What sets Freshfields apart from other big law firms is its focus on supporting women, especially working mothers. The community here encourages and enables me to balance it all.

How can organizations ensure that women are equally represented in emerging roles and new opportunities within eDiscovery and information governance?

I believe organizations need a multifaceted approach to ensure equal representation of women in emerging eDiscovery roles, addressing recruitment, retention, and advancement. It's not enough to hire women if you don't mentor and support women. Organizations should foster professional development for women through mentorship programs and access to continuous learning.

How should allies help to accelerate action for women?

Our male allies play a crucial role in maintaining and championing an inclusive workplace culture. We need them to normalize work-life balance for everyone by fostering a culture where leaving work for family commitments is seen as normal. Men can also advocate for family-friendly flexibility by allowing remote work when possible and ensuring meetings aren't scheduled too early or late in the day. We must collectively recognize that productivity is about results, not hours spent in the office.

What actions can we take to inspire and empower the next generation of women leaders?

Firms can empower working mothers by actively supporting policies, culture, and behaviors that promote equity, flexibility, and career growth. I've seen firsthand how challenging it is for women to juggle motherhood and big law while maintaining their happiness and health. Too often, women leave big law roles, which threatens both talent retention and diversity, depriving firms of valuable skills, leadership, and mentorship opportunities for future generations. We need to sponsor and mentor working mothers to ensure they have access to high-visibility matters, promotions, and leadership roles. 

How can we lean on our employers, professional organizations, and others to take faster and more impactful action for women? 

I am lucky enough to have been involved in a number of groups that do this well.  The two companies I have worked for in my most recent history have a strong foundation when it comes to equality and internal groups that support such. I am also a member of a number of external groups that help support female attorneys. There is one such group on Facebook that is particularly good about sharing stories and asking for help in a supportive non-judgmental way.  

What actions can we take to challenge stereotypes and biases that hinder women? 

I have been lucky to be a part of two large organizations that have a number of DEI initiatives and truly stand behind and support them. Below are just a few such examples:  

Provide mentorship programs: Establish mentorship and sponsorship programs where women can receive guidance, support, and networking opportunities from experienced professionals in the tech industry. 

Offer flexible work arrangements: Provide options like remote work, flexible hours, and parental leave to support work-life balance, making it easier for women to pursue and stay in tech careers. 

Invest in skill development: Offer training and development programs specifically targeting women, helping them gain the skills and confidence needed to succeed in tech roles. 

Create a supportive work environment: Foster a workplace culture that values diversity and inclusion, where women feel safe, respected, and valued. Address any forms of discrimination or bias promptly. 

Highlight female role models: Promote the achievements and stories of women in tech within the organization and in public forums. This can inspire and motivate other women to pursue careers in technology. 

Can you share an inspiring story of women who are taking action to challenge inequality and promote inclusion and equity? 

I have been lucky to have strong female leadership in all my roles since entering the workforce. My first job was led by a woman who had just come over for public defense working on an incredibly high-profile murder case. She taught me how to stand my ground and look confident even when I was not. As I moved in house and into my current role, I had and continue to have strong female leaders that inspire me. I feel empowered both professionally and personally, which helps me excel in both areas of my life. I also hope to be a good role model for others in a similar position.  

How can organizations ensure that women are equally represented in emerging roles and new opportunities within eDiscovery and information governance? 

We are still coming out of an era where technology, and technology adjacent, professions are viewed as a male dominated. I believe everyone shares the responsibility to help get rid of these stereotypes.  Below are a few initiatives that I have seen in action that work. 

Promote inclusive hiring practices: Develop gender-neutral job descriptions and ensure a diverse hiring panel. Proactively recruit women from diverse backgrounds and institutions. 

Set diversity goals and track progress: Establish clear diversity and inclusion goals, regularly monitor progress, and hold leadership accountable for meeting these targets. 

Collaborate with educational institutions: Partner with schools, colleges, and universities to encourage young girls and women to pursue STEM education and careers. 

This year’s theme for International Women’s Day is “accelerate action.” What actions, both big and small, are important for women’s equality and empowerment? 

“Accelerate action” to me means being intentional in my actions and understanding the impact of those actions. In the context of women’s equality and empowerment in the workforce, it can sometimes take the form of small but deliberate steps on a day-to-day basis. Holding myself accountable in how I am supporting other women in the work environment and more actively looking for mentor and mentee opportunities has been important in my own professional growth. Working on being more transparent in areas where I know I can improve while also not shying away from areas where I know I am strong has helped me to build relationship with other women in the field as well as generally strengthen my network in the eDiscovery space. 

The most concrete actions that I have seen are networking (formal or informal) and in having frank and honest conversations on issues that we’re encountering in the eDiscovery space. Understanding the areas of education and growth that could benefit the larger community is invaluable. It can be easy to get laser focused and forget that there are other people who are grappling with the same problems that we’re experiencing.

How do champions of equality remain consistently engaged as cultural, political, and economic norms change and shift? 

Keeping yourself updated on the ever-evolving issues in the cultural, political, and economic space is imperative, and being willing to adapt to the shifting environment is key. Understanding the issues that people are wrestling with right now is crucial and becoming further educated in the space is significant. Adaptability is a core component to remaining consistent in championing equality. I’ve found that challenging myself on how former processes have been done sometimes requires revisiting and adjusting an approach to meet the current demands. 

When going through challenging times, it’s important to practice self-care, to understand the signs of potential burnout, and most importantly, to always remember to celebrate the wins (big or small)!   

What actions can we take to inspire and empower the next generation of women leaders? 

Encouraging and creating a safe, inclusive environment for women will foster growth in the next generation. It’s crucial to be honest with what has worked and what hasn’t, and to constantly assess and improve upon what types of development and leadership opportunities are available for women. 

The more we encourage this type of growth, and the more normalized the idea of strong mentorship becomes, the more empowerment we’ll see in our next generations of women leaders.

This year’s theme for International Women’s Day is “accelerate action.” What actions, both big and small, are important for women’s equality and empowerment? 

Accelerating action means recognizing and embracing the unique skills and talents women bring to this field and society. It also emphasizes the urgency in addressing systemic barriers and biases women face in both personal and professional spheres. 

What actions can we take at an individual level to make an impact? 

At an individual level, it starts with self-accountability. One must be willing to do the necessary internal work so that they are not projecting their own fears, judgment, insecurities, and doubts onto other women. One must also be willing to get comfortable being uncomfortable with embracing and learning from someone with a different background, experiences, skill sets, and perspective.  

What actions can we take collectively for bigger change?  

Set aside personal bias and welcome women with different skills, talents, and perspectives. Focus on addressing systemic barriers, creating inclusive environments, and promoting gender equity in all aspects of life. 

What concrete actions have you seen create the most significant positive change for women's advancement?  

I have seen the most significant positive change in women's advancement when women authentically support each other. This includes recommending women, speaking respectfully about them, and celebrating their courage, accomplishments, and success. Concrete actions include events for International Women's Day, advocating for workplace gender equality, supporting women-focused charities, and promoting women-owned businesses. 

How should allies help to accelerate action for women? 

Men can support gender equality by becoming allies and advocates for women. They should engage in open communication, listen to women's experiences, and offer support. Men can challenge gender-based stereotypes and biases, use gender-neutral language, and speak up against violence. Volunteering for women's organizations, participating in gender inclusion programs, and mentoring women to achieve their career goals are also important actions. By doing so, men contribute to a more inclusive and equitable environment for women. 

How do champions of equality remain consistently engaged as cultural, political, and economic norms change and shift? 

It is easy to lose hope. Self-accountability and a commitment to ongoing personal growth are crucial. These qualities help ensure that during challenging times, one can remain engaged, compassionate, and respectful. 

What does engagement look like in particularly trying time periods?  

Engagement during challenging times means showing up, demonstrating compassion and empathy, and listening with a genuine desire to learn and understand. 

What actions can we take to inspire and empower the next generation of women leaders? 

We must be willing to be vulnerable and discuss our fears, self-doubt, and feelings of unworthiness, and how we address and work through these limiting beliefs. 

How can we help to create more inclusive and equitable environments for women to grow?  

Embracing and acknowledging the diverse backgrounds, experiences, skills, and talents of women is essential for growth and innovation. By dedicating time and energy to issues that matter to women, such as professional development and work-life balance, we can create a more supportive environment. Facilitating career development, promoting diversity, and building collaborative relationships will lead to increased employee satisfaction and advancement. Establishing strong community connections and embedding equitable practices into business operations will further enhance our efforts. By increasing the representation of women and ethnically diverse employees and fostering a more inclusive culture, we can drive meaningful change and create a thriving workplace for all. 

How can organizations ensure that women are equally represented in emerging roles and new opportunities within eDiscovery and information governance? 

Organizations can start by understanding their baseline: measure and monitor their hiring and promotion statistics, especially for roles where women continue to be underrepresented, and seek to identify what barriers might be contributing to lagging representation statistics. In the fast-evolving eDiscovery space, new opportunities arise all the time—whether that’s leading AI initiatives, data analytics projects, or new tech implementations. If an organization does not foster a culture that both empowers women to see themselves as strong candidates and ensures that decision-makers view women as qualified for these roles, it risks perpetuating the status quo. My firm recognized my strengths and entrusted me to lead our eDiscovery team and involve me in strategic decisions about AI. This tangible commitment not only supports my professional growth but also affirms the firm’s belief in women’s leadership at critical points of innovation. 

What actions can we take to challenge stereotypes and biases that hinder women, especially in areas like eDiscovery and AI? 

I try to normalize tech for everyone. It’s surprising how often lawyers assume that anything AI-related must be left to a specialist with a hyper-technical background. We can challenge that by fostering a culture where no question is too basic. Part of that is demystifying AI and making it feel more human through relatable analogies—for example, I like to compare technology-assisted review to how Netflix recommends shows based on what we’ve already watched. Drawing these parallels reminds us that AI is less mysterious than it seems, which helps break down stereotypes and reduce intimidation. I love that, leading a tech-focused practice, I get to translate complex AI concepts into everyday language for colleagues and clients, showing that AI can be accessible and empowering. 

How can we lean on our employers, professional organizations, and others to take faster and more impactful action for women? 

One of the most effective ways is by insisting on concrete commitments. Organizations should set measurable goals, share their metrics, and regularly report on progress. I think we can—and should—ask our employers to be open about everything from compensation structures to how they identify talent for key projects. At my own firm, for example, I’m included in strategic discussions about how we deploy AI, which reinforces the message that women’s input is essential in shaping the future of legal technology.  

What actions can we take to inspire and empower the next generation of women leaders? 

One encouraging action is to acknowledge that career paths are rarely linear, especially in the eDiscovery space. This field is fast-evolving and often misunderstood—many lawyers shy away from it because they say it’s “too boring”! But for those who enjoy project management, leveraging technology to make processes more efficient, and tackling data challenges, being an eDiscovery professional is satisfying and rewarding. It’s not usually highlighted in law school or seen as an obvious choice for junior lawyers, but by showing how dynamic and valuable it can be, we help aspiring women leaders recognize eDiscovery as a genuine opportunity to develop expertise and exercise leadership in a rapidly changing legal landscape. My firm entrusting me to lead an eDiscovery and AI-focused team demonstrates that these paths not only exist but can help women shape the future of innovation in our industry.