Higgs & Johnson partner, Christel Sands-Feaste, shares her story and perspective on the legal environment in the Bahamas as it pertains to gender disparities and consequential initiatives taken to support and advance women lawyers.
I. About Christel Sands-Feaste
What obstacles have you faced during your legal career related to your gender?
From an early age I was encouraged to focus on transforming obstacles into opportunities.
My grandparents and parents instilled in me an understanding that hard work and determination would lead to success irrespective of my gender.
Whilst I have encountered some gender related bias during my education and career, I have chosen to focus on advocating for solutions to eliminate those biases, rather than allowing myself to be defined or restrained by gender bias.
What do you consider your biggest success in your career thus far?
From my perspective, success is not determined by rankings or titles but by how impactful or transformational the outcome has been. I consider some of my greatest successes to be, for example, working with a team of world class professionals on the financing for a $2.5 billion project that would ultimately become the largest mixed use hospitality development in the region.
Equally as satisfying was helping an anxious person on a pro bono basis who was reluctant to prepare a will, understand the benefits of dealing with the distribution of their estate.
Did/Do you have any mentors that have helped you get to where you are? How important is mentorship to you?
Mentorship, both personally and professionally, has been a critical support system throughout my academic and professional life. While there have been so many along the way, outside of my family, there are two in particular who have been instrumental in influencing the course of my professional career. They are Peter Higgs (now retired from the firm), my supervising partner when I joined Higgs & Johnson as a student and Surinder Deal who has been my mentor in the firm from the day that I started as an Associate.
I consider a good mentor to be essential to the development of any person; they serve as a role model, sounding board, creator of opportunity and most importantly, are a trusted and honest advisor who is always reliable for honest feedback and support.
What is the most important thing you have learned in your career thus far? What is something you wish you knew earlier in your career?
That I am not defined by my career. Whilst I enjoy my work and the benefits it brings to my clients, motherhood, family, friendships and wellbeing are more important to leading a healthy and balanced life.
What advice would you give to young women looking to start a career in law?
I would advise any young woman looking to pursue a career in law to start by establishing a solid work life balance and focus on her own needs first. Personal wellbeing combined with career satisfaction is paramount.
II. About the legal environment
How do you think the legal environment in your jurisdiction has changed for women since you started your career? Do you think the profession treats genders equally?
Approximately three quarters of the attorneys in the Bahamas who are called to the Bahamas bar are women. When I started my career there were only a handful of senior female attorneys in the country who focused primarily on commercial matters. That has changed dramatically and the number of world class attorneys in the Bahamas working in the space has increased.
It is regrettable however, that it was only as recently as 2015 that the first female Queen’s Counsel was appointed in the Bahamas. I would like to see more female attorneys take silk, and see females more widely represented in the judiciary and as Attorney General.
Do you feel like women are well represented at the partner and management levels at firms within your jurisdiction?
I do think that women are well represented at the partner and management level at the larger firms in the Bahamas.
What are the most important diversity and inclusion initiatives a firm can implement?
Some of the innovative initiatives that I would like to see considered in the future are gender neutral recruitment practices and promotion selection boards so that attorneys are appointed on merit not gender. Canvassing female attorneys on how working practices could be adapted to meet female caregiving obligations would be another positive initiative. This would reflect the reality of caregiving responsibilities in the Bahamas.
What initiatives has your firm implemented to promote diversity and inclusion?
The firm is committed to advancing diversity and investing in its female attorneys and staff. Higgs & Johnson has the most female partners amongst comparable sized firms in the Bahamas, with more than half of them chairing or co-chairing practice groups. We boast of having had a female Co-Managing Partner and currently having females holding senior operational posts, including our Chief Executive Officer and Human Resource Manager. Our firm includes younger female attorneys and staff members in the management of the firm as co-chairs and participants in the management teams. We encourage and support speaking opportunities and participation in local and international conferences for our female attorneys and also provide thought leadership opportunities to promote our female attorneys. Several of our female attorneys are members of a number of professional women’s organizations including The Women’s International Shipping and Trade Association (WISTA), International Federation of Women’s Lawyers (FIDA) and the Nassau Chapter of Links Incorporated. We also recognize International Women’s Day with an annual event including female clients, attorneys and management with a renown and well-respected female in the community as a speaker.
Do you think the COVID-19 pandemic has created disproportionately greater challenges for women practitioners? If so, what?
Yes I do. It has underscored the challenges that many professional women face, for example, the challenges associated with working from home while being the primary care giver for children or relatives. It has also highlighted the need to consider more flexible work arrangements for professionals.
