International Women’s Day interview with Managing Partner Siân Gill

As part of International Women’s Day, Trainee Patent Attorney Francesca Suèr and Trainee Trade Mark Attorney Devyani Patel sat down with Managing Partner, Siân Gill to discuss her career in Intellectual Property at Venner Shipley. Siân highlighted the gender-based challenges she has faced and the positive change she and Venner Shipley are undertaking to support women in Intellectual Property law careers.

What led you to pursue a career in Intellectual Property Law, and how did you progress into a leadership role?

I’ve always been fascinated by technology, inventions, and understanding how things work. Initially, I thought I would become a research scientist, but I soon realised that the day-to-day reality of that career wasn’t quite what I wanted. Intellectual property (IP) law suited my inquisitive mind though, I must admit, I was quite unaware of the breadth of skills required at first. Thankfully, it turned out to be the right path for me.

As for leadership, I have always been someone who likes to get involved and make a meaningful contribution. From the outset of my career, I looked for opportunities beyond my immediate role—ways to contribute more and make a difference. In a growing and evolving environment, there were plenty of opportunities to take on further responsibilities, and that naturally led me towards leadership roles within Venner Shipley.

What gender-based challenges have you faced, or seen others face, as a woman in IP, particularly in your role as Managing Partner?

When I started out, there was a sense that I was being humoured rather than fully accepted, and I didn’t quite belong in the same way as my male colleagues. However, I believe this was largely generational, and as those older members of the profession retired, attitudes shifted.

In terms of gender balance, when I joined Venner Shipley, there were only two women in the firm — both of whom left soon after — so for a time, I was the only female attorney. That was not a deliberate decision by the firm, but rather a reflection of the small number of female applicants at the time. Over the years, we saw a steady increase in female candidates, and we now have far more gender balanced teams. On a day-to-day basis, I would not say I have felt particularly held back, but earlier on in my career, I sometimes felt at a disadvantage in environments like proceedings at the EPO. Over time, though, with experience and confidence, those feelings faded.

Becoming an accepted leader within the partnership was, at first, seen as a bit of a novelty. However, I’ve always found my voice to be heard, and my contributions valued, which has made my experience a positive one overall.

Do you think Venner Shipley’s culture is unique in its receptiveness to women in leadership, or is it reflective of the industry as a whole?

I would like to think this is part of a broader evolution within the industry. Changing attitudes are often generational, and over the past few decades, we have seen major shifts in expectations and opportunities for women across all sectors.

For example, when I was at Oxford and rowing for the university, many people didn’t even know there was a women’s boat race. We had hand-me-down kit, no sponsorship, and no proper coach—the president’s boyfriend coached us! Fast forward to today, and women’s rowing has equal billing, global TV coverage, and proper funding.

That same evolution is happening in professional industries like IP. There’s a growing appreciation for the different perspectives and leadership styles women bring, and an increasing focus on playing to individuals’ strengths rather than expecting everyone to lead in the same way.

How has being a woman shaped your career and leadership style?

Venner Shipley has always been a meritocracy where recognition is earned – I wouldn’t say I’ve experienced particular advantages or disadvantages as a woman. However, I think that leadership expectations can differ based on gender.

In my role as Managing Partner, I’ve tried to bring emotional intelligence and inclusivity to leadership. While technical and operational aspects are, of course, critical, ultimately, a firm’s success depends on its people. If your team isn’t engaged and aligned with your vision, no amount of problem-solving will achieve results. I see my role as an opportunity to bring a different, people-focused dynamic to leadership.

What positive shifts have you seen for women in IP in recent years, and how has your role contributed to this?

There are now far more women in leadership roles across the profession, which is fantastic to see. Initiatives like IP Inclusive have played a major role in creating opportunities for women (and others) to step forward and make a difference.

At Venner Shipley, we’ve also seen a steady rise in female partners and senior professionals. It’s not about positive discrimination — it’s about ensuring that opportunities exist for everyone and that women feel encouraged to take on leadership roles. The growing representation of women in senior positions naturally helps to foster an inclusive culture.

What further changes are needed to support women in IP, and how is Venner Shipley working towards them?

I’d love to see more women at the senior levels of partnership, though I fully appreciate that leadership isn’t for everyone. My focus is on ensuring that everyone has the opportunity to progress in a way that aligns with their ambitions.

Some people thrive in management roles, while others prefer to focus on client work or technical expertise. The key is to encourage ambition while respecting individual choices. I want to make sure that everyone at Venner Shipley has the opportunity to revisit their aspirations regularly — what might not feel right today could be the perfect fit in five years.

You were the first female partner and are now the first female Managing Partner at Venner Shipley. What accomplishments leading up to these achievements are you most proud of?

I’m proud of never giving up, always contributing, and always making my voice heard — even when my opinions weren’t necessarily sought! I’ve consistently looked for ways to improve the firm, support my colleagues, and help drive progress.

Do you have any non-negotiables that help you succeed in your role?

Honestly, this is something I need to work on. I have a habit of saying yes too often and not setting strict boundaries between work and personal time. Since becoming Managing Partner, the workload has been intense, but I’m actively trying to delegate more and carve out time for myself.

Flexibility is key in leadership, but I recognise the importance of setting limits — it’s a work in progress!

What advice would you give to women starting their careers in IP?

Give your all — even if you’re working reduced hours due to personal commitments, your passion and dedication will still shine through.

Don’t limit yourself either — never assume there’s a ceiling on your ambitions. You never know what opportunities might arise if you keep pushing forward.

What’s the next milestone for women at Venner Shipley, and how can we all contribute?

We’ve made incredible progress — many of our leadership roles, from HR to Marketing to Partnership Chair, are held by women. The key now is maintaining momentum.

For a long time, we were stuck at just two female partners. Now, with a more balanced leadership team, I can see a future where we continue to see women progressing all the way to Managing Partner and other key leadership positions.

It’s about ensuring that everyone — regardless of gender — feels supported, encouraged, and able to pursue the roles that suit their strengths.