The dearth of women in commercial law firms is well documented. Like their efforts to improve social mobility – which were criticised this week by the Social Mobility and Child Poverty Commission – while firms acknowledge the problem and are concertedly trying to fix it, the results are yet to materialise.

Nowhere is the problem more acute than in transactional practices such as M&A, where long and unpredictable hours are harder to reconcile with childcare demands and work/life balance. But you don't have to look far within the corporate teams of the UK's largest law firms to find examples of women who have made it work. In our cover story this week both established and up-and-coming female partners discuss the difficulties they face, and how to overcome them.

And let's be clear, the obstacles are not just children and childcare. Many women do not have children and are as free as their male counterparts to pursue their careers. But they are still not equal. City law firms are not the old boys' clubs they once were and blatant sexism is not the issue it used to be, but there are still more hurdles for women to overcome than men, whether they have children or not.

Networking in a male-dominated environment, making their voice heard as one of only a handful of women at the table and securing the best deals or promotion opportunities are all more challenging without the support that comes from working alongside large numbers of women in similar positions. It is not surprising that one partner speaks of the loneliness associated with pursuing a career as a City partner and the sadness of seeing so many female colleagues leave the law.

Firms can do a great deal to help women – male and female mentors, a more flexible approach to working hours and the creation of a culture that recognises the differences between women and men and makes women more comfortable will all help foster a more female-friendly environment. But much will also come down to women themselves. Female lawyers need to believe that they are truly equal with men, put themselves forward more confidently and push more aggressively to advance their careers. Those women who do have children must also appreciate that it is possible to continue in a senior position – even if it is hard work.

The more positive role models firms can create of women who are doing all of the above, the easier it will be for everyone.