Ira Eddymurthy talks about her experience starting a law firm founded entirely by women and the importance of diversity, retention, and the ability to adapt.
Chapter: Retaining female talent
About: Ira Eddymurthy is Indonesia’s leading lawyer, recognized for her work in corporate law, mergers, and acquisitions. She is one of four female founding partners of SSEK, a highly regarded law firm in Indonesia.
What drove you to build a law firm with all female founders?
The fact that all four founders were female was unintentional. The four of us knew each other from another law firm before we established SSEK in 1992. Back then, most law firms, especially those involved in litigation, were dominated by males.
“The biggest challenge we encountered was social perceptions that women should not be lawyers or even have a career in general. However, we supported each other and benefited from mentorship from others who believed in us.”
It was a long journey for us to start the firm. Though I am the only one of the four still at SSEK (one recently passed away, and the other two have retired), it is gratifying to see strong moves toward gender equality and that the number of women partners in law firms continues to rise.
What has been your strategy to retaining diverse talent?
We strive to build a work environment that is like a second family. We create a strong sense of kinship and a culture where people are treated well and where they know they can talk about both work challenges and family problems. This has been particularly important during the pandemic when there’s been a greater need for everyone to care for their family, especially when working from home.
“We are very flexible when an employee becomes a parent as we understand that this time of life can be tough. This might mean working fewer hours or being supported in other ways. For women taking leave at this time, we keep in touch and ensure they know they will always be welcomed back.”
At the same time, we invest in their careers and offer scholarships for top performers to enable them to deepen their knowledge, explore opportunities, consider innovation, and grow as individuals.
“My view is that balance is not something that can be forced. I think that someone’s performance, not their gender or background, is most important"
Whoever performs and devotes themselves to the firm will be valued, especially if they connect with culture and teamwork. Those who are deserving will be promoted.
How important is it for organizations to adapt to the new normal to retain talent?
To move forward, we must evolve. We can’t adapt if we act like dinosaurs. To make change more dynamic, we need to collaborate with younger generations.
“Being smart is not enough to make you a good lawyer or become a key part of an organization. Soft skills are vital to our ability to adapt.”
It’s not just about numbers; it’s about culture and teamwork. This is important both for the firm’s future and for the future of young people, so we offer training for our newer staff. Having a positive attitude and good values, caring about each other, and being able to work as a team as well as respecting other people is important for the firm, the future of the nation, and humanity.
What sort of mindset do you have as a leader?
As a leader, I always take time to reflect on myself. Leaders should ask themselves, “Siapa saya?” (“Who am I?”). Leaders shouldn’t dictate but provide guidance and lead by example. These abilities come with experience.
“I want to be active in helping others become successful leaders.”
If I can contribute to someone’s growth, I will. I am glad to be part of their journey toward growth and becoming a leader. That’s what brings me happiness.
What else do you do to promote diversity and belonging?
As a team, we often gather around food. We celebrate events, anniversaries, awards, and achievements.
“We are more than a place of work. We care about each other.”
We have a sense of community where there is no difference between a lawyer and another staff member. Everyone helps each other, both at work and outside of work.
This interview is dedicated to Ibu Dyah Soewito, a co-founder of SSEK who passed away on 5 August 2021.
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