About two years ago, Julie Herzog, a corporate partner at Pierson Ferdinand LLP, noticed a LinkedIn post about a dealmaker networking event. The accompanying photo showed a room filled almost entirely with men.
“I found myself getting angry,” she recalled. “I started practicing law 31 years ago, and I thought by now, things would be different.” Herzog’s practice area is mergers and acquisitions, a field with few senior women.
She didn’t stay upset for long. Instead, she reached out to the organizer, and the oversight revealed familiar dynamics: networking circles that replicate themselves, invitation lists built from existing relationships and event planning that may inadvertently disadvantage parents balancing caregiving responsibilities.
“If we don’t include women intentionally, they will be excluded,” Herzog said.
From that exchange, she determined to build a new platform. Her first event, launched in 2025, convened professionals across law, finance and private equity to expand networks and visibility for women in M&A and finance.
This year’s initiative, “Dealmaker Wisdom for 2026,” brought together senior deal professionals and junior practitioners, as well as students from the University of Denver and the University of Colorado’s law and business schools, for talks and networking. Sponsors have already committed to continuing the series next year.
Herzog views this work as part of a longer-term strategy to reshape the transactional talent pipeline.
One of her favorite takeaways from the programs has been the enthusiasm of senior women to mentor and sponsor younger professionals. That support, Herzog said, is important even when follow-up is informal. “There’s power in knowing someone is there for you and that you have access if you need it,” she said.
After students reached out to Herzog with questions following the first dealmaker program, she hosted a luncheon at her firm, and she continues to offer professional support. “What mattered just as much as their ability to ask me questions were the connections they made with each other,” she said.
Herzog has been advocating for women in M&A for decades. Early in her career, she voiced concerns to the Association for Corporate Growth about conferences dominated by all-male panels. In the years since, she has seen organizations adopt women-focused programming, networking forums and targeted mentorship initiatives. Investment banks and professional groups now regularly host women-centered events, and Herzog has observed increased participation by women at national M&A conferences and American Bar Association committee meetings.
While she welcomes that momentum, Herzog noted that fewer than 5% of deal teams include women as lead counsel.
“There is still a dearth of women on transactions,” she said, which she attributes to structural and cultural factors. Transactional practice can demand unpredictable hours and intense deadlines. “This schedule is difficult for parents, especially moms,” she said.
Herzog herself left Big Law partway through her career, she said, “because I could not see a path to having a family — to spending time with them — and being a successful lawyer.” She now practices through a firm model that offers flexibility without sacrificing partner-level practice.
Beyond representation, Herzog believes diversity strengthens dealmaking itself. In her experience, women lawyers “notice hesitation in the room or concerns that aren’t being voiced,” she said. “If those issues are addressed earlier, it can improve long-term integration and deal success.”
For younger lawyers seeking to build M&A careers, Herzog emphasized intentional, authentic networking. “If you don’t like golf, don’t feel like you have to learn golf just to network,” she said, encouraging attorneys to build connections through writing, speaking, industry groups or shared-interest events.
Junior lawyers, she said, should proactively seek feedback, track their contributions and advocate for advancement opportunities. Likewise, Herzog urged senior lawyers to ensure junior women receive credit on transactions, gain client exposure and step into leadership roles.
“Having the data and the support helps close that gap,” she said. “And we’re showing the next generation that there is a place for them in M&A.”