Diversity and inclusion must remain at forefront of profession’s agenda

The legal profession has historically seen imbalances in representation in race, class and gender, which calls for proactive measures to enhance diversity and inclusion (D&I).

Despite some strides, certain groups, such as Black, Asian and minority ethnic communities and women, continue to be underrepresented in various tiers of the legal sector. Individuals from working-class backgrounds also face unique obstacles in pursuing and advancing their careers in law.

Enhancing the representation of Black, Asian and minority ethnic groups

In England and Wales, 18% of the population is Black, Asian mixed or other ethnic group, while 18% of solicitors belong to ethnic minority backgrounds.

As we ascend the career ladder, 7% of partners in the largest firms with more than 50 partners and 9% in firms with 10 to 50 partners are from Black, Asian, and minority ethnic backgrounds.

We must address the barriers that hinder attraction, recruitment and progression for Black, Asian and minority ethnic legal professionals.

To understand the factors contributing to underrepresentation, it is vital to recognise the educational disparities faced by Black, Asian and minority ethnic students.

In 2021, the Solicitors Regulation Authority (SRA) asked the University of Exeter’s Schools of Law and Business to examine what causes different levels of attainment for ethnic groups in professional assessments.

In June this year, it published Phase One of its report, finding that the availability of support in education and work for minority groups and a students’ life circumstances, such as families’ socioeconomic status and neighbourhood, influenced exam outcomes positively and/or negatively to varying degrees.

Once in the profession, Black, Asian and minority ethnic legal professionals have reported discrimination and microaggressions by their colleagues. These negative encounters can hinder career progression and development.

Accessing influential social networks can also be a challenge for ethnic minority solicitors and could also impact their career growth.

Fostering an inclusive workplace culture that values diversity and actively combats racism is pivotal for promoting talent retention and advancement. Providing mentorship programmes and creating networking opportunities can also help bridge this gap and allow ethnic minority lawyers to build connections and access valuable resources.

Inclusion for everyone

The legal sector has taken steps to widen access for everyone, but individuals from working-class and low-income backgrounds remain underrepresented, especially at senior levels.

Financial constraints play a significant role in discouraging individuals from lower-income backgrounds from pursuing legal education and training.

High university fees, living expenses and the cost of paying to qualify create substantial financial burdens.

Moreover, unpaid internships and inadequately remunerated mini pupillages exclude talented students without family support.

Efforts should be made to address these financial barriers and ensure that individuals from all backgrounds have equal opportunities to pursue legal careers.

Reevaluating recruitment practices to focus on skills and potential rather than relying on academic credentials can open doors for individuals from diverse backgrounds, while work experience, mentoring and training can help level the playing field and promote diversity at all levels.

Career advice

The Law Society has a range of resources which are useful for aspiring solicitors wanting to enter the profession.

Our career advice webpage offers guidance on career choices, including information on changing career and returning after a career break.

We also offer free career clinics which can help solicitors get advice from a qualified careers consultant.

The UK legal profession has made progress in addressing D&I issues, but there is much more work to be done.

By recognising and dismantling barriers related to race, class and gender, the legal sector can become a more vibrant and inclusive profession.

Efforts to foster diverse talent, provide equal opportunities and creating an environment of fairness and respect will not only benefit legal professionals but also contribute to a more just and representative society.

The commitment to D&I must remain at the forefront of the legal profession’s agenda to build a brighter and more equitable future for all.

 

Shaheen Mamun is a Law Society social mobility ambassador, a member of the equality, diversity and inclusion committee and director of Black Antelope Law