How firms can support lawyers from less advantaged backgrounds

Over the last month, universities across the country have welcomed thousands of new students beginning law degrees that they hope will be the start of a journey towards a fulfilling career in the legal profession. Many will be the first in their family to go to university and will come from backgrounds generally not well represented in law firms that still remain dominated by those from more privileged backgrounds. 

For those students, one challenge they are likely to face is navigating the social norms that are still part of working in the legal or other professional industries. As a Black British lawyer of Jamaican heritage, raised by a single mother in social housing, and as a law lecturer at Anglia Ruskin where over half of the students are from households where their parents did not attend university, I know it can be tough.

Unlike their peers, they will have to learn to navigate what others take for granted. It can start with little things like dress code or small talk. Some of our students have never had to own a suit until it is needed for an assessment or work experience opportunity or they may struggle to fit in when it comes to small talk, such as the language used, mannerisms and even down to discussing extra-curricular activities they may never have engaged with such as tennis, rugby, skiing or running (for fun!).

While ensuring my students understand the realities of entering the law, I also want them to know that bringing their own character, perspectives and experiences to the workplace can be a huge benefit to themselves and their employers. What I say to my students is think about what you bring to the workplace, not what you don’t. They need to be confident in that.

When they step out into the world of work, I want to see their colleagues and employers taking the same approach and thinking more about social inclusion. Those starting out in the law should not need to change who they are or work harder to prove why they deserve to be there. For many people with particular characteristics relating to race, disability or gender, we spend much of our lives trying to assimilate and not stand out because of that characteristic. We just want others to recognise that those characteristics are normal - just another way of being. Sometimes we make ourselves invisible, shying away from discussions, events or opportunities. Instead, aspiring lawyers should realise that they already have peoples’ attention and use that platform to show they belong.

It’s all very well having diversity targets but you need to be mindful that hitting the target isn’t the goal, it’s the starting point. Too many new recruits still find themselves grappling the social norms of working in a law firm and firms could do much better at welcoming all social classes and backgrounds. That starts with leadership creating an inclusive culture.

Organisations, like people, like to stay in their comfort zone and be around familiarity. Culture is created at an individual level and is a shared responsibility - everyone is accountable, but it needs to start at the top. As I have navigated between various social and professional contexts, in my experience, professionalism seems to lean towards conforming to a culture based on white middle class standards, which comes more naturally to others. I’ve encountered situations where I’ve felt compelled to tone down my behaviour, alter my hairstyle and even modify my music preferences to 'fit in'. I have even been ignored in environments until the ignorer realised I grew up in Cambridge, this fact was obviously more important than my being. This is made more difficult when you come from an interdependent culture and the professional culture is based on independence and individual success. Such professional environments can inadvertently supress the unique personalities of individuals from diverse backgrounds. It creates a conflict between choosing to be myself and choosing to ‘succeed’.

To become more inclusive, organisations should think about why members of their team believe they cannot be themselves in the office or have to work harder than others, then seek to address that. It may mean reflecting on its workplace culture and how it defines what it means to ‘fit in’ or be 'professional'. Organisations should actively demonstrate open-mindedness, encourage inclusivity and embrace diversity as this will make for a more interesting and welcome place to work.

We want people from all backgrounds to thrive once they qualify and carve out careers for themselves – taking advantage of all the opportunities that are on offer. Educators can help aspiring lawyers to prepare for the world of work but employers must play their part in creating the inclusive and supportive culture needed to make that happen.

Alicia Virtue is head of law at Anglia Ruskin University