As a South Asian, I often reflect on how far the legal profession has come in enabling people to feel they belong. We’ve made progress since the biases I experienced in the 1990s, with South Asians representing around 6% of UK solicitors (roughly 10,000 out of 162,000 (2023 SRA)).
Still, the data shows there’s more to do. While I’m pleased to see the sector mark South Asian Heritage Month, it’s also a time of reflection.
As a two-term governor of a South Asian faith school, I saw firsthand that students didn’t perceive law as accessible. From 180 Year 11 students, only 12 attended a legal careers session. One went on to study law, and another has recently secured an apprenticeship at a magic circle firm.
There’s immense pride in our shared heritage and in those South Asians who’ve become lawyers, but there’s also a quieter reality: the emotional tax many still carry.
To students, the legal profession, especially City firms, can seem distant. They lack awareness, contacts, confidence, and insights into qualification routes. Even once qualified, South Asians often find themselves code-switching, meaning they may alter accents or behaviours, dress differently, avoid cultural references, or mask parts of their identity to 'fit in' especially in firms where they do not see enough role models. This pressure, though subtle, is draining.
Many are praised for being 'professional', but often that just means being compliant. Behind that is a discomfort of not being able to show up fully as themselves. Some internalise this to the point of believing the mask is their real identity, until deeper self-awareness sets in.
Real stories I hear about include the South Asian woman hesitant to share her pregnancy news, fearing it may affect how she’s perceived and access to quality tasks. And the associate who downplays religious observances, so he doesn’t appear less committed to work. These seem like small compromises, but they undermine confidence, stifle visibility, and hamper progression.
It’s also important to challenge the myth that South Asians have it 'easier' because of strong cultural emphasis on education. While academic success is often valued, that assumption overshadows the real barriers many face. Stereotypes and narrow perceptions continue to limit opportunities.
In conversations I’ve had, South Asian lawyers frequently describe needing to work twice as hard just to be seen. The effort to feel they belong, to avoid being misunderstood, takes a toll on mental health, confidence, and sense of self. It’s no surprise that many eventually disengage or consider leaving the firm (or the profession altogether).
This emotional tax is further intensified by intergenerational expectations, stigma around mental health, and the lack of relatable South Asian role models in senior positions. I often find myself celebrating South Asian professionals on LinkedIn with disproportionate pride. It’s heartening but also a reminder that such visibility is still not the norm.
What can change?
DEI committees are embracing differences, but this must be specifically proactive without presumptions. The issue cannot be left to South Asians alone. It requires both personal commitment and systemic accountability.
South Asian professionals can:
- embrace authenticity. Notice when you feel pressure to code-switch and reframe your heritage as a strength, not a barrier.
- develop self-leadership. Seek mentors, sponsors, coaches, or colleagues, anyone who 'gets it' and get past your own discomfort. Networks like the Society of Asian Lawyers, Association of Asian Women Lawyers, and Sikh Lawyers Association offer valuable support.
- experiment with visibility. Don’t wait for others. Share cultural heritage positively and give yourself permission to be authentic at work.
Law firms can:
- co-create safe spaces for cultural identity celebrating South Asian life meaningfully, for all staff, not just symbolically.
- educate staff on bias and the dominance of non-minority norms, challenging stereotypes and assumptions.
- audit leadership metrics. Redefine what 'fit', and 'professionalism' are to ensure inclusive advancement pathways for promotion, access to work and client development initiatives.
- host 'listen and learn' sessions focused specifically on South Asian experiences, not lumped in with broader minority discussions. These insights can also help to co-create action plans (such as a more relevant promotion pathway) with the people most affected.
This isn’t just a South Asian burden. Many of us grew up navigating both British and South Asian cultures and values. But we need white and diverse allies at all levels of the legal profession to reflect, engage, and help evolve the industry. The responsibility is shared and the opportunity for both individual and business growth is huge.
Anita Gohil is a certified coach and trainer and a former lawyer. She is a committee member of the Law Society's Women Solicitors Network
