Diversity in the legal profession
The senior ranks of law firms, barristers’ chambers and the judiciary are still
with a disability who meet the minimum requirements. “We were doing it already, but hadn’t been effectively communicating that to students, so made an effort to proactively talk about it,” explains Samantha Hope, Shoosmiths’ graduate recruitment manager. Social mobility Bryan Cave Leighton Paisner initiated a research exercise based on the experiences, retention and progression of early careers solicitors from lower socio-economic backgrounds, led by the Bridge Group and involving eight City firms. The firm has a strong focus on attracting high-potential talent from state schools and non-Russell group universities. BAME Dechert LLP impressed the diversity judges at the 2019 LCN Awards with its commitment to recruiting candidates from a BAME background. Adopting RARE’s contextual recruitment system means that they can “understand each applicant’s achievements in the context that they have been gained” and the firm has been proactive in working with BAME initiatives, including The Law Collective, and effecting change internally through affinity groups. Aspiring Solicitors: increasing diversity through opportunities Since 2014, Aspiring Solicitors (AS) has helped diverse candidates secure over 2,000 training contracts and vacation schemes. These candidates include individuals who are: • black, Asian and minority ethnic; • socially mobile (eg, from low-income families, state school comprehensives or the first generation in their family to go to university); • disabled or with long-termhealth conditions; or • LGBT+. Historically, these successes have resulted from free one-to-one coaching and mentoring, events and bespoke legal careers
overwhelmingly dominated by one particular group of people: white, upper-class men, predominantly public school and Oxbridge educated. Although this is widely acknowledged as a problem for the profession and there has been a growing movement of change with many employers attempting to redress the balance, there is still a long way to go. The vast majority of law firms have a diversity policy in place to guide their recruitment and promotion behaviours and many use affinity groups, targets and mentors to increase diversity and inclusion. The Bar is likewise making an effort, with its ‘No Bar to the Bar’ initiative. The representation of women on both sides of the profession is also improving, with around 50% of pupils and trainees female. However, while there seems to be no problem attracting women to the law, retaining them is another matter and partners, QCs and judges are still mostly men. A number of organisations help students from underrepresented groups, including Aspiring Solicitors, PRIME, RARE, the Sutton Trust and SEO London. Many firms are also committed to making a change; all recognise the benefits to their firms of a diverse workforce. Below are some examples of best practice among firms addressing the disparities in opportunity. Gender Baker McKenzie was the first major global law firm to appoint a female head when Christine Lagarde became ‘madame chairman’. It runs many affinity groups, including BakerWomen. Disability Twice winner of the Commendation for Diversity at the LawCareers.Net (LCN) Awards, Shoosmiths has been focusing on disability access, solidifying its commitment to being a government-backed ‘Two Ticks’ employer, which means interviewing all candidates
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