Diversity in the legal profession
has called on the profession to do more work in this area and has helped to bring this strand of diversity to the attention of law firms. In addition, twice winner of LawCareers.Net’s Commendation for Diversity, Shoosmiths, has been focusing on disability access, solidifying its commitment to being a government- backed ‘Two Ticks’ employer, which means interviewing all candidates with a disability who meet the minimum requirements. Meanwhile, in 2020 Squire Patton Boggs (UK) LLP launched its ‘Reasonable Adjustment Passport scheme’ to trainees as part of its Disability Confident Employer status. Social mobility Bryan Cave Leighton Paisner (BCLP) 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. Meanwhile, #IAmTheBar – the Bar Council’s award-winning social mobility campaign – welcomed new social mobility advocates who represent the magnitude of experience at the Bar, from growing up in the climate of Ghana’s repressive military regime to moonlighting as a cabaret artist. Ethnicity There’s lots of work happening in this area, with Pinsent Masons LLP launching a firm- wide publication called ‘Talk about Race’ which included quotes gathered during consultation with employees, along with other themes relating to race and ethnicity. A supporting film was released in 2020 that aimed to debunk the myths and stereotypes around race. Further afield, the Windrush Legal Initiative was recently relaunched to support more victims of the Windrush immigration scandal – there are eight partner law firms including BCLP, Charles Russell Speechlys LLP and White & Case LLP.
Attainment for diverse talent at the entry level of the legal profession has improved in recent years, particularly among solicitors. While the senior ranks of law firms, barristers’ chambers and the judiciary continue to be narrowly representative, increasingly public is firm affirmative action about addressing this inequality. Hiring candidates from different backgrounds is a leading objective for firms’ graduate recruitment teams and a top priority for the Bar Council. The ‘No Bar to the Bar’ initiative has been a part of efforts leading to 23% of pupils coming from Black and minority ethnic backgrounds. Gender equality is increasingly visible within the junior ranks of both sides of the profession, with more than 50% of pupils and trainees women. A number of organisations assist diverse talent aspiring to enter the legal profession. Leading these efforts are upReach, Aspiring Solicitors, PRIME, RARE, the Sutton Trust and SEO London. Below are examples of best practices among firms and diversity organisations keen to address the disparities in opportunity.
Gender The Next 100 Years project recently
launched a new film series, supported by full-service law firm Irwin Mitchell LLP, which “celebrates the diversity of successful women lawyers and shines a light on under- represented groups”. On top of this, Clyde & Co LLP’s women partners have focused on de-mystifying the route to partnership through a series of associate lunches, while Dechert LLP offers bespoke coaching to help employees prepare to become a working parent before parenthood and coaching to transition back to their roles with confidence. Disability The Legally Disabled? report highlighted the immense inequality that people with disabilities face in the workplace and beyond. The report
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