The legal landscape of 2025 is a very different one to that of twenty years ago. With our increasingly digital world, a growth in widening participation initiatives and increased access to online networking, it would seem opportunities are growing for all. Is this the case in reality, though? Today we’re talking with three trainees from ethnically diverse backgrounds to explore their experiences of navigating the legal sphere.
Thank you to Farzana Abdullah, Trainee, Clyde & Co and Founder of Muslim Lawyers Hub, La'Shaunna Williamson, Trainee, Acuity Law, Mentor, Association of Caribbean Lawyers and EDI Officer, Cardiff & South Wales, JLD, and Maab Saifeldin, In-house Trainee Solicitor & EDI advocate for your contributions to this piece.
How did you find your background affected your access to getting a training contract?
La’Shaunna: “So as a first generation student going into higher education, I lacked a network who could point out important things to know. I remember logging on to LinkedIn in my first year of university to find out that someone on my course had already accessed a vacation scheme in a magic circle firm! I didn’t even know I could apply yet! I made sure to do that in my second year.
I was mindful when looking for vacation schemes about what I wanted out of a scheme, as much as what they wanted from me. I was really clear on what kind of culture I wanted to be a part of. Acuity Law really impressed me - I did four schemes that year, and found that they had such an inclusive culture - hence why I’m there still!”
Farzana: “One of the challenges in my journey to getting a contract was just not seeing myself represented at all. I’m very visibly Muslim, and I couldn’t see many other women in Hijab, for example. For me, it reinforced comments I’d had early on that I wouldn’t be able to get a legal career. I think that’s why I put such a huge amount of effort into getting here.
I’ll be honest, the first piece of advice I got as a Muslim woman was that I’d need to work twice as hard as more traditional applicants. So I attended insight events, got involved in everything I could inside and outside of university and made sure to hold onto every connection I found along the way. As a first generation student I didn’t have the connections other students may have, so I made sure to make use of every opportunity I could.
I did find that my ethnicity helped me stand out in interviews. As a diverse person you offer a different perspective on navigating the world than the classic candidate going into a law firm. I’ve used that as a strength to show I add something new to the firms I applied for. I’d say, if you can find them, seek out a mentor who has a similar lived experience as you. Learn from them and find out how they’ve accessed opportunities.”
How have you found your experience so far in training?
La’Shaunna: “In Wales, where I work at Acuity Law, the firms are not very diverse - although Acuity puts a lot of effort into DEI work. Saying this, it’s still been hard trying to find a mentor that has the same background as me.”
Maab: “So my experience has been 90% positive across the firms I’ve worked in. The firm I now work for have been great. My prayer needs are well respected, and I’ve even found I’ve got some great advice from non-Muslim supervisors who have helped me navigate my faith needs within the legal sphere. For example, I don’t shake hands, and my manager suggested I put my hand up to wave ‘hello’ when I’m offered a handshake instead of putting my hand on my chest and saying ‘I don’t shake hands’ - it’s a more polite rejection, I think!
I will be honest and share that I did have one negative experience. In an old firm, which I actually left due to this issue, my prayer requirements were respected at first. I was given time and a room to pray in, three times a day. Then one day, I went in, and I was told that this was no longer permitted, with no warning at all. Their reasoning was that it could affect the business needs and that everyone could start requesting prayer time, and that there wasn’t any room anymore (and I knew the latter simply was not true - we had a huge amount of unused space). As this was so abrupt, and no effort was made to resolve things, I decided to leave.”
Farzana: “I’ve found that my diversity has been very welcomed and supported. One initial challenge I had to navigate was how alcohol related events were often the go-to for social activities at my firm. I found it great, though, that when I said I couldn’t attend, my firm started planning non alcoholic events too, at lunch time, so that I could still socialise with my colleagues. There’s also a prayer space in place at my firm which was here when I started, while fasting over Ramadan was respected too, especially when there were social events (food was put aside for me to eat during my fast break which was great).
I’ve also found my colleagues are really receptive to learning more about my culture. I ran an Islamophobia awareness event and it had a really big uptake. I even found that those who couldn’t attend contacted me to let me know they wouldn’t be there and why, which I really appreciated.”
How does your background affect your advocacy?
La’Shaunna: “I work in commercial litigation, so I don’t meet many people with my background at the moment. However, in my voluntary work and experiences at university my empathy really came through. For example, my work with Support Through Court was focused on supporting clients who can’t afford legal help. My father died in a road traffic collision when I was 9, and I was raised by a single mum - so I appreciate how hard a lower economic upbringing can be.”
Maab: “I find that I’m very empathetic and open-minded because of my experiences. As an asylum seeker and refugee, I see the world in a different way. I remember a client apologising for not speaking English - and I just see them as family. I know what it feels like to be in their position.”
Farzana: “My background really helps me when we have a client that needs support in Urdu. Equally I can liaise directly with Urdu speaking witnesses. I’m also a good advocate for sharing Muslim festivals and practices where these apply to employee liaison - such as providing support for employers who want to better understand how they can help employees during Ramadan.
Have you experienced discrimination when becoming a lawyer?
La’Shaunna: “I think anyone would be hard pressed to say discrimination doesn’t exist in the legal sphere, like any industry.
An example for me in law would be judgement over my hair. Unconscious bias is everywhere - we all experience it - and I find people treat me in different ways depending on how I’m wearing my hair that day. If I have it straight, curly, afro, I’ll see people act differently.
I also think your personal background can impact whether someone thinks you’re relatable, whether consciously or unconsciously. For example, in one interview two males interviewed me and their feedback was that I didn’t let my personality shine through. Someone’s perception of personality, in my opinion, is so subjective, and very dependent on the content of a person’s conversation and whether someone feels they can relate with you on a personal level. I didn’t talk about their interests, and we didn’t have a shared experience of life. I did come away wondering whether if we had had that similarity, whether my ‘personality’ would have ‘shone through’ more - whether they were being intentional or not.”
Farazana: “Biases exist, it’s impossible to say they don’t. I know people who took their hijabs off for interview, and were successful, when they’d been unsuccessful when wearing their hijab. It’s all about finding the right firm for you. Go and see the firm, speak to people that work there - that look like you, if you can, and find out what the culture is.”
Thank you to Farzana, La’Shaunna and Maab for their contributions. If you would like to hear more from these three trainees, watch the recording of the virtual panel session.
Whether you're studying, training or looking for your first legal role, these communities offer guidance, opportunity and connection:
The College of Legal Practice Access to Law hub provides a wealth of resources and signposting for diversity initiatives, funding and more.
Birmingham Black Lawyers offers events, skills sessions and a community hub for Black legal professionals in the Midlands. Ideal if you’re starting out or looking to grow your legal network
Black Lawyers Circle, created for and by Black law students, the Black Lawyers Circle provides resources, events and peer support, helping you feel seen, heard and empowered throughout your legal journey
Black Men in Law Network works to increase visibility and support for Black men in the legal sector, offering networking events, community-building and role model representation
The Black Solicitors Network supports Black lawyers across all stages of their careers. From QWE advice to networking opportunities and mentoring, they’re a leading voice in the profession
The Black Women’s Law Network champions Black women aspiring to or working in law, creating space for mentoring, skill-sharing and meaningful career conversations
The Ethnic Solicitors South West Network (part of Bristol Law Society) creates a space for ethnic minority legal professionals to share experiences, grow networks and promote inclusivity across the region
Ethnic Solicitors South West Network
Ladies of Law is a network for women in law, providing events, community and support for aspiring and qualified legal professionals across the UK.