As National Inclusion Week begins, it is a timely reminder that inclusion is not a “nice to have” but a necessity for us all in the legal profession. Creating a culture where everyone feels they belong is essential - for law firms, SQE educators, and students alike. This article explores why inclusion should be a priority in the legal sector and gives examples to show proactive actions, initiatives and time invested EDI can make a big difference.
Why inclusion must be a priority
The legal profession is built on fairness and representation, yet students and junior lawyers from under-represented backgrounds can face additional barriers, from financial challenges to subtle biases in progression and not being able to be themselves in the workplace. Many junior lawyers have told us about the pressure they put on themselves to perform, particularly those who are from minority communities.
“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.” Farzana, Muslim Lawyers Hub
Some trainees and future solicitors are up against it before they qualify, highlighted starkly in the SQE exam statistics. Why are older, first gen university candidates not performing as well? Why are white candidates doing so much better in the exams than those from different ethnic minorities?
These challenges show that inclusion must move beyond policy statements and become embedded in our everyday practice and culture, shaping how law firms hire, train, and retain their people.
EDI initiatives are being challenged globally and locally, so redoubling our efforts has never been so important. The question is: what more can we do?
Diversity and Inclusion can improve client services
Lawyers who bring different perspectives, cultures, and lived experiences are better equipped to understand the clients they serve. They can challenge assumptions and bring creativity to problem-solving.
“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.” Maab, In-House trainee solicitor
For students, this means that individuality is an asset, not a barrier. For firms, investing in inclusion and celebrating diversity links directly to long-term success. Inclusive firms attract the widest talent pool, retain skilled lawyers for longer, and build stronger client relationships.
Some of our partners are leading the way by example:
- Reed Smith: A DE&I standard-bearer, with culture and engagement networks such as Prism, which highlights “Employees in the ‘closet’ are 70% more likely to leave a company within three years.”
- Ashfords: Promotes inclusion through an active diversity group, driving awareness of different faiths and backgrounds. They champion internal paralegals through the SQE and offer flexibility in their work and office environment
- Capsticks: Emphasises a People First approach, offering a supportive environment for internal paralegals and trainees to qualify
- Pinsent Masons Vario Group: Focus on variety and celebrate diversity throughout their client offer with a strong emphasis on work/life balance for their staff
At the College, we share this commitment. Through personalised support for each student, we aim to build confidence and motivation to succeed in the SQE exams. Scholarship schemes also help access our training and soon exam places, enabling talented individuals to become solicitors.
“For anyone considering the SQE while working, I'd stress the importance of finding a provider that offers genuine flexibility and understanding. The College of Legal Practice does exactly that. Their online format and supportive tutors have made it possible to pursue my goal of becoming a solicitor while continuing to develop my professional experience.” Carla, Scholarship Student
Voices from the profession
We have heard from many legal professionals over the years. Here are some of their experiences and advice for firms:
Mentoring and reverse mentoring schemes: “I didn’t see anyone who looked like me in the firm when I started. But having a mentor who understood my background made all the difference.”
Awareness days, celebration months do matter: “Being able to talk openly about my culture and faith at work has helped me feel like I belong. It’s not just about being hired - it’s about being heard.”
Recruitment: If you haven’t already, look at what tools are already to support recruitment. For example, Rare’s contextual recruitment system helps firms understand applicants’ backgrounds, including indicators like eligibility for free school meals or time spent in care. This system is now used by 82 UK law firms and shows that 36% of applicants are social mobility candidates.
Firms like Browne Jacobson invest in outreach in social mobility cold spots, initiatives like Faire, and accessible virtual events. Even simple changes like making recruitment events autism inclusive can have a huge impact. This guide shares with you some tips on how to create an autism-inclusive event.
Representation and progression: Whilst recruitment initiatives might improve the diversity of your future trainees, do they stay and progress?
“It’s getting more positive, but it doesn’t mean that diversity is necessarily translating through into the senior ranks. Research shows that people from lower socio-economic backgrounds take a year and a half longer to reach partnership.” Alice Kinder, Former President of Birmingham Law Society
“I’m starting to see the early shoots coming from DEI initiatives across UK universities and firms. At Weightmans, for example, I’m seeing black juniors come through, and there have also been external hires of senior lawyers from a BAME background. It’s a move in the right direction though I’m determined to be part of the change that sees the legal profession being truly representative of the UK’s legal talent.” Kristian Campbell Drummond, Solicitor, Weightmans
Culture: Your future trainees and partners can tell so much about a place from the culture they experience in insight days and vacation schemes. Do they feel this is the kind of organisation that they want work in?
“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!” La’Shaunna, Acuity Law Trainee“I don't want anyone growing up or being in the same position as I was. So it's important for me to create that inclusive environment in the legal profession.” Ramsha, NQ Solicitor
Read more advice for organisations from an event we held last year.
Best practice from The Law Society
The Law Society’s Race Equality Toolkit can be helpful as a checklist, it offers practical guidance for firms seeking to improve inclusivity:
- Data-driven decisions: Collect and analyse diversity data to identify gaps and track progress
- Blind recruitment: Remove identifying details from applications to reduce unconscious bias
- Safe spaces: Create forums for open discussion and feedback, including anonymous channels
- Retention focus: Understand why diverse talent may leave and take action to improve culture and progression pathways
- Leadership accountability: Ensure senior leaders are visibly committed to inclusion and equity
The Law Society also encourages firms to join initiatives like Legal CORE, which focuses on the retention and progression of minority ethnic talent in private practice.
Celebrating our students
Inclusion at the College is most visible in our student community. Our learners bring a wide range of perspectives and experiences. With many being first in their family to attend university, or balancing study with work and family, their resilience and determination is evident. One of the ways we support inclusivity is by celebrating these achievements and highlighting the different routes into the profession.
Looking ahead
Inclusion benefits everyone. For students, it opens doors that might otherwise remain closed. For firms, it ensures that their workforce reflects the communities they serve and strengthens client relationships. . And for the profession, it reinforces the principle that justice is best delivered when it is shaped by many voices, not just a privileged few.
As we mark National Inclusion Week, we are proud to recognise the achievements of our students, our partners and colleagues across the sector who are leading the way. At the same time, we acknowledge that there is still work to do. Now is the time for us all to act with intent, to recognise inclusion as a driver of excellence, and to ensure the profession remains open, fair and representative for generations to come.
ResourcesInclusion in the legal profession is strengthened when we share opportunities, knowledge and support. The following resources provide practical guidance, networks, and funding that can help aspiring solicitors and legal professionals at different stages of their journey.
Mentoring & Pathways into Law
Aspiring Solicitors
Provides mentoring, events, and access to leading law firms for students from underrepresented groups, including those from low-income backgrounds, ethnic minorities, and first-generation university students.
Bridging the Bar
Promotes diversity at the Bar by providing mini-pupillages, mentoring and work experience to aspiring barristers from underrepresented backgrounds.
Grow Mentoring
A free mentoring platform that connects aspiring legal professionals with experienced mentors across the legal sector. Designed to support students and early-career professionals from all backgrounds, Grow helps build confidence, knowledge, and networks.
Inspire Law Global
A social enterprise focused on empowering underrepresented aspiring lawyers through mentoring, events, and global opportunities. Inspire Law connects students with legal professionals and helps build inclusive access to the legal industry.
Legal Social Mobility Fund
Offers financial support to talented students from low-income backgrounds pursuing legal careers, helping cover essential costs like course fees and travel.
NRG Lawyers
Supports non-Russell Group students and graduates through mentoring, coaching, events, and partnerships, helping to create lasting change and better access to legal careers.
Social Mobility Foundation
Offers mentoring, internships, and skills development to high-achieving students from low-income backgrounds, helping them access competitive professions like law.
Financial Support & Scholarships
The College's SQE Scholarships: Funded places for students who would otherwise face financial barriers to training.
The College's SQE Scholarships
Birmingham Law Society Scholarships: Support for aspiring solicitors from underrepresented groups in the West Midlands.
Birmingham Law Society Scholarships
The Law Society's Diversity Access Scheme: This scheme offers funded places for aspiring solicitors. The College of Legal Practice is a member of the scheme offering a small number of fully funded places.
The Law Society Diversity Access Scheme
Recruitment & Career Development
Faire (Browne Jacobson initiative): Outreach in social mobility “cold spots” to widen access to the profession.
Rare Recruitment: Used by over 80 law firms, this tool helps employers understand candidates’ achievements in context.
Legal CORE: A collaboration of major law firms focused on improving retention and progression of minority ethnic talent.
The Law Society Race Equality Toolkit: Practical guidance and checklists for firms seeking to embed race equality in their policies and culture.
The Law Society Race Equality Toolkit
Networking & Belonging
Birmingham Black Lawyers: Events, skills sessions and a hub for Black legal professionals in the Midlands.
Black Lawyers Circle: A peer-led network offering resources, events and support for Black law students.
Black Men in Law Network: Increases visibility and support for Black men in the profession through networking and role model representation.
Black Solicitors Network: A leading organisation supporting Black lawyers at every stage of their career.
Black Women’s Law Network: Dedicated to supporting and mentoring Black women aspiring to, or working in, law.
Bristol Law Society;Provides guidance, initiatives, and support to promote equality, diversity, and inclusion across the South West legal profession.
Ethnic Solicitors South West Network: A Bristol Law Society group promoting inclusivity and representation in the South West.
Ethnic Solicitors South West Network
Ladies of Law: A UK-wide network supporting women in law through events, mentoring and community.
Muslim Lawyers Hub: A growing community of Muslim legal professionals, offering networking, advocacy and shared experiences.