The Law Society is committed to attracting the most able candidates into the legal profession and to promoting equality at all stages. Solicitors are drawn from all walks of life and around 7,000 - 8,000 qualify each year in England and Wales. A career as a solicitor is open to anyone and the Law Society is actively promoting diversity in entrants to the profession. In recent years more women than men have been qualifying as solicitors and at least 18 per cent of people qualifying have been from minority ethnic groups.
Many employers have a commitment to recruiting a diverse range of people and entry to the profession is now open to a much wider range of candidates than was traditionally the case.
People with disabilities
People who have disabilities are not excluded from the legal recruitment market and are very capable of becoming successful members of the solicitors' profession. The introduction of the Equality Act 2010 has seen the legal situation for disabled people improve. Employment is covered by the Act which means it is unlawful to discriminate against disabled people by recruitment and selection procedures. However, assumptions, attitudes and a lack of knowledge of the support that is available may see disabled people denied the opportunity to enter the legal profession.
Reasonable adjustments
The range of careers available in the solicitors' profession is diverse, different options will suit different people. It is important that you consider the key competencies required and the issues relating to disability that need to be addressed. For example, wheelchair access, working hours, or materials in alternative formats. Many of these can be easily resolved and would be considered reasonable adjustments for a firm/organisation to make under the Equality Act.
Employers and education providers must make reasonable adjustments where disabled people are placed at a substantial disadvantage. The majority of adjustments required are not costly.
Reasonable adjustments made by teaching institutions may include:
- providing study skills tuition
- provision of materials in a range of formats with a particular emphasis on the value of web-based provision.
- timetabling and room provision to suit the needs of the student.
- special arrangements for exams and assignments including extra time, provision of an amanuensis or special equipment.
Reasonable adjustments made by employers may include:
- enabling flexibility and part time working
- providing specialist equipment
- moving desks to ensure physical accessibility
- providing materials in alternative formats
- reallocating part of a job to another employee
For students in higher education, there is a non-means tested Disabled Students Allowance (DSA), which can pay for equipment, travel and non-medical helper support required (although not all students are eligible for DSA).
Employers of a disabled person can apply to the Government's Access to Work fund, which can pay for up to 100 per cent of the costs involved in supporting a disabled employee.
Applying for jobs
When applying for jobs, deciding if and when to disclose a disability can be a difficult choice. Disclosure is an individual decision as there is no legal obligation for an employee to disclose their disability unless it is likely to affect their performance to meet the requirements of the job. It becomes relevant to disclose your disability if any adjustments are required. There may be an advantage in disclosing your disability where firms are committed to equal opportunity policies that reflect non-discriminatory recruitment. Look out for the 'two ticks' disability symbol on job advertisements, this means that the employer has made a commitment to employing disabled people, you are guaranteed a job interview if you meet the minimum requirements of the job.
Carry out thorough research on your chosen area and the firm or organisation you are applying to. Capitalise on your strengths, market yourself strongly and target your application appropriately. The Lawyers with Disability Division (LDD) of the Law Society provides support for disabled would-be solicitors and solicitors.
Mature students
Employers appreciate that mature applicants bring with them a wealth of experience and prior knowledge of a diverse range of industries that can be extremely valuable for law firms and organisations. The introduction of the Equality Act 2010 makes it unlawful to discriminate against employees or job seekers on the grounds of age (actual or perceived).
It is not clear how firms define mature, certain firms may consider students to be mature if they are in their late 20s, some over 30 and others may consider over 40. The Law Society 2011 Annual Statistical Report shows that 19 per cent of the 8,402 solicitors admitted to the roll in 2010-2011 were aged 35-54. Mature students are not excluded from the legal recruitment market.
However you should undertake research into the different routes to qualification and decide which one is realistically right for you. Assess what experience you have that would be relevant, for instance; a banking, finance or business background would be of interest to commercial firms; working as a nurse or within the medical profession could benefit you if considering working at firms that undertake medical law.
Remember to consider local government and the public sector - both the Crown Prosecution Service and the Government Legal Service offer training contracts and have a positive approach to mature applicants.
Maximising your experience
As with any career, your key to achieving your aim to be a solicitor depends on how effectively you market yourself at the application stage. Use careers advisers by seeking feedback on CVs and application forms to ensure that you are presenting yourself in a positive way. It is crucial that your applications maximise your strengths and demonstrate the relevant skills and experience you have gained. Whilst academic excellence is important, employers also look for other attributes such as commitment, motivation and time management skills.
Equality of opportunity
The Law Society operates the Diversity Access Scheme to help exceptionally talented, committed people overcome social economic or personal barriers to becoming a solicitor.
There are three elements to the scheme:
- Full and partial scholarships to fund the LPC at a number of teaching institutions
- Work placements
- Mentoring support.
For further information about the application process visit the Junior Lawyers Division page on funding your studies or email diversityaccessscheme@lawsociety.org.uk.