Diversity reports
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During the end of 2009 and in the first half of 2010 the Law Society undertook three separate surveys in order to understand the issues and barriers faced by some groups within the legal sector. The similarity of experience is striking which is why we have chosen to publish them together. The surveys covered:
- black and minority ethnic (BME) solicitors
- lesbian, gay and bisexual (LGB) solicitors, and
- women solicitors.
The LGB survey was carried out in partnership with the Interlaw Diversity Forum and the women's survey was carried out in conjunction with Association of Women Solicitors
Ethnic diversity in law firms — understanding the barriers
The survey of BME solicitors highlighted a need for better information prior to qualifying as a solicitor to enable those interested in being a lawyer to understand 'hidden' criteria such as activities outside of formal education that employers find attractive and to understand the importance of choosing a specialism.
Read the BME solicitors survey report
The career experience of LGB solicitors
The survey of LGB solicitors revealed that statements of openness often lapsed in reality and respondents cited difficulties in bringing LGB partners to social events where other members of the firm would normally bring along partners. The respondents clearly detailed how visible senior LGB role models within a firm help to tackle discrimination and the fear of being discriminated against.
Read the LGB solicitors survey report
Obstacles and barriers to the career development of woman solicitors
The survey of women solicitors conducted during March 2010 revealed that organisational culture, outdated perceptions of women, resistance to contemporary management practices such as flexible working, and perceptions of client expectations meant the legal sector was still very male dominated, causing real issues for the retention and advancement of top female talent.
Read the women solicitors survey results
Overview of findings
Although the reports highlight a number of issues specific to each group there are also a number of themes running across all three reports which highlight the need to address issues around equality and diversity more broadly within the legal sector. The reports highlight the clear need for visible role models, mentors and coaches at senior levels within firms to provide the confidence to pursue, and the ability to successfully navigate obstacles to career development. Law practices need to address the barriers highlighted if they are to realise the full potential of their workforces.
The findings also highlight the key role the Law Society plays in being an agent for change, supporting law practices in addressing the lack of clarity and transparency in success measures; pay and remuneration criteria; pushing members to adopt more inclusive management practices and empowering individual solicitors through workshops; training; and reporting mechanisms around discriminatory practices.
The reports find, that while much has improved in the legal sector for LGB, women and BME solicitors, there remains a pressing need to address fundamental inequalities inherent in the current career path structure of the legal sector.
Career barriers action plan 2012
The Law Society has reviewed the findings of the three pieces of research and has produced an action plan that outlines the steps the Law Society will take in partnership with the profession to help address the barriers highlighted by the research.
Download the career barriers action plan 2012 (PDF 154kb)
Action areas
Respondents to the survey challenged the Law Society to take action in several key areas.- Do more to promote inclusive practices in the sector
- Provide mechanisms to enable people to challenge discrimination
- Play a lead role in challenging the current culture, especially in regard to management practices and perceptions of '24/7' client expectations
- Provide information on, support and promote the use of positive action, mentors and coaches
- Encourage the collection of better diversity monitoring data to provide an impetus for change
- Provide written guidelines on effective diversity management and contemporary people management practices
- Provide training and workshops in equality and diversity as well as developing professional skills