Disability and neurodivergence in the solicitor profession
How to join the Disabled Solicitors Network
Membership of our Disabled Solicitors Network (DSN) is open to:
- solicitors
- aspiring solicitors
- anyone else working in the profession such as D&I staff, who identifies as disabled or is interested in being an ally
You can join via your My LS account, which can be set up or accessed via our website:
- login to your account
- click the three dots in the top right-hand part of the screen
- click on account settings
- scroll to item four (diversity and inclusion interests) and add Disabled Solicitors Network
You will automatically be added to mailing lists for the DSN and our regular diversity and inclusion (D&I) update newsletter.
You will not receive notification of registration and it may be a while before you receive the first communication.
DSN advisory committee
The DSN advisory committee works with us on our disability inclusion work. We are not currently recruiting for DSN committee members.DSN LinkedIn group
You can also join our LinkedIn group where you can stay in touch with other members and keep up to date with news and events.
This does not mean you will receive our newsletter: you will need to sign up for My LS following the steps above.
Support for disabled students
Explore our guidance on becoming a solicitor as a disabled student.
This includes details on support available to you at university and for the Solicitors Qualifying Examination (SQE), through to applying for training positions and starting work.
It also explores potential funding opportunities, including:
You’ll also find information on sharing your disability whilst applying for jobs.
Unfortunately, we are unable to offer work experience or formal mentoring programmes outside the scope of the Diversity Access Scheme.
Find out more with our trusted resources for aspiring solicitors.
Ensure your employer provides the reasonable adjustments you need
Explore our guide on reasonable adjustments in organisations which:
- sets out best practice
- outlines real examples of adjustments being provided in the profession
- reminds employers of their legal obligations
- provides tips on how to implement reasonable adjustments
The guide may be helpful in discussions with your employer.
Whilst it can be scary to proactively ask for reasonable adjustments, it is hard for your employer to put in place the right measures without your input and engagement.
The first step is to ask for what you need.
Don’t worry if you’re not sure: you can still reach out to your manager and HR contact and they may be able to get third-party support and guidance for you.
Larger organisations may have a specific workplace adjustments process that you will need to follow.
If you work in a smaller organisation, the Equality and Human Rights Commission and ACAS offer guidance.
Our guidance also signposts to Citizens Advice and Access to Work, which can pay for practical support to get into or stay in work.
It is important to remember that you should not be treated any less favourably by your employer as a result of conversations about the reasonable adjustments you need.
If you have been treated like this, or have not received the reasonable adjustments to which you feel you are entitled, please read below.
What to do if you think you have experienced discrimination
We are unable to provide legal advice or carry out individual case work related to discrimination.
Depending on the nature of your issue, you may find useful information on the following pages:
- Find a Solicitor – for details of solicitors who may be able to assist
- Our careers advice – including careers clinics
- Civil Legal Advice (CLA)
- LawCare – including a helpline to provide emotional and mental health support
- Law Centres Network
- Equalities and Human Rights Commission (EHCR) – advice service for people who need advice and support on discrimination issues
What to do if you’re asked to speak at an event
Many firms and organisations host events to raise awareness around disability.
They may invite some of their disabled people to share their experiences. This may involve sharing some personal information.
Disability can be an emotive and sensitive area where people often have different zones of comfort, and so there are some points to remember.
Request a briefing call well ahead of the event
This will help you understand what the organiser wants to get out of the event and what the expectations of you are.
It also gives you an opportunity to understand the types of questions you might be asked, so you can consider how you will respond.
Think about what you are going to say ahead of time
Think about your personal boundaries and how much of your own experiences you want to share.
This will help you to keep your answers focused on the key points you wish to say, but it also prevents ‘oversharing regret’ later on.
Remember, this is your personal information.
There is no obligation to share your medical history or personal experiences if you do not feel comfortable doing so.
Everyone is an individual
If you do feel comfortable sharing your own experiences, it may be worth reminding the audience that not every disabled person or colleague will feel the same as you, or experience things in the same way.
Disabled people are not a homogenous group: individual experiences and needs will vary.
You do not have to share anything
Don’t be afraid to say if you don’t know, or don’t have the answer, or would rather not answer a question.
You can refuse to answer intrusive and inappropriate questions.
If you are concerned about what might be asked in any Q&A session, ask people to submit questions ahead of time, so you can vet these.
Another approach might be to take a complex question away to reflect on and offer to provide an answer later.
Check with colleagues
If you are speaking at an external event, speak to your PR or comms team ahead of time, so they can brief you on any sensitivities you need to be mindful of.
If you are not speaking on behalf of your firm or organisation, you may want to:
- make it clear at the start of any speaking engagement that you are speaking in your personal capacity, and
- state that all views expressed are your own and not that of the organisation you work for
Further support from the legal sector
Depending on the nature of your issue, the following may be of assistance.
These links are provided without any recommendation or liability on the part of the Law Society:
- City Disabilities
- Legal Neurodiversity Network
- Neurodiversity in Law
- Solicitors Regulation Authority guidance on your health, your career
- The Society of Visually Impaired Lawyers
If you have another question which has not been answered above, contact our Disabled Solicitors Network (DSN) or use our helplines for solicitors.
The support we offer is based on the information you give us.
Whilst we will endeavour to support and guide you, we do not offer legal advice or accept any responsibility for any liability which arises as a result of the support we provide.
Contact our Disabled Solicitors Network (DSN)
Email disabledsolicitors@lawsociety.org.uk.
Our Disabled Solicitors Network (DSN) is a network of disabled/neurodivergent people and allies within the profession, who also help shape our inclusion work.
Members of our DSN committee may be able to speak with you, subject to their availability. This would be one call for a maximum of 30 minutes.
As our DSN committee members are volunteers, unfortunately we are unable to provide follow up or ongoing support to individual network members. No formal mentoring scheme is available.
We are unable to provide legal advice or carry out individual case work.
Any information exchanged on calls with our volunteers will be treated as confidential, unless we consider there to be a safeguarding issue.
However, as a representative and membership body, we aim to influence on behalf of the whole profession, including disabled solicitors.
If we receive feedback and information, such as through enquiries, this will be used (anonymously) to provide examples to support our goals around equal access and opportunity in the profession.
Use our helplines for solicitors
Our free and confidential helplines offer practical support to solicitors and their employees on professional and personal issues.
You will find details on our helplines and further advice for solicitors and their employees, and the terms under which these answers and support are provided.
I want to know more
Innovation flourishes when people are welcomed, encouraged and supported to contribute their unique perspectives and diversity and inclusivity give firms and organisations the competitive edge they need to attract and retain the best talent.
Discover our diversity and inclusion framework to take a systematic approach and create lasting change in your firm or organisation.
Explore our guide on disability terminology and language for an explanation of terms used in these questions and elsewhere on our website.