Equality, diversity and inclusion

We've made a commitment to promote equality, diversity and inclusion (EDI).

Tracey Burgess is a white woman with long brown hair. She is smiling in front of a plain white background. “It is really fundamental to what we do and we’re going to need everyone’s participation and contribution to get us to where we want to be as an organisation that is truly diverse and inclusive and in which we can all thrive and take pride.”

Tracey Burgess
Operational director for people and organisational development

Our vision

Our EDI vision is to grow an organisation in which we can all thrive and take pride and where all staff feel valued, welcomed and embraced.

Advancing and embedding equality, diversity and inclusion will also help us:

  • continue to be an effective voice for our members
  • drive excellence in the profession
  • safeguard the rule of law
  • promote access to justice
  • lead the profession by example 
  • become an employer of choice for those who want to make a difference 

Our goal is to be considered an authentic and trusted critical friend that can help and support others in the profession on their EDI journey, while we continue on our own

EDI annual report

Our EDI annual report sets out the steps we took towards fulfilling this vision over 2022/23, reflecting on lessons and celebrating our collective achievements.

The report also sets out our commitments to furthering our EDI vision over the 2023/24 business year through our EDI action plan.

We set out our goals, the actions we will take to achieve them, and how we will measure progress.

Read the report to find out more.

Our employee resource groups

Our employee resource groups (ERGs) represent different groups, offer support, raise awareness, build communities and create an inclusive environment.

They're run by staff for staff, and we encourage our staff to get involved in ERG activity.

Our current ERGs are:

  • REACH – for race, ethnicity and cultural heritage
  • OutLaws – for members of the LGBTQ+ community and allies
  • Open Minds – for mental health
  • Women’s ERG – for gender equality


In employment terms, we have put in place the following measures to support our approach to diversity and inclusion:

  • we're keen to ensure that our people reflect the diversity of our society
  • we strive to make our recruitment and selection policies and procedures as accessible as possible
  • we monitor our recruitment and selection processes rigorously to see if there is any disproportionality evident in the outcomes of our processes, then develop targeted activities to address any under/over representation
  • our Disability Confident accreditation reflects our commitment to ensure that we're responsive to the needs of disabled people

As part of our monitoring processes, we request demographic information from all candidates at the application stage so that we can develop a profile of those interested in working for us.

The information you provide is:

  • treated in the strictest confidence
  • not provided to anyone involved in the shortlisting or appointment of the post
  • collated in a way that is non-attributable

This information is important in helping us to deliver our commitment to building a more inclusive organisation.

Our EDI memberships and accreditations

Our vacancies

See all vacancies at the Law Society

Contact us

If you have any questions or problems, email recruitment@lawsociety.org.uk.

Connect with us on LinkedIn

The Law Society Group is an Investors in People accredited organisation.

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