Equality, diversity and inclusion – a new strategy for meaningful change in the solicitor profession

What we’re doing

Our new EDI strategy is about turning our ambition into action. It will focus on achieving greater impact and outcomes.

It’s built to deliver meaningful, lasting change to support and advocate for our members. We will:

1. Strengthen diversity in senior leadership

• Support more people from underrepresented backgrounds to progress and thrive at every stage of their careers
• Focus on increasing women, disabled, minority ethnic, LGBTQ+ leaders, and socio-economic diversity

2. Support disabled solicitors

• Tackle the persistent structural, cultural and intersectional barriers faced by disabled students and solicitors to join, remain and progress to leadership in the profession

3. Build more inclusive workplace cultures

• Support organisations to build inclusive environments where solicitors thrive without discrimination, harassment or burnout

The society we serve has evolved and diversified since we were founded 200 years ago and so must our profession.

It’s vital that people from all backgrounds have the opportunity to join the profession and succeed as solicitors because, like you, we believe that a diverse and inclusive profession is resilient and impactful.

Alongside our members, we will:

• conduct impactful research to provide insights for action
• develop best practice guidance and practical resources with our members for firms and in-house teams
• spotlight diverse leaders to inspire the next generation of solicitors

Why we developed the strategy

Our president, Mark Evans said:

“For two centuries, the Law Society has championed solicitors and their role in upholding justice. We’ve stood alongside the profession in its fight for equality, while trailblazing solicitors paved the way for greater inclusion.

“Yet, inequality and bias continue to shape career paths. Women, minority ethnic, LGBTQ+ and disabled solicitors still face barriers to senior roles. Disabled solicitors remain underrepresented.

“And too often, workplace cultures leave people feeling like they can’t bring their best selves to work.

“We are committed to building a more inclusive profession – because when we do, everyone benefits.”

“At the Law Society we will continue to use our voice, influence and connections to build a more inclusive profession.

“But we can’t do it alone. We need law firms, in-house teams, and legal professionals at all levels to step up and join us.”

“Let’s build on the progress made and ensure equality, diversity, and inclusion become the foundation of our profession’s future.”

This strategy is grounded in evidence and shaped by our members.

We conducted research, including focus groups, interviews and a literature review. From the findings, our members:

• highlighted the need to take an intersectional approach to EDI and to address barriers faced by those with multiple marginalised identities
• wanted the Law Society to take a more proactive role in driving change through its convening power, research, and ability to spotlight issues and promote best practices.
• prioritised “practical, actionable resources on wellbeing, EDI and sustainability, rather than generic statements”
• said they want the Law Society to “set benchmarks, share best practice, and provide tools for measuring progress”