The legal profession must reflect the society it serves. There’s often a leap to action on diversity and inclusion (D&I), with a range of advice, scheme and checklists available.
This can lead to activity that is reactive to immediate pressures, short lived or not properly resourced or recognised.
This risks a lot of effort being put into initiatives that don’t ultimately improve diversity or boost inclusion in your workplace.
Figures released from our Annual Statistics Report 2021, found that while there has been some improvement on diversity and inclusion in the legal profession, there’s still work to be done.
Solicitors from Black, Asian and minority ethnic backgrounds reached 18%.
Nearly a third of sole practitioners are from Black, Asian and minority ethnic backgrounds. These solicitors often make the move to sole practice due to the lack of opportunities at larger law firms to progress to senior levels.
Law students from Black, Asian and minority ethnic backgrounds made up 35% of those accepted onto courses at universities. An increase of 5% from 2020.
Of those accepted onto first degree law courses in 2021, women continued to outnumber men by more than two to one.
Our D&I framework helps workplaces drive change by supplying a proactive three-step action plan that will help our members develop and deliver a strategy that creates lasting change.
It has simple steps to follow, tangible actions to take, and regular checkpoints to help workplaces monitor their progress, as well as outlining strategic principals that will be applicable no matter the size of the firm, in-house team or organisation.
It will help workplaces to identify their own rationale for taking action, set goals based on evidence from their organisation, and ensure the change they’re seeking lasts.
The framework will help to:
- Establish purpose – why firms need to act
- Develop a plan – what they will do
- Ensure performance – how they will make sure their actions lead to lasting change
The framework will be supplemented by case studies of what has actually worked. These will be in a user-friendly format that briefly sets out the issue, action taken, demonstrable results and next steps, together with tips for others.
Our D&I framework builds on and replaces our Diversity and Inclusion Charter, which was established in 2009.
It served as a public commitment by legal practices to promote the values of D&I throughout their business.
The new framework reflects changes to the legal workplace, wider business and social environments. It also challenges organisations to move from awareness raising to taking the challenging but necessary steps to improve diversity and inclusion.
It is a roadmap for action that allows workplaces to create lasting change where everyone feels valued, respected, and safe.
Read the Law Society's diversity and inclusion framework here.
I. Stephanie Boyce is president of the Law Society of England and Wales
