The legal profession needs to open its doors wider to new entrants and do more to encourage social mobility, the deputy prime minister told lawyers this week.

Speaking to the Financial Services Lawyers Association, Nick Clegg said: ‘Your profession judges and represents people in court, so it should represent them in membership too.’

He pointed out that 70% of high court judges, 68% of top barristers and more than half of solicitors are privately educated. In addition, he noted that only one in four partners are women and that nine out of 10 QCs are men.

‘The legal profession has made some progress, but not enough. You have to do better. You have to open your doors wider,’ he said.

In particular, Clegg said looking at alternative routes into the profession, ‘giving people second chances’ and allowing non-graduate entry routes, was ‘crucial’ to increasing social mobility.

He stressed that, at present, the Institute of Legal Executives offers the only route to becoming a qualified lawyer that is open to all, regardless of education, social status or background.

Clegg said: ‘If you are serious about social mobility, it seems to be that a huge part of the solution lies right on your doorstep - or at least in your offices.’

Desmond Hudson, Law Society chief executive responded: ‘The Law Society fully understands that the legal profession must reflect the diversity of the population from which it is drawn and which it serves. If the profession is to have access to the talent available, it needs to recruit people from all backgrounds.

‘We are committed to assisting the profession in meeting diversity and equality standards. Traditionally, progression in the profession has been dependent on merit and hard work, but while today’s solicitors are drawn from diverse backgrounds (18% of new admissions are BME and over 50% female), inequality unfortunately remains as women and BME solicitors remain in the minority at partner level.

‘Since 2004, the Law Society's much admired Diversity Access Scheme has provided assistance to those who otherwise would not be able to study law, while the Diversity and Inclusion Charter invites employers across the profession to commit to its terms, to monitor diversity within their organisations and to share best practice.’