DTN recently worked with global law firm BCLP on the Stopping The Talent Leak report with the aim of finding pinch points in the career progression of minority groups within the legal industry. The report highlighted the various issues leading to a 50% underrepresentation of Asian partners in law firms and suggested clear actions to support change.
Is this the full picture of the legal industry?
No, actually what this shows is that the legal industry is willing to address shortcomings in their recruitment strategies and move forward. This is backed up by the Solicitors Regulation Authority diversity overview published last month which reported some positive findings within the industry. The key findings were that 53% of women are lawyers, 19% of the overall legal industry is made up of minority ethnic lawyers and 6% are disabled lawyers. Whilst this and the BCLP report mentioned above show that there is still work to be done it seems the industry as a whole is willing to start conversations and put forward the statistics for all to see.
Legal firms are getting on board with a new way of recruiting
The legal industry is always looking at ways to address issues which are stunting diverse and inclusive recruitment and there are many reasons for this. Despite law being an industry steeped in hundreds of years of tradition, solicitors and legal firms are getting on board with a new way of recruiting. This is markedly different to some other industries DTN works with.
The art of recruiting has changed over the past five years
The traditional approach to hiring is becoming outdated. Now there is a lot more emphasis on networking and building relationships prior to a job specification or even a role being created. By building relationships between leaders and talent in an organic, unpressured way it enables organisations to see where and what that individual could bring to their company outside of a formal job spec. It also means that individuals are not discounted for a role because they are not ticking the right boxes on a form which can happen within traditional recruitment procedures.
The UK legal sector stands out in its response to hiring with diversity in mind
Whilst there is a long way to go they are embracing new ways to find diverse talent and if they continue on this trajectory they will ultimately outperform many other industries. The legal sector is highly regulated by bodies such as the SRA and BSB who are pushing for increased diversity and inclusivity in their hiring practices. The clients of law firms are increasingly demanding diverse legal teams. Corporations, particularly multinationals, recognise that diverse perspectives lead to more innovative and effective legal solutions. Their teams must reflect the varied backgrounds of their clients which in turn gives them that competitive edge.
Diversity isn't just a moral imperative — it's a business strategy
Research consistently shows that diverse teams are more productive, creative, and better at problem-solving. By prioritising diversity, law firms attract top talent, foster a more dynamic work environment, and enhance their reputation in a competitive market.
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