Imagine a legal workplace where every voice is valued, talent is nurtured, and diversity and inclusion are central to a team’s success. Diversity introduces a range of perspectives, but it is inclusion which ensures these perspectives are integrated and appreciated. Building a diverse team is just the first step. True transformation occurs when an inclusive culture is embedded and the same opportunities to thrive and progress are available to everyone regardless of background.
Inclusive workplaces are not only fairer but also more successful. According to the CNBC/Summer 2021 Workforce Happiness Index, 80% of respondents consider diversity and inclusion crucial. Similarly, over half identifying it as key to job satisfaction. Research by Boston Consulting also found that companies with diverse management teams see 19% higher revenues due to innovation.
As we come up to the eight cohort of Flex Trainee, we draw on the perspectives of over 80 socially mobile, diverse future legal professionals entering the workplace. We consider how an inclusive environment can be effectively embedded in in-house legal teams.
Bridging the socio-economic gap
Creating a more inclusive hiring process requires a proactive approach. Companies need to seek out candidates from diverse backgrounds and recognise the unique perspectives they bring. This enriches the workplace and strengthens the organisation’s ability to serve a diverse clientele.
Priya Sharma, Trainee Solicitor at Vodafone
The UK legal profession still struggles with significant socio-economic disparities. While 39% of the general population comes from lower socio-economic backgrounds, only 19% of lawyers do. To bridge this gap, legal teams should adopt inclusive recruitment strategies. This can be done in the following ways:
- widening recruitment channels,
- anonymising CVs,
- and creating mentorship programmes targeting underrepresented groups.
These practices help reduce unconscious bias and better prepare candidates from socially mobile backgrounds for legal careers.
Starting my career in Tesco stores while studying law, I never imagined I would complete my SQE as a trainee solicitor at the same company. Tesco’s commitment to developing internal talent shows a more inclusive approach to recruitment and career progression.
Ailish Anderson, Trainee Solicitor at Tesco
Use mentorship and support networks to promote inclusivity in in-house legal
Mentorship plays a critical role in advancing underrepresented groups in their careers. According to the National Mentoring Partnership, individuals with mentors are 130% more likely to hold leadership positions. Mentorship provides guidance and networking opportunities often unavailable to those from non-traditional backgrounds.
Mentorship and internship programmes targeted at underrepresented groups provide invaluable experience and prepare candidates for legal roles. This creates an inclusive environment and boosts talent retention.
Shengul Seymert, Trainee Solicitor at NatWest
Mentorship programmes provide essential support to help trainees from diverse backgrounds thrive in their careers. Research from the Centre for Talent Innovation shows that employees with mentors are five times more likely to advance. Mentors help trainees overcome challenges and achieve their full potential, and help level the playing field by providing insight into a workplace culture which has traditionally been more easily accessible to individuals from higher professional socio-economic backgrounds. Leaders should also consider the value of reverse mentoring to help them gain insight into the experiences people from different backgrounds have in a legal team environment.
Expanding the talent pool to include candidates from non-traditional backgrounds and implementing mentorship programmes helps build a more inclusive and supportive work environment.
Mosawer Moneer, Trainee Solicitor at Dow Jones
Making training and development inclusive
Many organisations now recognise that non-traditional routes into legal careers can offer valuable experience. Focusing on competencies rather than qualifications alone creates a more inclusive hiring process.
Priya Sharma, Trainee Solicitor at Vodafone
Offering tailored learning and growth opportunities is key to building an inclusive workplace. Training should be as flexible as possible in terms of timing, frequency and format to make it equally accessible to everyone. As well as developing the hard skills required to succeed in the profession, training should also focus on soft skills (such as professional communication, critical thinking and problem-solving) which are equally crucial for success.
Research by McKinsey & Company shows that companies investing in employee training see a 25% increase in productivity.
We think it’s essential to create spaces where people can share ideas and learn from each other. We recently launched a quarterly newsletter to celebrate milestones and foster a sense of connection and continuous learning.
Ailish Anderson, Trainee Solicitor at Tesco
Creating an culture of inclusivity for in-house legal
An inclusive culture is key to successful diversity initiatives. Deloitte reports that inclusive leadership can improve team performance by up to 17%, while Google’s research highlights psychological safety as the most important factor in building successful teams.
How can teams work towards an inclusive culture? Here’s some tips from current trainee solicitors:
- Mosawer Moneer, Trainee Solicitor at Dow Jones: “Celebrating cultural events and holidays within the workplace promotes awareness and appreciation of different backgrounds, fostering a more inclusive environment.”
- Priya Sharma, Trainee Solicitor at Vodafone: “When senior leaders actively support diversity and inclusion, it sets a powerful example for the organisation. This top-down commitment allows employees to be their authentic selves without fear of judgement.”
- Shengul Seymert, Trainee Solicitor at NatWest: “Legal teams should ensure that all employees feel supported and valued. Anonymised feedback channels and regular town halls help create a space for open dialogue.”
Creating a culture of inclusion requires more than celebrating diversity; it requires providing safe spaces where employees feel valued. Leadership must set a top-down commitment to diversity as a core organisational value.
This article was written by Mary Bonsor, Founder of Flex Legal. For further guidance on embedding inclusivity in your organisation, read Flex Legal’s full inclusivity report. To find out more about the Flex Trainee scheme which placed the talented aspiring lawyers featured in this article in their host legal teams, visit the Flex website or reach out for a conversation.
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