Breaking Barriers: Strategies for Enhancing Social Mobility in the UK Legal Sector

Nov 30, 2023

Written By Maddie Small

Social mobility in the legal sector isn’t just an ambition - it's a necessity in creating a diverse and inclusive profession. Research on leading UK law firms shows that recent trainee intakes still hail disproportionately from private schools and higher socio-economic backgrounds, despite representing a small proportion of the U.K. population. To better understand the challenges faced by individuals from underrepresented backgrounds in pursuing legal careers, this article will delve deeper into the topic and look at strategies for resolution.

Understanding the barriers to social mobility in the legal sector

There are several barriers to social mobility that make it more difficult to break into the legal sector: educational challenges, economic and socio-cultural factors, and perceptions and biases.

According to the Social Mobility Commission, 93% of the U.K. population attended state school, yet only 38.3% of partners and 40% of lawyers at leading firms were non-private school attendees. This is a result of cumulative educational disparities between private and state schools. Each stage of an individual’s journey acts as a necessary step towards becoming a successful lawyer. Individuals attending state schools receive often less support and guidance than their private school counterparts, which can result in choosing the wrong A-levels or receiving lower scores, reducing their chances of attending a top university. Without attending a top university, individuals may struggle to gain work experience and networking opportunities, and may even be subject to unconscious bias.

Similarly, socioeconomic background works as a barrier to social mobility in the legal profession. Those of higher socio-economic backgrounds often have built-in advantages. With a lack of financial constraint, they often have the ability to attend private schools, increasing their access to resources, opportunities and guidance. Furthermore, they have the freedom to focus on their studies, whereas those of lower socioeconomic backgrounds may need to balance their job(s) with their studies, resulting in lower grades. Finally, their built-in networks and guidance expose them to ‘professionalism’ early on. They know what to wear, how to present themselves, and how to succeed in interviews, things individuals from lower socioeconomic backgrounds may not be aware of.

Finally, perceptions and biases in the legal industry act as a massive barrier to social mobility. ‘Ideal’ or ‘talented’ candidates are often considered those with ample experience, studying at top universities with high scores, and with strong english-language skills. Furthermore, the idea that a candidate must fit into a law firm’s culture perpetuates the hiring of individuals from UK origin.

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Strategies for breaking barriers and promoting social mobility

How can these barriers be counteracted?

One method is through educational outreach programmes. These can bridge the gap between educational institutions and aspiring legal professionals, providing a wider range of individuals with the knowledge and resources necessary to pursue a career in law. Clifford Chance’s “Smart Start” initiative, for instance, provides work experience, skills workshops, and mentorship to university students from underrepresented backgrounds.

Another method is internships and mentorships, which provide practical experience and guidance to candidates. This can provide individuals from diverse backgrounds with the knowledge, resources, and skills to navigate the legal sector.

Inclusive recruitment practices are also essential in ensuring talent is recognised regardless of factors such as race, gender, socio-economic background, disability, etc. One strategy many firms use is blind recruitment. This removes identifiable information about candidates so it focuses solely on the qualifications, skills, and experiences of the candidate. Additionally, firms also use diverse interview panels to minimise unconscious biases, creating more comprehensive assessments of candidates. Most importantly, law firms should implement ongoing efforts to eliminate unconscious bias, such as diversity and inclusion training.

Networking initiatives are also a key strategy for breaking barriers and promoting social mobility. In the legal profession, the relationships formed through networking contribute significantly to professional success and career development, but not everyone has the opportunities and resources to build their network. By providing events and mentorship programmes, firms give a wider range of individuals the opportunity to build relationships, and thus enhance their career prospects.

Finally, educational reform (scholarship programmes, curriculum changes) play an essential role in fostering access and opportunities to law for a wide range of individuals.

Collaborative efforts: industry-wide initiatives for social mobility

The imperative of tackling the barriers to social mobility in order to create a more inclusive legal sector has reached firms across the UK. Collective efforts between law firms and external organisations can pool resources and practices to address wide-scale barriers to entry. Not only can these initiatives facilitate the exchange of ideas, but they can also promote the implementation of impactful programmes to law firms all across the country.

Legal associations must also play a pivotal role in advocating for social mobility, by leveraging their collective influence to champion systemic changes and promote diversity and inclusion. Through the promotion of policies that support social mobility, legal associations can ensure the profession is accessible to everyone, irrespective of personal characteristics.

Conclusion

Through the implementation of educational outreach programmes, internship and mentorship opportunities, inclusive recruitment practices, and networking events, law firms across the UK can work to enhance social mobility in the legal sector.

Collective action to promote change is essential, and therefore, law firms, educational institutions, and legal professionals should actively implement and advocate initiatives that enhance social mobility. Together, they can work to transform the legal sector into a more inclusive one, benefiting individuals and the profession as a whole.

To those embarking on this journey, remember that ongoing reforms and efforts exemplify the widespread commitment to breaking down barriers and promoting diversity in the legal sector. Research the listed initiatives and explore programmes and opportunities that might help you in your journey towards becoming a legal professional. Your unique perspective is not only welcomed, but essential.

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