EQUALITY, DIVERSITY & INCLUSION
A report by the Bridge Group (https://static1.squarespace. com/static/5c18e090b40b9d6b43b093d8/t/5f0d4e7ca194 1063f2d63f97/1594707581191/SQE_BridgeGroup_July20_ FINAL.pdf), which specialises in diversity and social equality, supports the idea that the SQE could have a beneficial impact on diversity. The report said the SQE has the potential to increase candidates’ choice when it came to legal training. It also hypothesised that costs may be driven down by competitive pressure. However, Nicholas Miller, chief executive of the Bridge Group, did acknowledge that “there is no silver bullet to address diversity in the legal profession” and that the success of the SQE in addressing diversity issues will “depend on how much legal business and training providers embrace the opportunities around these reforms”. Recent developments The Law Society has recently called on the government to formulate a loan system specifically for students undertaking the SQE. It warned that, if no loan system was devised, candidates from less affluent backgrounds could encounter a “significant barrier” to entering the legal profession. This would have significant implications for diversity and mean that the issues faced are nearly identical to those associated with the LPC. The Law Society also explained that the absence of a loan system would prevent smaller law firms from taking on aspiring solicitors, which is one of the key benefits of the flexibility that the SQE offers. Smaller law firms may not be able to cover the costs of SQE preparatory courses, meaning candidates will continue to be drawn to large City law firms. Thus, the best talent would remain with these firms, and candidates’ choice of firms to apply to would be limited. Whilst large firms may be the desired environment for some, others may prefer the intimacy and responsibility that comes with working at a smaller firm. A government-backed loan system would ensure that candidates have a choice and can pursue their careers in the environment that is right for them. Although the details of this loan system would have to be considered further, the Law Society has suggested several potential avenues, such as use of the apprenticeship levy in a more flexible manner or an extension of an existing loan scheme. Regardless of these details, it is clear that some consideration of SQE prep course funding must take place to ensure that the SQE has the desired effect on diversity in the legal sector and helps this sector to reflect the community it serves. Article by Isabelle Booth for Flex Legal, https://flex.legal/?utm_ source=surreylawyermagazine&utm_medium=article&utm_ campaign=sqediversityblog-16.02.22 and originally published by Legal Futures, www.legalfutures.co.uk. ■
Legal profession celebrates LGBT History Month
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n 1 February 2022, solicitors in England and Wales celebrated LGBT History Month by participating in events across the country to raise public awareness of LGBT+ people and their history. “LGBT History Month is a great time for colleagues to celebrate progress towards widening LGBT+ diversity and inclusion in their workplace and take stock of what more can be done,” said Law Society of England and Wales president I. Stephanie Boyce. The Law Society has been gathering data on the experiences of our LGBT+ colleagues and, in 2021, published landmark research which showed we have seen a significant change in attitudes to LGBT+ equality and visibility in the profession in the last decade. “A higher proportion of respondents reported positive, rather than negative, experiences in the workplace, as a result of their LGBT+ identity. “The majority of respondents said they were able to be their authentic selves, working in organisations with inclusive cultures, alongside support from colleagues and senior staff. “The experiences of our LGBT+ colleagues were brought to light – including coming out to colleagues or clients, experiences of microaggressions and the support from allies. “There is, however, still work to be done. Incidents of homophobia, biphobia or transphobia often went unreported, with some lacking confidence that the issue would be resolved effectively while others said the behaviours weren’t serious enough to report formally. “We encourage our members to read this research so they can use the insights to make a positive change to their working practices.” ■
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