A modern, diverse and inclusive profession - The Law Society’s Strategic Framework

EQUALITY, DIVERSITY & INCLUSION

A modern, diverse and inclusive profession - The Law Society’s Strategic Framework

By Sally Brett, Head of Diversity & Inclusion, The Law Society

Diversity and inclusion (D&I) have always been a priority for the Law Society, and we recognise our role in driving change for better and more equal experiences for all solicitors.

Over the course of the last few years, we’ve focused on gathering evidence and information into the careers, challenges and opportunities of legal professionals with protected characteristics such as gender, disability, sexual orientation and race. Research such as our recent Pride in the Law study and Race for Inclusion report has provided invaluable insight into what lawyers need from us, their colleagues and their employers to feel included in the workplace. One of our six key strategic themes for the year ahead is “creating a modern, diverse and inclusive profession”. Our main objective is to create and offer structured, comprehensive and informed support to the sector.

We’ll help firms and organisations improve their culture, data and diversity by providing the necessary guidance to build solid foundations. As part of this, we’ll continue to share the findings from our research studies and reports to raise awareness and engage the sector. We’ll also use it to develop future D&I initiatives that aim to propel the sector into becoming more adaptive and representative.

Framing the work ahead

To help us achieve our D&I objectives, we’ve produced a strategic framework to give greater clarity to our member-facing diversity and inclusion activities. It is already shaping our work, allowing us to consider and address issues more broadly and intersectionally, and will guide the support we offer to members. The framework has been informed by insight gathered from member firms as well as consultation with our D&I divisions and Equality, Diversity and Inclusion Committee.

It identifies five ways in which we will make a difference to the profession:

1. Inform

We will carry out research and share data and insights on diversity and inclusion in the profession.

2. Guide and convene

We’ll set clear expectations and provide guidance on good practice to law firms and organisations, and regularly bring them together to maintain momentum, share experiences and learn what works.

3. Support and engage

We’ll support people across the sector through our D&I division networks, creating visible role models and building on targeted programmes, such as our Diversity Access Scheme. We’ll also engage individuals to help build awareness and promote inclusive behaviour.

4. Advocate and influence

We’ll use our external influence and representative voice to advocate for policy change that advances diversity and inclusion in the legal sector.

5. Lead by example

As an employer and professional membership body, we’ll demonstrate good practice ourselves.

During the implementation of the new strategy, we will seek to reflect and meet different needs, recognising the diversity of the profession in terms of size, region and resource capacity. In addition, we have created a business plan to outline key outcomes and outputs based upon delivering against this strategy in the coming year, including building a hub of resources to help employers identify and address issues and embed diversity and inclusion into their business practice and workplace culture.

Specific areas

We’ll also be looking more closely at wellbeing and social mobility over the coming year.

Wellbeing

Mental health and wellbeing are key challenges in the sector and must be prioritised. In a recent research study by LawCare, 69% of the legal professionals surveyed reported mental illhealth in the previous 12 months. Leaders need the necessary guidance to be able to respond effectually to ongoing and growing mental health and wellbeing challenges, and individuals must have access to the support they need. Over the next 12 months, we’ll be collaborating with organisations like LawCare to provide this guidance and support.

Social mobility

Socio-economic diversity and inclusion is another key focus for us for the year ahead. As well as building on our existing initiatives, such as the Diversity Access Scheme and our Social Mobility Ambassadors, we’ll support external projects, such as the government-commissioned taskforce to further socioeconomic diversity at senior levels. We’ll also explore ways in which the sector can improve on accessibility, visibility and representation, and we’ll work directly with other professional membership bodies to identify what needs to be done by employers, government, membership bodies and regulators to drive change.

Our primary aim with all of our future work, and the work that came before it, is to support our profession in being inclusive, representative, and really making the most of the diverse talents within it to deliver high-quality legal services. It will always remain the golden thread that runs through everything that we do as an organisation. ■