Law Society on Homophobia

Career experiences of gay and lesbian solicitors Tara Chittenden, Strategic Research Unit Research study 53. Executive summary

Acknowledgements I would like to thank all of the solicitors who were interviewed as part of this project and who so willingly offered their time and experiences — this project would not have been possible without their support.

Thanks are due to Leslie Moran, for his invaluable thoughts and feedback at all stages of this project, and to Keith Etherington for his comments and support.

Thanks are also due to colleagues in the Strategic Research Unit for comments on the draft report.

ISBN-10: 1-85328-544-7 ISBN-13: 978-1-85328-544-8

113 Chancery Lane London WC2A 1PL www.lawsociety.org.uk Š The Law Society 2006

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Contents

Executive summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 Sample . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 Key findings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 Sexual orientation monitoring . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 Factors in the decision to be out at work . . . . . . . . . . . . . . . . . . . . . . . .5 The workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 Challenging sexual orientation discrimination . . . . . . . . . . . . . . . . . . .6 A Law Society group for gay and lesbian solicitors? . . . . . . . . . . . . . . .6 Recommendations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7 i.

The Law Society . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7

ii.

Changes within firms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7

iii.

Education and training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7

1. Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9 1.1 Background to the study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9 1.2 Project aims . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10 1.3 Scope and terminology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10 1.4 Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10 1.4.1

Recruiting the sample . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11

1.4.2

The sample . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

1.4.3

Qualitative in-depth interviews . . . . . . . . . . . . . . . . . . . . . . . . .12

1.4.4

A note on generalisability . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

1.5 A reluctance to compound LGBT groups . . . . . . . . . . . . . . . . . . . . . . .13 1.5.1

The approach of this research . . . . . . . . . . . . . . . . . . . . . . . . .13

1.5.2

Interviewees’ opinions about different groupings . . . . . . . . . .13

1.6 The structure of this report . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14

2. Background . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17 2.1 Previous empirical research around discrimination . . . . . . . . . . . . . .17 2.2 Levels of discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19 2.3 Comparative professions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19 2.3.1

The Bar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19

2.3.2

The Police . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20

2.3.3

The British Medical Association . . . . . . . . . . . . . . . . . . . . . . . .22

2.4 Diversity Champions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23

3. Monitoring the sexual orientation of employees . . . . . . . . . . . . . .25 3.1 Background and current legal position . . . . . . . . . . . . . . . . . . . . . . . .25 3.2 Implications for law firms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26 3.3 So, should firms collect this information? . . . . . . . . . . . . . . . . . . . . . .27

4. Experiences and perceptions of discrimination . . . . . . . . . . . . . .29 5. Choosing a firm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33 5.1 Firms’ reputations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33 3

Career experiences of gay and lesbian solicitors. Research study 53.

5.2 Gay and lesbian practices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33 5.3 Lack of recruitment resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34 5.4 Recruitment policies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .35

6. Factors in the decision to be out at work . . . . . . . . . . . . . . . . . . . .37 6.1 The decision-making process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37 6.1.1

Issues of conformity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37

6.1.2

Living a double life? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .38

6.2 Age . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39 6.3 Location . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41 6.4 Self-confidence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .43 6.5 Level of career progression . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44 6.6 Managing visibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .46

7. The workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .49 7.1 A growing trend for social interaction in the workplace . . . . . . . . . . .49 7.2 Internal support networks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .51 7.3 Differences in the experiences of gay men and lesbians . . . . . . . . . .52 7.4 Overt displays of masculinity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .53 7.5 Finding more complex ways to discriminate? . . . . . . . . . . . . . . . . . . .54

8. Challenging sexual orientation discrimination . . . . . . . . . . . . . . .57 8.1 Employment Equality (Sexual Orientation) Regulations 2003 . . . . . .57 8.2 Would you bring a case? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .58 8.3 The impact of bringing a case on your career . . . . . . . . . . . . . . . . . . .59

9. Perceptions of the Law Society and the representation of gay and lesbian solicitors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .63 9.1 Interviewees’ perceptions of the Law Society . . . . . . . . . . . . . . . . . . .63 9.2 Lesbian and Gay Lawyers Association (LAGLA) . . . . . . . . . . . . . . . . . .64 9.3 Should there be a Law Society group? . . . . . . . . . . . . . . . . . . . . . . . . .65 9.4 What should a Law Society group’s remit be? . . . . . . . . . . . . . . . . . . .66

10.Recommendations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .69 10.1 The recommendations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .70 The Law Society . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .70 Changes within firms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .70 Education and training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .71

11.Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .73 Across professions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .73 Within the legal profession . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .73

References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .75 www.research.lawsociety.org.uk . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .80 4

Executive summary

Executive summary There is a large body of work, including a growing body of research undertaken by the Law Society, which explores how social divisions of ethnicity, race and gender impact on workplace experiences and career choices. To date there has been a gap in consideration of sexual orientation in this equation — something that this research begins to address with the encouragement and support of the Law Society Equality and Diversity Committee.

This report presents findings from a small exploratory study into the career experiences of gay and lesbian solicitors. Through qualitative in-depth interviews, the research seeks to identify key issues for gay men and lesbians working in private practice and the employed sector. It is intended that this research serve as a preliminary study to inform further phases of research in this area, as well as gaining an insight into the working lives of gay and lesbian legal professionals.

Sample Qualitative in-depth interviews were conducted with a sample of fifteen gay men and ten lesbians, who were working as solicitors in private practice or the employed sector, through regions of the South-West, London and the North-West.

Key findings Sexual orientation monitoring • Participants largely welcomed the inclusion of sexual monitoring questions for the recognition and choice they afforded to gay and lesbian applicants, although they stressed the need for clear explanations to be given as to the use of the data and the reason why it was being collected.

• All respondents claimed it would be better for a workplace to cultivate a climate of acceptance and inclusiveness, where employees felt they could be open about their sexual orientation, before placing any emphasis on the collection of statistical data.

Factors in the decision to be out at work • Significant factors in the decision whether to be out at work included: • • • • • •

age of the solicitor; geographical location; self-confidence; level of career progression; issues of conformity at a new workplace; and the desire or ability to maintain a double life.

• Few interviewees chose to be out in their first firm, rather, they became increasingly open about their sexual orientation as their career progressed, with many deciding to reveal their sexual orientation only when they had reached an aspired to position within their career.

The workplace • Interviewees who had spent time at City firms or knew people working in the City, spoke of a heightened sense of heterosexual machismo and overt displays of masculinity deployed by male staff at these firms. Whilst few

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Career experiences of gay and lesbian solicitors. Research study 53.

were overtly critical of this, assigning it to the work hard, play hard nature of the work undertaken, others viewed the constant trips to Spearmint Rhino, rugby matches and drinking sessions as holding undertones of homophobia.

• Other interviewees spoke of many changes undergone in society as a whole and within the legal profession that left them feeling things had greatly improved on a sexual orientation front.

• More than one respondent was disappointed that legal firms, and the Law Society, had not made a strong presence in the Gay Pride events.

• Interviewees from the employed sector reported good internal networks and systems of support at their workplaces. Internal support structures were less evident in private practice firms where solicitors were more likely to seek support through profession Internet networking sites or external associations.

Challenging sexual orientation discrimination • Solicitors were not hopeful for the effectiveness of the Employment Equality (Sexual Orientation) Regulations 2003 and were cynical that the Regulations could be effectively policed.

• Private practice respondents were more likely to seek alternative employment than to bring a case of discrimination against an employer.

Interviewees expressed the view that even if their case won, they would be unemployable following the verdict.

• Interviewees looked to anti-gender discrimination to map how hopeful they were that these Regulations could change attitudes towards sexual orientation in the legal profession. Despite laws making it illegal to discriminate against women, many solicitors reported instances where they felt more complex and subtle means of discrimination were still being deployed.

A Law Society group for gay and lesbian solicitors?

• Regardless of whether interviewees felt that a Law Society group for gay and lesbian solicitors would fulfil an important role in their own lives, in principle such a group was welcomed by all respondents.

• A discussion around the potential remit of a Law Society group for gay and lesbian solicitors revealed six common threads: • to provide a forum to share career advice and experiences; • to provide support to solicitors who were currently not out at their firm or in a homophobic environment; • to lobby on relevant law reform issues; • to afford gay and lesbian solicitors an official voice on gay and lesbian issues; • to provide an arena for social events; and • to provide gay and lesbian solicitors with an opportunity to proudly stand up and be identified as such.

• Interviewees did not expect the group to encompass all of the above and they were divided in their priorities.

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Executive summary

Recommendations For clarity, the recommendations are divided into: (i) actions the Law Society could undertake; (ii) changes to be made within firms; and (iii) suggested changes in education and training. i. The Law Society • Provide a confidential helpline for gay and lesbian solicitors.

• Set up, or endorse, a Law Society group for gay and lesbian solicitors.

• Become a lot less focused on City ‘macho’ firms.

• Host a stall at Gay Pride.

• Stage conferences or meetings that bring together and facilitate the interaction of a mix of people; expanding personal experience with diverse groups.

• Promote diversity and inclusiveness more rigorously in the regions.

• Undertake more work with bodies such as Stonewall to implement and promote best practice in the legal profession. ii. Changes within firms • Appropriate monitoring practices should be introduced to collect data on the sexual orientation and experiences of solicitors — it should also be made clear why this information is being sought and how it will be used.

• Employers should ensure that equal opportunities policies cover discrimination on the ground of sexual orientation.

• Legislation needs to be understood and implemented in relation to sexual orientation.

• Discrimination should not be tolerated within the workplace.

• Employers should be encouraged to recognise same-sex partnerships and extend any benefits/invitations to same-sex relationships as they would to traditional spouses and family groups. iii. Education and training • LPC providers should review the way in which sexual orientation is presented within the course content.

• LPC providers and law firms should consider issues of sexual orientation within their admissions policies and within their anti-bullying and harassment procedures.

• The Law Society, in conjunction with relevant bodies, should provide guidelines for diversity training at firm level to promote equality and diversity.

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Career experiences of gay and lesbian solicitors. Research study 53.

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www.research.lawsociety.org.uk Fact sheets • Key facts on the solicitors’ profession in England and Wales • Distribution of firms, solicitors and turnover • Number of solicitors on the Roll and practising certificate holders since 1950 • Women solicitors • Private practice solicitors’ salaries • Solicitors’ working lives and clients • Solicitors’ use of and access to IT and the internet • Categories of work undertaken by solicitors • Minority ethnic groups solicitors • Trainee solicitors and remuneration • Age and the solicitors’ profession • Solicitors’ firms Annual statistical reports • Trends in the solicitors’ profession Research publications Archive Links for researchers

Strategic Research Unit The Law Society 113 Chancery Lane London WC2A 1PL Enquiry Line: 020 7320 5623 Fax: 020 7316 5642

EnquiriesSRU@lawsociety.org.uk

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