From Qualification to entry: A trainees journey

Welcome to International Women's Day 2026!

Not everyone agrees on marking one-off awareness days nor do we all agree on themes. But some facts are hard to ignore.

Based on 2025 data from the World Economic Forum, reaching full global gender parity is estimated to be at least 123 years away, placing the projected achievement date around 2148.

The report also highlights that no economy has yet achieved full gender parity. Iceland (92.6%) continues to lead the Global Gender Gap Index, holding the top position for 16 consecutive years, and remains the only economy to have closed more than 90% of its gender gap since 2022.

But it's not all bad news. The UK ranked 4th globally, significantly improving from its previous position, with a gender gap closure score of 83.8%. This places the UK behind Iceland (1st), Finland (2nd), and Norway (3rd).

As for Scotland, while the World Economic Forum's above Global Gender Gap Report focuses on countries, Scotland is highlighted as the top UK region in PwC's 2025 Women in Work Index, ranking 1st within the UK, with strong female labour participation (75%) and a narrowing gender pay gap.

To mark International Women's Day in the Scottish legal profession this year, we have chosen to shine a spotlight on the introduction, retention, and advancement of female talent in true diverse style.

In a series of four articles, we will be looking at the facts and figures, trends and predictions at every level of the profession, followed by personal insights from female contributors from a wide range of backgrounds to provide a wide lens approach to the challenges facing and opportunities available to the profession in 2026 and beyond.

Female talent at entry level

Diversity+ Law Academy 2025/26

In this first article, we will be looking at female talent at the entry level. The pipeline of talent in the Scottish legal profession is increasingly female. The average age of qualification for a solicitor remains around 30 years old, meaning many female solicitors in the "under 30" category are currently in their traineeship or have recently qualified. What might the future hold for them? 

Hear from our guest contributor, a first-year trainee, about their experience entering the Scottish legal profession.

Access to the Legal Profession: A Scottish Trainee’s Perspective

International Women’s Day offers an opportunity not only to celebrate progress, but to examine the realities of access within our profession. My own journey into law has been shaped by resilience, but also by the structural barriers that continue to affect many women, particularly those from less advantaged backgrounds.

As a mature postgraduate student from a working-class family and a first-generation graduate, I began my legal training with as many questions as ambitions. Was I capable of succeeding in a profession that often feels shaped by tradition and expectation? Would my age place me at a disadvantage? Would not achieving a first-class degree limit my prospects in an already competitive environment? Without established legal connections or strong networking experience, how would I gain visibility?

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There were additional considerations that many do not openly discuss. Should I disclose my neurodiversity to potential employers? Would leaving secure employment to pursue a legal qualification—despite repeated rejections—prove to be a miscalculation? As a commuting student older than most of my peers, would social isolation hinder my academic and professional development? And, perhaps most persistently, would these factors intensify imposter syndrome?

These are not abstract concerns. They reflect the lived experience of many aspiring solicitors who do not fit the traditional mold of the profession.

What sustained me was resilience, determination, and the perspective that comes with life experience. Meaningful support also proved transformative.

However, my journey was not without setbacks. I encountered situations where “work experience” appeared to prioritise all else, underscoring the importance of safeguarding meaningful, ethical opportunities for aspiring lawyers; after all, we don’t all have contacts in the profession who will open that door to experience. If access initiatives are to have integrity, they must be underpinned by both accountability and accessibility.

True inclusion remains a work in progress. Access is not simply about entry; it is about ensuring that talent is recognised, nurtured, and treated with respect. When capable individuals are overlooked due to assumptions about age, background, or perceived fit, the profession itself is diminished.

Now, having secured a traineeship, I am both optimistic and grateful. The support I received was instrumental in reaching this stage. Looking ahead, I am committed to contributing to a profession that values potential over pedigree and that recognises diversity of experience as a professional strength.

The path to qualification in Scotland is demanding, and competition for traineeships continues to grow. Firms that confine their search to narrow demographic criteria, such as prioritising candidates under 30, risk overlooking candidates whose broader life and professional experience enrich the workplace.

I may not reflect the traditional profile of a legal trainee, but my journey affirms that there is no single pathway into law. With perseverance, structured support, and a profession willing to broaden its lens, access can become more than an aspiration—it can become reality.

Anonymous, first-year trainee

feminisation at entry level - and beyond?

The increasing feminisation of the early-career cohort presents both an opportunity and a responsibility for the Scottish legal profession. A strong pipeline at entry level will mean little if structural barriers persist and progression remains uneven. The question is no longer whether talented women are entering the profession; it is whether the profession is prepared to retain, develop, and promote them equitably.

For firms, this requires more than symbolic commitment. Recruitment practices must interrogate assumptions about “fit” and potential, ensuring that selection criteria do not inadvertently privilege pedigree over capability. Structured traineeships, transparent progression frameworks and meaningful mentoring are not diversity initiatives in name only; they are risk-management strategies that protect the long-term sustainability of the profession.

For the wider profession, including regulators and educational institutions, access must be understood as a continuum. Outreach, accessible work experience, financial support and clear alternative pathways to qualification are critical.

If we are serious about meritocracy, we must recognise that excellence is not confined to a single profile. By valuing resilience, varied life experience and non-traditional routes to qualification, the Scottish legal profession will be enriched and empowered.

More information about the work our academy does to help law students and graduates from less advantaged backgrounds can be found here.