In our series of articles, we discuss topical issues facing the legal industry and the wider world, all through the lens of equity, diversity and inclusion (E, D & I). This month’s article discusses why we created the Diversity+ Law Academy and what we aim to achieve through it.
Efforts to improve EDI are often tackled within an organisation. We concentrate on supporting our existing staff, analysing our recruitment practices, and fostering inclusion within our teams.
These are all admirable and necessary efforts. But all too often we forget that true EDI needs to start from outside our office walls. What about the marginalised groups that are unable to get themselves inside those walls? This is where the Diversity+ Academy comes in, as explained by our founder, Naeema.
Why did you create the Diversity+ Law Academy?
The simple answer – there was overwhelming demand for an initiative such as this.
Time and again we were being approached by law students and graduates concerned about their prospects, unable to secure vacation schemes or training contracts. We decided to have a deeper dive into the backgrounds of those who were approaching us and collect data. We were unsurprised by the results. As suspected, the vast majority of those reaching out were from less advantaged backgrounds.
How so? The data revealed that those who applied identified as at least one of the following:
Were the first in their families to go to university (by far)
Came from a socially and financially less advantageous background.
Didn’t have lawyers within their family (the vast majority - 90%)
Were young women.
(Not a surprise given we estimate that 70% of law students and graduates in Scotland are female, which corresponded with the data we collected.)
Came from a minority ethnic background (60% - a much higher proportion than the national average for under 30s in the Scottish legal profession, at 10%)
Attended state school (Again, at a higher percentage than the Scottish legal profession average - 64% v 90%)
References: 2022 Census Profile of the Profession 2023
Some applicants fitted into all these categories: young women, from ethnic minority backgrounds, state educated, first in her family to attend university and with no lawyers in her family. A similar story to mine.
On the converse, time and again we were hearing from decision makers and HR managers that they are not getting those from diverse backgrounds applying for roles.
So much of this resonated with me and my experiences that I felt something distinctive had to be done. One side are saying they are not getting the opportunities, and the others are saying that those from a diverse background are not applying. There was clearly a gap that needed to be filled. For the purpose of this article, let's call it the “EDI training contract anomaly”.
Who is the Diversity+ Law Academy designed for?
It is predominantly designed for law students and graduates in their final or diploma year, who have been unable to secure a training contract and come from less advantaged backgrounds. It is designed to align with the academic year and our first cohort of academy members joined in September 2024. This year is our pilot with 10 participants taking part and, if successful, a further cohort of students will join later this year.
What are the aims of the Diversity+ Law academy?
The aim, fundamentally, is to help aspiring solicitors secure a training contract in the legal profession, as a first and crucial step into their careers.
However, we very much recognise that this is a journey rather than a destination. It begins with a better understanding and combatting of the barriers that have led to this initiative being needed, with increased awareness that the destination for some is further out of reach than others.
How do you plan to achieve those aims?
By offering a practical programme of learning to bridge the “EDI training contract anomaly”. This is a harsh truth that needs to be embraced by both opportunity seekers and providers – the gap can only be bridged by both sides being better educated about each other’s needs and how those can be met.
We equip our students and graduates with the skills and opportunities they are missing - due to no fault of theirs but as a consequence of their less advantaged backgrounds - by setting them specific tasks. By using this method, we help to identify and reduce the knowledge and skill gaps that inevitably exist, and encourage the students to learn on-the-go as they complete the tasks.
The tasks we have created this year have included:
Researching areas of Scots law the academy members have an interest in
Writing minutes in D+ Law Academy meetings
Writing blogs about EDI in the legal profession
Contributing to creating resources (specifically help create our eBook for National Inclusion Week last year)
In addition to this, we collaborate with organisations and decision makers, who share our values and aims, in a joint effort to bridge the “EDI training contract anomaly”.
This year, these collaborations have provided:
A workshop to assist with job applications, CVs and cover letters (with Allison Hill of Jigsaw Solutions)
Mock interviews to improve their presentation skills (with Lindsays Solicitors)
A workshop on how to use social media to help raise their profile (with Julie Hecht of PELO Marketing)
Sharing job and networking opportunities to help build their confidence and social skills
What are the benefits to the Scottish legal profession of having the Diversity+ Law academy?
There are three main benefits to the profession:
Widening the talent pool
There is no doubt that the future talent of the profession is increasingly diverse, with women now outnumbering men and those from minority ethnic backgrounds being the fastest growing group (4% profession wide, which increase to 10% for those aged under 30). But if that talent isn’t even getting to the starting line to participate in the race, the whole profession will lag behind.
Better representation of society and our service users
Not only is our future talent increasingly diverse, so too are legal service users and investors.
More innovation and creativity
With more diverse talent will come more innovation resulting in the profession maintaining a competitive edge and future proofing itself for the challenges ahead.
How is the project funded?
The project is funded entirely by Diversity+. The private consultancy arm of the business funds our pro bono projects, including the D+ Law Academy. However, we are indebted to those organisations and individuals who donate their time, energy and money into assisting us reach our aims and make our vision a reality.
With our pro bono projects, our motto has always been ‘We can’t and don’t want to do this alone. There is nothing inclusive about that’ - nor will it bring about long term, sustainable improvements and change.
What is your vision for the academy? Where do you see it going in the future?
Our vision for this project is to level the playing field to ensure everyone has equal access to opportunities - not only those who come from a more privileged background.
Ultimately, our hope for the future is that the “EDI training contract anomaly” is eliminated altogether so that initiatives such as this are no longer required.
But until then we hope more organisations will wish to support us and work with us. Figures suggest that around one third of law graduates are unsuccessful in securing training contracts. Figures also show that in 2022/23, 764 new solicitor traineeships were commenced, estimated to be the highest figure on record. The demand for aspiring solicitors continues to increase. What remains to be seen is how fair and diverse the supply is.
How can I help?
Diversity+ Law Academy only exists with your help. We ask you to share your knowledge and resources with us. That may be:
Funding to cover our costs
Premises to hold our workshops
Your people to help us set up mock interviews or run a skill-sharing workshop
Currently, we are about to launch our pilot mentoring scheme, pairing aspiring lawyers with hand-picked mentors. This type of mentorship is crucial - but it can only be the success it needs to be, with support.
We would like to pair more students in the future with Mentor’s, so are actively looking for sponsors to allow us to continue supporting this unique programme. We are reaching out for:
PR support
Funding
Networking
Use of your facilities
Learn more about the Diversity+ Law Academy, here. Or, if you are ready to help create change and opportunities for aspiring solicitors, get in touch with us below.
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