Exploring Law Firm Initiatives for Inclusive Careers

By Salma Khalif.

Reading time: four minutes

Background

In recent years, diversity and inclusion have become increasingly important within the legal field. Law firms have started to recognise the need for a more representative workforce that reflects the diversity of society.

Therefore they have started to implement various initiatives to promote inclusivity and empower underrepresented law students. In this article, I will delve into the different diverse schemes available.

Schemes

1. FieldFisher

Fieldfisher has created a unique and great opportunity for underrepresented law students, through their ‘The Diversity Access Scheme’ (DAS), which is in partnership with Peloton. FieldFisher has demonstrated that they are determined to create a diverse workforce and make sure everyone is included, valued and comfortable. They are committed to breaking barriers within the legal field regarding diversity within their scheme. The DAS is a paid-two-week work experience that is aimed at underreported law students.

During the scheme you will gain an understanding of what it is like to work in a legal environment. This is fantastic as most law students do not have that level of exposure to firms. In addition, you will have the opportunity to attend social events and gain a real-life insight into the type of work trainees do.

Also, before the scheme starts you will be invited to a range of workshops that help with the transition of entering the working environment, and you gain an allocated mentor, for example, a qualified solicitor who will be there to answer any questions. The requirements for this programme include being on track or achieving a 2:1 and being from a background that is under-represented in the legal field (students from a minority ethic community or state-educated students.)

2. Clyde & Co

Clyde & Co have recently just launched their new LIFT, Legal Insight for Future Talent program. This scheme has been designed to provide fair access to underrepresented law students who have not gained any insight into law and may be struggling to be exposed to the legal profession.

This scheme is paid for the week and covers all expenses to reduce economic barriers to taking part, reinforcing Clyde & Co’s commitment to removing all obstacles. The main theme of this scheme is accessibility; therefore, this is a five-day insight week where three out of the five days will be virtual, including workshops, panel discussions, work shadowing and two days will be in person at the Clyde & Co office.

LIFT is key for law students to understand the legal and commercial sector with a focus on personal development, mentoring and planning for their future career. Despite, three days being virtual, Clyde & Co have ensured high-quality virtual offerings to make it easier for applicants in more remote locations or students which additional personal responsibilities e.g. working part time due to being from a low-sociological background. The application process has been made simple as there are no grade requirements as the focus is on individualism.

Additionally, there are two schemes, one for LIFT social mobility and LIFT Black Heritage. This is great as there is a wide and broad range of students who can apply, which is great as diversity and inclusion has been held to a high standard in this scheme.

3. Diversity Summer Scheme

The Government has created a great route into the legal field through their Diversity Summer Scheme. This is a one-week scheme, which is for undergraduates or graduates from diverse backgrounds, i.e. underrepresented law students. Students will gain an insight into the legal work; specifically what government lawyers do through learning by talks and workshops.

The Diversity Summer Scheme has previously worked with Aspiring Solicitors and Social Mobility Foundation. Therefore, if this scheme is something you are interested in applying to then it would be even better to consider joining one of these institutions as places are also allocated through them, so success rates are high. However, each organisation has a different application process.

Overall, this scheme allows law students to gain exposure to government law, which can be difficult for underrepresented law students to experience as it is competitive, so this scheme is a great opportunity.

4. DWF Ethnic Minority Programme

DWF has launched a great scheme, called the Ethnic Minority Programme. This has been developed to provide individuals from Black, Asian or Minority ethnic (BME) backgrounds with mentoring and skills session ahead of a paid work experience scheme. To be accepted into the programme, candidates will need to apply for a place by completing an online application, video interview and assessment center, once you have been accepted candidates will be considered for a training contract at DWF in any location you choose.

The work experience is for two weeks and participants will complete a range of legal tasks, for example completing live legal work, working together in a group project and attending practice group presentations, and there is an opportunity to attended social events to build networks.

To apply for this programme, you must:

• be from BME background;
• you must not have secured a training contract; and
• you must be able to commence a training contract in the given year.

Overall, this is a great option to take as traditional vacation schemes can be extremely competitive with many law students applying. However, this scheme is much more refined and aims to target reinforcing diversity and inclusion in the legal field.

Finally

The diverse range of initiatives implemented by top law firms highlights their commitment to foresting inclusivity and empowering individuals from underrepresented backgrounds in pursuing legal careers. Through these targeted work experience schemes, these law firms are not only broadening access to the legal profession but also cultivating a more diverse workforce and allowing underrepresented law students to have more options other than a traditional vacation scheme which can be extremely difficult to secure.

Overall, there are still many more firms which can implement these schemes which they haven’t, but we can recognize and support the ongoing efforts of these firms in creating pathways for diverse talent.