What Are Some Inclusive Practices in Law and How Can Firms Build a Culture Around Them?

By Sa’eed Sadiq.

Reading time: two minutes 

For National Inclusion Week 2024, taking place from Monday, September 23 to Sunday, September 29, this year’s theme is #ImpactMatters, Sa’eed Sadiq has penned an article on how law firms can build a culture around inclusive practices.

The legal profession faces increasing demands for diversity and inclusion, to keep up, law firms must adopt strategies that aid diversity and inclusion (D&I), in their workplaces as well as in how they engage with clients. This article outlines practical steps law firms can take to build inclusive practices that enhance decision-making, client satisfaction, and team morale.

Read this article on how to create lasting change in the legal profession: https://thestudentlawyer.com/2024/09/19/national-inclusion-week-2024-how-to-create-lasting-change-in-the-legal-profession/

The Need for Inclusivity in Law

The legal world has long been viewed as rigid, but societal shifts are compelling law firms to reassess their approach to D&I. Building inclusive practices in law is not just about complying with trends; it’s about integrating diverse voices, experiences, and perspectives to make better decisions, serve clients more effectively, and create a supportive workplace for legal professionals.

Read this article to find out why diversity in law firms remains a a key issue: https://thestudentlawyer.com/2024/01/02/are-law-firms-truly-embracing-diversity/

Here are some key areas law firms can focus on to foster inclusivity.

1. Incorporate Diverse Voices into Decision-Making

Incorporating diverse perspectives into legal discussions and decision-making processes is crucial for developing more creative and effective case strategies, especially with the diversity of the legal clientele and the complexities of modern-day problems. Research supports this; Heath & Heath, referenced a study which found that “when the executive board considered more than one alternative, they made six times as many “very good” decisions. Specifically, 40% of the multi-option decisions were rated “very good,” compared with only 6% of the “whether or not” decisions.

This shows that Including diverse viewpoints allows law firms to better evaluate different approaches and increase the likelihood of successful outcomes.

2. Foster Work-Life Balance with Inclusive Policies

Creating inclusive policies that promote work-life balance is essential for supporting legal professionals with diverse needs that come as a result of the beneficial diversity in the workforce. Flexible work arrangements for parental or religious leave options are two examples of how firms can create a more supportive work environment. By doing so, law firms can foster a culture of belonging, where employees feel valued and supported. A culture where employees can raise concerns without fear of judgment or retaliation encourages engagement, productivity, and peak performance of diverse talent.

3. Develop Client-Centric Approaches Focused on Cultural Competency

Cultural competency is increasingly recognised as vital in the legal profession, enhancing communication and understanding between lawyers and their clients. According to a McKinsey report, law firms that reflect the diversity of their client base are 36% more likely to achieve above-average profitability. By adopting client-centric approaches that prioritise cultural competency, firms can better serve clients from diverse backgrounds, resulting in stronger relationships, higher satisfaction, and improved business outcomes. This approach demonstrates that diversity isn’t just a moral imperative but also makes business sense.

Read this article to find out why culture competence is important in law: https://thestudentlawyer.com/2024/03/30/the-importance-of-cultural-competence/

4. Build a Supportive and Inclusive Workplace

Creating an open-door workplace where employees feel safe to voice their concerns and contribute creative ideas freely is essential for fostering an inclusive environment. The CIPD UK Working Livessurvey found that:

“22% of employees felt team members might reject others for being different”.  

To counter this, law firms should invest in career counselling, building self-awareness and empathy among staff, encouraging open dialogue and reducing biases. This type of inclusive workplace encourages innovation, teamwork, and diversity of thought, all of which are key to a firm’s success.

5. Partner with Diverse External Organisations

Forming partnerships with diverse, smaller organisations is another powerful strategy for promoting D&I. Collaborating with groups like the 93% Club and Little Law can help law firms engage with underrepresented communities, providing exposure to various legal challenges and perspectives. These partnerships strengthen a firm’s connection to diverse populations and broaden its understanding of the unique issues faced by these communities.

Read this article to find out the importance of diversity in the legal profession: https://thestudentlawyer.com/2024/09/26/the-importance-of-diversity-in-the-legal-profession/

Overall

Building inclusive practices in law is not only an ethical obligation but also a strategic advantage. By incorporating diverse voices into decision-making, fostering cultural competency in client interactions, creating policies that support work-life balance, and forming partnerships with diverse organisations, law firms can create a more inclusive and effective working environment. These practices lead to better decision-making, increased client satisfaction, and improved employee retention—key factors for a successful and future-focused legal practice.