Lorraine Chimbga on Entering the Legal Profession, Speaking Out and Building Real Diversity

Entering the legal profession

Lorraine completed her undergraduate law degree at University College London, during which she studied Information Technology Law at the London School of Economics. Alongside her studies, she joined the board of the Society for Computers and Law, where she works on issues at the intersection of law and technology.

After graduating, she worked in fintech, coding financial regulations into software solutions, before moving into legaltech, training artificial intelligence to review commercial agreements. She will begin her tech‑focused training contract at a Magic Circle firm next year.

Challenges entering the profession

Lorraine explains that she did not face overt barriers, but grew up with the understanding that she would need to work twice as hard to be seen as half as good. Having moved from Zimbabwe to Manchester at age ten, she and her family were unfamiliar with the networking culture and professional pathways that often shape access to the legal sector.

Her biggest challenge was simply not knowing how the profession worked and lacking connections.

Addressing law firms during BLM

Lorraine runs an Instagram page documenting her journey from law student to future lawyer. When she saw the initial silence from law firms during the Black Lives Matter movement, she felt compelled to speak publicly. Although she recognised the complexity of the issue, she felt the inaction did not align with the diversity and inclusion narratives firms often promote.

Publishing the open letter was daunting, but she returned to her belief that the law exists to protect and create a fairer society. She did not receive direct responses, but in the days that followed, more firms issued statements outlining how they intended to address racial inequality. Some offered only words, while others committed to concrete steps. For Lorraine, even little progress was meaningful.

She also received messages from aspiring and practising lawyers who had wanted to speak out but were afraid to do so. For her, that fear is part of the problem. Addressing racial inequality should not be something people feel unable to do.

Diversity in the legal profession

Lorraine believes the profession is not doing enough. A recent SRA survey shows that only around 3% of lawyers are Black. Another report found that out of more than 800 Magic Circle partners, only six were Black, and two firms had none.

While diversity schemes have increased, the statistics reveal a deeper issue: retention. It is not enough to attract diverse talent; firms must create environments where difference is genuinely accepted rather than merely tolerated.

Calling out discrimination

Lorraine argues that change begins with creating a culture where people feel safe to speak about their experiences. Many fear being labelled as difficult or singled out. After the protests, she saw countless stories from individuals who felt unable to raise concerns in corporate environments.

She believes firms must make it clear that these conversations are welcome and that learning is ongoing. The Society for Computers and Law recently held an open forum to encourage discussion, which she sees as a positive first step.

However, she emphasises that placing the burden of calling out discrimination on minority individuals is itself part of the problem. Allies, particularly those in positions of power, must share responsibility. Public education within the profession is essential so that commitment to change is visible beyond marketing materials.

Advice for Black women entering the profession

Lorraine’s advice is simple: do not be intimidated by your difference. Embrace it. The profession needs voices from all backgrounds and lived experiences. Continue lifting each other and owning your space.