When researching firms as potential employers, you may have noticed a familiar set of buzzwords used to describe workplace culture:
Diversity. Inclusion. Equality. Representation.
These terms appear everywhere, yet it is not always clear which firms are genuinely committed to them and which are simply repeating fashionable language.
This article explores why diversity has risen to the top of law firms’ agendas and how applicants can identify firms that truly prioritise equality and inclusion.
Why Do Law Firms Care About Diversity?
It is a legal requirement
Law firms have clear duties under the Equality Act 2010 to ensure equality in employment and to prohibit discrimination.
Principle Nine of the Solicitors Regulation Authority Handbook also requires solicitors to run their businesses in a way that encourages equality of opportunity and respect for diversity.
Compliance is not optional. It is a professional obligation.
It improves financial performance
Beyond legal and regulatory duties, diversity has measurable financial benefits.
Research from Eversheds Sutherland LLP shows that companies with more female directors perform better than those without. A diverse workforce also brings a wider range of languages, cultural knowledge, religious backgrounds, and lived experiences. This helps firms attract and retain a broader client base.
Diversity initiatives also widen the pool of applicants. Firms that recruit from a broader range of backgrounds can select from the strongest candidates available rather than limiting themselves to a narrow group.
Clients expect it
Corporate clients increasingly expect their legal advisers to reflect their own values.
FTSE 100 companies such as Barclays, BP, GlaxoSmithKline, and HSBC actively seek out law firms that demonstrate a commitment to diversity and equality. Failure to meet these expectations can cost firms significant client accounts.
How Can Applicants Tell Whether a Firm Is Truly Diverse?
Recruitment material can make it difficult to distinguish genuine commitment from superficial branding. Fortunately, there are reliable indicators that applicants can use.
Aspiring Solicitors
A helpful starting point is to look at firms that partner with social enterprises such as Aspiring Solicitors.
Founded in 2013, Aspiring Solicitors aims to increase diversity within the legal profession. Founding members include Barclays, Clyde & Co, Dentons, Freshfields, Hogan Lovells, and Norton Rose Fulbright. TLT, although not a founding member, holds a Platinum badge for diversity, signalling a strong commitment to inclusion.
Aspiring Solicitors provides a directory of firms and highlights their diversity initiatives, making it easier for applicants to compare employers.
Stonewall
Stonewall was established thirty years ago in response to s.28 of the Local Government Act 1988, which prohibited local authorities from “promoting homosexuality.”
Today, Stonewall publishes an annual list of the Top 100 Employers for LGBT‑inclusive workplaces.
In 2019, the top two employers were law firms: Pinsent Masons and Bryan Cave Leighton Paisner.
Other law firms featured on the list include Baker McKenzie, Dentons, Travers Smith, Hogan Lovells, Allen & Overy, Clifford Chance, Linklaters, DWF, Eversheds Sutherland LLP, Slaughter and May, Trowers & Hamlins LLP, and Gowling WLG UK LLP.
More information is available on the Stonewall website.
What If Your Dream Firm Is Not on These Lists?
Not all diverse firms appear in external rankings, and not all rankings capture every aspect of inclusion. Instead of relying solely on lists, applicants can use the following questions to assess a firm’s commitment to diversity:
- Is the firm a member of a diversity initiative such as Aspiring Solicitors, Bright Network, Rare Recruitment, or a similar organisation?
- Are the firm’s diversity statistics up to date and clearly published on its website?
- What is the male‑to‑female partnership ratio? Many firms have gender balance at associate level but far fewer women at partnership level. What steps is the firm taking to address this?
- Does the firm have a BAME employment or partnership percentage that reflects the general population? If not, what actions is it taking to improve representation?
If you cannot find answers to these questions online, they are excellent topics to raise at careers fairs, open days, vacation schemes, or even during interviews.
Asking thoughtful questions about diversity demonstrates awareness, confidence, and genuine interest in the firm’s culture.
Not sure how close you are to qualifying?
The path-fit quiz reads your situation and shows you which routes you are ready for, and exactly what to do next. Four minutes, no account needed to start.
Check your readiness