Diversity and inclusion in law

What is diversity?

The term diversity is used to describe the range of human differences and the practice of accepting or including people from a variety of:

• ages
• ethnic and social backgrounds
• genders
• physical abilities
• religious beliefs
• sexual orientations.

Under the Equality Act 2010, there are nine protected characteristics, which it's illegal for employers to discriminate against. These are:

• age
• disability
• gender reassignment
• marriage and civil partnerships
• pregnancy and maternity
• race
• religion
• sex
• sexual orientation.

How diverse is the legal sector?

It's a commonly held view that law careers, particularly solicitors and barristers, are the domain of white, middle-to-upper class males and exclude all those who don't fit into these categories.

That's a pretty big stereotype to shake off and while there's no denying that the legal profession has its fair share of diversity and inclusion issues, initiatives are in place to improve diversity, promote inclusion and tackle discrimination in the sector.

'The legal profession has not historically been fully representative of the society it serves, but today it is more diverse than it has ever been,' states Rupali Gosai, senior early careers adviser at Dentons.

'While change is accumulative, representation is still uneven, particularly at senior levels. The progress we've seen has been driven by the efforts of people both within the profession and those working alongside it to break down historical barriers to entry and progression, with the aim of reflecting modern-day society.

Law firms have broadened access with recognising:

• parity for the apprenticeship pathway to qualification
• targeted support and opportunities for historically underrepresented backgrounds within the legal profession
• work experience opportunities

At the same time, there has been a growing focus on creating more inclusive and supportive workplaces and wider networks, so that people at every stage of their careers have the opportunity, access and support to develop to their full potential,' adds Rupali.

Where can I find law diversity data?

The Solicitors Regulation Authority (SRA) publishes diversity data every two years. Their most recent data was collected from almost all law firms in England and Wales in summer 2025 (released in 2026) and represents more than 225,000 people working in over 8,876 firms.

These latest figures show an increase in diversity among women, ethnic minority and LGBT lawyers compared to the first data collection in 2015. While this is positive news and an indicator that things are moving in the right direction the legal sector still isn't as diverse as it should be.

Here we delve into some of the protected characteristics in more detail and highlight the action being taken and some of the initiatives in place to help improve matters.

To find out what schemes, initiatives and networks are available at your preferred firms or current workplace, conduct research and look at organisation websites and social media channels. Speak to current trainees, solicitors and partners or contact the HR department.

Gender

While women are well represented in law firms - they make up over half (55%) of lawyers in firms - their underrepresentation becomes apparent at senior levels.

While 63% of solicitors are female, only 35% are full-equity partners. Women are also underrepresented in certain practice areas such as:

• criminal work, where only 40% of lawyers are female
• corporate law, where women only make up 47% of the workforce.

On the other hand, women are overrepresented in private client work where they account for 58% of lawyers.

Law firms across the sector recognise that they need to do more to level the playing field when it comes to gender inequality. As a result, a number have recently upped their gender diversity targets.

Trowers & Hamlins are committed to achieving 42% female partnership by the end of 2026 and Gowling WLG is aiming for 40% female partnership by 2030. Simmons & Simmons, named by The Times as a Top 50 Employer for Gender Equality in 2026, has already met its 2026 target for women to represent 50% of partner promotions after revealing that women made up 56% of partners promoted in 2026

The following law firms also feature on The Times list:

• Addleshaw Goddard
• A&O Shearman
• DWF
• Eversheds Sutherland
• Linklaters
• Norton Rose Fulbright
• Pinsent Masons
• TLT.

Part of the Law Society, the Women Solicitors Network promotes inclusion and provides advice and support to all women solicitors, from trainees to retirees. The Association of Women Solicitors London (AWSL) also promotes and supports women's interests in the legal profession. They enable professional development by providing educational events, networking and mentoring opportunities.

Disability

According to the 2025 SRA data, only 8% of all lawyers declare a disability. While this number has increased by 2% compared to the 2023 data, it is still notably lower than the UK workforce average, where 17% declare a disability. At senior level only 10% of full-equity partners declared a disability.

A disability could be physical or invisible, such as a mental illness. Lawyers with disabilities can face discrimination at the recruitment stage due to a lack of understanding and a fear of what their disability will entail, and they often have to deal with struggles relating to the accessibility of facilities and reasonable adjustments.

Free to join and open to all solicitors and their allies, the Disabled Solicitor Network aims to promote equal opportunities within the sector for people with disabilities. Made up of law students, practising solicitors, paralegals, law lecturers and retired solicitors, it provides mentoring and work experience opportunities for its members and can even help candidates to secure training contracts.

A number of firms have signed up to The Valuable 500, an initiative to encourage 500 national and multinational organisations to help change and unlock the social and economic value of people living with disabilities across the world. 22 law firms have committed to putting disability inclusion on their business leadership agenda. Here’s a selection:

• Addleshaw Goddard
• Ashurst Perkins Coie
• Baker McKenzie
• Charles Russell Speechlys
• Clifford Chance
• CMS
• Eversheds Sutherland
• Freshfields
• Herbert Smith Freehills Kramer
• Hogan Lovells Cadwalader
• Linklaters
• Mischon de Reya
• Pinsent Masons
• Simmons & Simmons
• Slaughter and May
• Stephenson Harwood
• Weil

Ethnicity

The SRA diversity data shows that 20% of all lawyers are Black, Asian or from a minority ethnic group, a 1% increase from 2023 statistics. There has been a corresponding decrease in the representation of white lawyers, which stands at 76%. The breakdown is as follows:

• 13% are Asian compared to 7% of the overall UK workforce
• 3% mixed/multiple ethnicity
• 3% Black
• 1% from other ethnic groups.

Both Black and Asian lawyers are underrepresented in mid to large firms. Firms carrying out criminal and private client work have a higher proportion of Black, Asian and minority ethnic lawyers.

There is clearly still work to be done in this area and a range of schemes and initiatives are in place to increase the representation of these groups in the legal profession.

For example, law firm DWF runs an Ethnic Minority Programme, which helps individuals from Black, Asian and minority ethnic backgrounds gain access to skills sessions ahead of a two-week period of paid work experience at the firm's Birmingham, Leeds, Liverpool, Manchester or London offices.

With the aim of improving the opportunities available to young Black people in the UK, the 10000InternsFoundation programme offers paid work experience across a variety of industries and provides training and development opportunities and mentorship. Over 700 companies across the country, including more than 40 law firms, have signed up to offer internships with the scheme.

The Black Solicitors Network (BSN) represents the interests of existing and aspiring Black solicitors in England and Wales; it's committed to achieving the 'equality of access, retention and promotion of Black solicitors'. Its Junior Lawyers Group (JLG) aims to connect junior lawyers across the legal sector and provide a forum of support, inspiration and guidance.

Social mobility

It's a long-held belief that the law sector is elitist, and this isn't without foundation. Traditionally, the cost of studying to become a solicitor or barrister has excluded all but the most advantaged.

According to SRA data:

• 24% of lawyers attended a fee-paying school compared to 7.5% of the general population
• a greater proportion of lawyers (58%) come from a professional socio-economic background, compared to 37% nationally
• only 17% of lawyers come from a lower socio-economic background compared to 39% of the general population.
• Over half (56%) of full-equity partners came from professional backgrounds, compared to 17% from lower socio-economic backgrounds.

However, in recent years, strides have been made to widen access to the sector and, if organisational diversity targets are anything to go by, increasing social mobility is a priority for many legal employers.

Law apprenticeships provide a pathway to legal careers for those who would previously have been prevented from studying law due to high tuition fees.

PRIME is an initiative where law firms provide quality work experience to underprivileged school-aged children. students from the UK and the Republic of Ireland can search for opportunities through their website, with more than 60 firms involved, including:

• Dentons
• Fladgate
• Lewis Silkin
• Travers Smith
• Womble Bond Dickinson
• White & Case

Magic circle firm Linklaters runs Making Links, a programme designed to help talented university students from underrepresented groups succeed in their early careers. As a Making Links scholar, you’ll receive coaching, work experience and £6,000 in financial support.

15 city firms, including RPC , have also pledged to work alongside universities such as Bradford, Lincoln, Liverpool John Moores and York St John to provide mentoring and career coaching to aspiring lawyers from disadvantaged backgrounds.

Furthermore, the Law Society's Diversity Access Scheme (DAS) provides funding support, work experience and mentoring to successful applicants. Take a look at their page to see if you're eligible and how to apply.

More good news - law firms dominated in the latest Social Mobility Employer Index, compiled by the Social Mobility Foundation. The 2025 list of top 75 employers for social mobility included seven law firms within the top ten:

• Browne Jacobson
• Linklaters
• Clarion Solicitors
• Addleshaw Goddard
• Osborne Clarke
• Norton Rose Fulbright
• DLA Piper.

Appearing in the top 20:

• Slaughter and May
• Freshfields
• Weightmans
• Clyde & Co

All in all, 29 law firms make up the top 75.

Sexual orientation

The SRA reports that a greater proportion (4.5%) of lawyers identify as gay, lesbian or bi-sexual than the UK workforce as a whole.

• 2.6% of lawyers are lesbian or gay
• 1.6% of lawyers are bi.

The majority of law firms have their own LGBTQ+ networks, for example:

• Addleshaw Goddard's OpenAG
• Slaughter and May's PRISM
• Dentons GLOW
• RPC’s RAIN.

These networks host events and provide support for LGBTQ+ employees. Research your firm of interest to see what they offer.

The Law Society also has an LGBTQ+ Solicitors Network, providing a community for lesbian, gay, bi-sexual and transgender lawyers.

What can students and graduates do to help?

Increasing representation should be a priority for all firms. However, it's not just law firms that can help with this. Students and graduates have a part to play too.

While researching firms, during work placements and vacation schemes and while interviewing don't be afraid to ask law firms and early career teams what they are doing to increase representation of diverse groups and people.

'Connect with peers,' advises Rupali. 'You can join networks and attend events, and these can be great way of bringing people together to share their diversity of experiences, advice and resources. There are so many organisations across the legal sector dedicated to supporting inclusion, and taking advantage of the support and opportunities they offer can really help broaden your perspective and build your confidence.

It can be as simple as attending a networking event, or putting yourself forward to help organise a planned initiative. You never know whether the people you meet will become future colleagues, mentors or even clients. Small actions can have a lasting impact.'

You can also share content through your social media channels and networks, which helps to promote diversity, equity, and inclusion in the legal sector. Share, engage and celebrate the successes when you see them.

Find out more

• Discover more about diversity in the workplace.
• Find out how to become a lawyer.
• Learn about the reality of working in law.
• Read up on the top UK law firms.