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Diversity and inclusion have become buzzwords in every industry, but they’re especially important in law. The legal sector has long struggled with ensuring equal representation and opportunities for all groups, but there's a gradual shift happening. Law firms are realising that prioritising diversity isn't just about being morally right, it’s also a strategic business move. In this post, we’ll explore why diversity matters for law firms, how it benefits them and why embracing inclusion isn't just a trend – it's the future.

For more on diversity and inclusion in the legal profession, check out our diversity hub, sponsored by Gowling WLG (UK) LLP.

What exactly is diversity and why should we care?

The Equality Act 2010 sets out nine protected characteristics – age, gender reassignment, being married or in a civil partnership, pregnancy, disability, race, religion or belief, sex, and sexual orientation, which law firms must consider in their diversity strategies. However, diversity goes beyond these categories, it's about recognising and valuing different perspectives, experiences and backgrounds. Inclusion on the other hand, means creating a workplace where those differences are not just accepted but embraced.

In the legal world, diversity isn’t just a ‘nice to have’, it's a vital aspect of creating a fair and effective workplace that can thrive in an ever-changing society. After all, law firms are made up of people who represent diverse clients, so it only makes sense that the workforce itself should reflect that diversity.

The business benefits of diversity

Diversity and inclusion has several business benefits:

• A more effective workforce – research shows that diverse teams are better at problem-solving. A McKinsey report found that companies with higher gender diversity are 25% more likely to outperform their less diverse peers in profitability. For law firms, this could translate into better client service, more innovative solutions and a stronger ability to adapt in a competitive market.
   
• Reflecting society's diversity – despite some progress, the legal profession still doesn’t mirror the diversity found in society at large. Data from the Solicitors Regulation Authority (SRA) shows that, while diversity is increasing in law firms, it’s not happening at the same rate across all groups. For example, disabled lawyers make up just 6% of the workforce, compared to 16% of the UK workforce overall, according to 2024 data. Meanwhile, Black, Asian and minority ethnic lawyers make up 20% of solicitors. However, this reduces to 17% at partner level.
   
• Client expectations – clients today are more socially conscious than ever before. They want to work with businesses that align with their values and this includes supporting diversity and inclusion efforts. Law firms that prioritise diversity show clients that they value representation and fairness, building trust and strengthening client relationships. This is crucial in a competitive market where clients are seeking more than just legal expertise – they want to know that their law firm is a true reflection of the society they serve.
   
• Attracting top talent – a diverse and inclusive environment isn’t just more attractive to clients; it’s a huge draw for prospective employees too. Law students from underrepresented backgrounds are more likely to apply to firms that actively promote inclusivity. A firm making notable strides in this area is Linklaters, which topped Stonewall’s Workplace Equality Index. Similarly, Browne Jacobson LLP’s mentoring programme aims to address the disproportionate underrepresentation of Black lawyers.

Read this LCN Says to find out more about Gowling’s diversity and inclusion strategy.

How law firms are improving diversity

Firms are taking action, and it’s clear that diversity isn’t just a passing trend – it’s reshaping the legal industry. Many firms are actively partnering with organisations that support underrepresented groups, such as Aspiring Solicitors and the Interlaw Diversity Forum. These partnerships create opportunities for students from diverse backgrounds to engage with law firms at an early stage in their careers, setting them up for success.

Check out our Diversity Access Scheme page to find out more about initiatives on offer.

Firms are also making efforts to ensure their workplaces are inclusive beyond the hiring stage even after. For instance, changing social events, for example encouraging and holding non-alcohol-centred activities with more inclusive options, ensures that all employees, regardless of background, feel comfortable socialising with colleagues.