BAME disparities in large firms: it's 'time to act'

Persistent disparities in the representation of BAME solicitors in firms have been revealed by Law Society research, particularly in the larger firms. 

In a new report, Race for inclusion: The experiences of Black, Asian and Minority Ethnic solicitors, the Society revealed that 17.5% of practicing solicitors come from a BAME group (higher than the national average (14.1%) of the wider working population). 

However, the Society’s president David Greene commented that “10% of this number is made of Asian solicitors while only 3% of the profession identify as black”. 

The research revealed nearly a quarter of solicitors in small firms are from BAME backgrounds; but the figure nosedives to just one in ten in the largest firms, particularly at partner level.

They also earn around 25% (an average £20,000) less each year than white solicitors.

It also found that BAME solicitors are twice as likely to be sole practitioners; while BAME partners are much more likely to work in smaller firms. 

Their stress levels were also found to be higher than those of their white counterparts. 

Greene commented: “Like every sector, we need to have some frank conversations. To address these issues properly, we must base our work on facts and on data.

“This research is intended to provide that basis for our future work to ensure a diverse and inclusive profession.

As part of its research, the Society held roundtables with BAME solicitors, human resources professionals and recruiters from across England and Wales to discuss the barriers experienced.

They also considered ways in which the profession can “achieve full racial equality and inclusion”, said Greene. 

Worryingly, the research also uncovered reports of discrimination and bullying in the workplace – 13% reported discrimination while 16% said they had been bullied. 

Greene said: “Our research shows that there are barriers for Black, Asian and minority ethnic practitioners at every step of their career – including the ethnicity pay gap, microaggressions and the need to fit a certain culture to progress.

“Our survey contains clear recommendations for firms – such as having open, honest conversations about race and what needs to change in their organisation, blind and contextualised recruitment, set targets for senior leaders and at key points in the pipeline, and a data-driven approach to diversity and inclusion.”

Segun Osuntokun (pictured), managing partner of the London office of Bryan Cave Leighton Paisner [BCLP], said the report’s findings are “consistent with the themes from Rare’s Ethnicity Stay Gap report, which was the catalyst for the creation of the Race Fairness Commitment”.  

He added: “There needs to be an acknowledgement that the systems, structures and dominant cultures within firms can stand in the way of success for diverse talent.  

“Events of 2020 have brought racism and racial injustice to the fore but now as firms we have the responsibility to act. 

“Alongside BCLP’s recently published 18% ethnicity partner goal, we are taking a number of steps to ensure that our culture is inclusive, without exception and that fairness and equality of opportunity are at the heart of all we do as a firm.”