Half of the legal sector calls for diversity and inclusion

Workforce research reveals appetite for cultural change in law 

Almost half (46%) of the UK’s legal workforce believe diversity should be a greater priority among legal employers.

Moreover, recent research by tech company Culture Shift, reveals that 52% said their employer could do more when it comes to diversity.

Despite three-quarters (75%) of employees across the industry confirming that working somewhere with a diverse workforce was an important factor for their happiness at work, one-third (33%) think diversity seems like less of a priority in the workplace currently.

The same report also uncovered that 36% of employees said their employer makes token gestures that feel surface level when it comes to diversity and inclusion. 

Diversity and inclusion have long been key factors for ensuring a positive and happy work environment, however the events of recent months, such as the resurgence of the Black Lives Matter movement, have resulted in these climbing up the agenda of many employers.

The research found that fostering a diverse workforce is a key factor for creating a positive culture and a key component for most employees’ happiness at work.

Of those surveyed, 84% said working at a company with a strong ethical background was important to them, with 90% stating that working at a company with a good reputation for treating employees fairly was integral to their happiness at work.

One-third (33%) said their employer could improve workplace culture by recruiting more people from BAME backgrounds, while 27% said by providing training to the workforce on diversity and inclusion

Of those surveyed, 29% said also said their employer could improve its culture and be more inclusive by recruiting more people from LGBTQ+ backgrounds.

Culture Shift CEO Gemma McCall said: “To create an empowering culture for all employees, it’s absolutely essential for organisations to be diverse, inclusive and showcase true representation across all levels of the business. Not only do recruitment processes need to be inclusive, but promotion opportunities too, and employees from marginalised backgrounds need to be supported through their career, as well as other employees.”