Pioneering mentoring programme empowers Black lawyers

Browne Jacobson has launched its 2025 cohort of the REACH (Race, Equality and Cultural Heritage) mentoring programme, designed to address the significant under-representation of Black lawyers within the UK legal profession. Since its inception in 2022, the programme has seen 44 participants, with 14 securing employment at the firm. The 2025 cohort comprises 13 students over the age of 16, each of whom will engage in a six-month programme where they will be matched with a mentor from either Browne Jacobson or its partner Bupa.

This mentoring experience is designed to impart valuable skills, knowledge, and insights about working in the legal field. A notable component of the programme is the one-week work placement in one of Browne Jacobson's offices, providing participants with direct exposure to the profession. To celebrate the launch, an event was held at Browne Jacobson’s Birmingham office on Thursday 3 April, featuring presentations from esteemed barristers such as Dr Sally Penni MBE and Shaun Wallace, alongside representation from Birmingham Black Lawyers CIC.

Bridget Tatham, Partner at Browne Jacobson and REACH programme sponsor, expressed the importance of this initiative, stating, “Black people are still disproportionately under-represented in the legal profession, particularly in senior roles. We are committed to changing this landscape and making the legal profession accessible to everyone, regardless of their race, gender, or background.” Furthermore, she highlighted that the programme is about more than just launching careers; it focuses on ensuring Black lawyers flourish at every level.

Through partnerships with universities and The Tyro Lawyer mentoring programme, Browne Jacobson can identify and offer opportunities to under-represented students. The recruitment landscape at Browne Jacobson has changed significantly thanks to REACH, with the proportion of Black trainees increasing from none in 2016 to 35% in 2023 and expected to rise to 45% by 2025.

Strategic audits of recruitment processes have also taken place, pinpointing areas where applicants from Black backgrounds faced barriers. Initiatives such as anonymising training contract applications, eliminating minimum academic grade thresholds for applications, and employing a contextualised recruitment system aim to level the playing field for applicants. The introduction of a ‘second look’ policy allows candidates initially deemed unsuccessful to be reconsidered based on the contextual information gathered.

Oliver Holmes, Head of Diversity, Equity and Inclusion at Browne Jacobson, further emphasised the firm’s commitment to diversity, saying, “We value having a workforce that reflects the clients we serve and communities in which we operate. We aim to be the most inclusive and diverse law firm in the UK and Ireland, striving to build a culture in which everyone feels they belong and where they can thrive, fully appreciated and valued for their strengths and differences.”

The REACH programme has garnered multiple accolades, including Best Initiative to Attract and Retain Talent at the Legal500 ESG Awards, as well as Innovative Approach to DEI at enei’s Inclusivity Excellence Awards, underscoring its impactful role in transforming the legal profession.

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