Joining together successfully

Olivia Parker of the Law Society of Scotland welcomes new solicitors and more inclusion within the profession

Today marks another day when we celebrate the newest solicitors entering the legal profession. This is a good opportunity to reflect on the work the Law Society of Scotland is doing to make sure it grows to look more like all the communities it serves.

More employers are becoming aware of the work they can do to improve social mobility, looking at how they can recruit on a fairer basis and identify candidates who have great potential but have not had the chance to shine.

Within firms and in-house legal teams, we are seeing more conversations taking place around contextualised recruitment to aid social mobility, implementing reasonable adjustments for those with disabilities and breaking down practices of recruiting candidates who fit a certain mould.

This is positive action, as we want the Scottish legal profession to be diverse and fair, accessible to anyone with drive and talent, regardless of their background or personal circumstances.

It is important that aspiring

solicitors can see positive role models, which is why the Law Society runs and supports a variety of programmes for schools, colleges and universities.

These can range from careers talks and events, to interactive lessons for school pupils developed through our Street Law initiative, and extend to individual mentoring to provide one-to-one support.

I am routinely inspired by the generosity of the legal profession when it comes to sharing their time and expertise.

However, while organisations might have plenty of policies, procedures and protocols, we know that as of yet they do not always get it right. Our recent Profile of the Profession research showed that people did not always feel comfortable about opening up to their colleagues and employers, particularly when it came to sexual orientation and disabilities.

“Being your whole self ” should be fundamental, so we encourage movements pushing and supporting social change such as Women in Law Scotland, the Scottish Ethnic Minorities Lawyers’ Association and the GLASS Network, Scotland’s organisation for LGBT+ and allied legal professionals.

We want those who join the legal profession to have a long, fulfilling career, so employers also need to think carefully about the postrecruitment phase to ensure their employees feel supported.

This comes down to fostering an inclusive workplace where all cultures, personalities and interests can co-exist and thrive.

Traditional solicitor stereotypes are being eroded, but employers need to accelerate this process to keep retention rates high and boost employee wellbeing

A successful culture also needs to accommodate more flexibility, not only for those balancing family commitments but also individuals who have their own perceptions of work-life balance, particularly in a modern world which operates outwith a rigid 9-5 culture.

The motivations for moving towards a more inclusive and supportive workplace are numerous and include clear social and moral arguments, but such working environments also lead to better productivity and staff retention, thus making a clear business case.

The legal profession will need to continue to embrace change and best practice, so we continue to see days like today – welcoming a new group of solicitors into the ranks who are set for success.