Firms must ‘walk the talk’ on diversity: Black Solicitors Network
The Black Solicitors Network (BSN), a not-for-profit organisation promoting the interests of black solicitors in the UK, has urged law firms and legal service providers to “walk the talk” on diversity.
In an open letter published earlier this week, the network challenged firms to “turn positive intentions into positive action and create a level playing field for all”.
The letter opened: “The tragedy of George Floyd’s murder at the hands of those who are meant to protect and to serve and the ensuing outpouring across the world has led to a surge of ‘courageous conversations’ in the workplace.”
In addition to encouraging these conversations, the network noted that redressing the racial inequalities that pervade the legal profession can only be achieved if firms build accountability into their diversity initiatives and ensure recruitment, retention and promotion are the core strategies of these initiatives.
“Such positive actions require a change in organisational culture and that change can only occur if senior management is willing to take the tangible steps needed to create a truly inclusive and diverse legal workforce,” added the letter.
The BSN called on law firms and other legal services providers, including in-house legal teams, to “take up the mantle of change by anchoring your efforts” around five action points: metrics, targets and accountability; retention; promotion; organisational culture—inclusive leadership; and external diversity engagement/social impact.
Data collection is critical in developing an effective race and ethnicity strategy, said the network.
Black lawyers make up 3% of the total number of lawyers in firms and both black and Asian lawyers significantly underrepresented in mid to large-size firms of six or more partners, according to statistics published by the Solicitors Regulation Authority (SRA).
The network also recommended that companies implement systems and processes that measure and monitor racial diversity through the employee life-cycle and establish a comprehensive race and ethnicity action plan that addresses racial disparities and inequalities.
“In-house legal teams are urged to utilise their power as the purchaser of external legal services to demand of their law firm advisers representation on their mandates that is racially diverse and require law firms to actively and demonstrably invest in the recruitment, retention and promotion of black lawyers,” said the letter.
The network also noted that a 2017 SRA report revealed that black, Asian and minority ethnic (BAME) individuals are less likely to be partners in large firms. Those of African/African Caribbean origin comprise just 1% of partners in large firms.
“There is no lack of talent in the black legal community and stating otherwise supports the systemic bias which paralyses the diversity and inclusion initiatives in the legal industry,” said BSN.
According to the network, organisations must demonstrate a clear commitment to, and investment in, black talent management, sponsorship and progression as a key part of their business and growth strategy throughout the organisation.
It added: “It is time for the majority in leadership positions to actively and intentionally advocate for the talented minority when we are not in the room!”
To read the full letter, click here.
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