A third of lawyers have primary caring responsibilities for children (34%) which has risen 3% since 2014. For criminal law firms, 24% of lawyers are Asian and 6% black (overall 33% BAME). Those who have no religion or belief (including those reporting as atheists) form the second largest group at 30% (no change since 2017) which compares to 38% in England and Wales. The work, conducted by the University of Leeds and Newcastle University Business School, used our data from 1970 to 2016 to undertake a statistical analysis of how solicitors’ careers have progressed since admission to the Roll. 29% in firms with 50 plus partners – no change. This ensures that our profession reflects the population it aims to serve. This represented information from more than 186,000 people working in over 9,500 firms. The rate of increase in BAME partners in one partner firms from 2014 to 2019 (38%) is more than twice that of firms with 50+ partners (14%). There is a higher proportion of female solicitors in firms which have six to nine partners, 66% (up by 6% since 2014). There has been no change for lawyers since 2014. This is likely to reflect the younger age profiles we noted in these groups, and the general trend of people having children later in their life or career. The majority of BAME in-house solicitors (64%) are concentrated in private sector organisations. The researchers identified four broad career types - high street providers, city lawyers, corporate fast track and in-house. There are significant differences in the various categories of organisation where in-house solicitors work. We have set out the key findings for each of the diversity categories, including comparisons of the data between firms of different size and work type. We found: Although the numbers are small, there are some variations when we look further at the data: The proportion of in-house solicitors who are disabled (1.5%) is half that in law firms (3%). There is some evidence that diverse firms can benefit from a ‘diversity dividend’. It will promote fairer access to the profession for people from all backgrounds by making sure there are consistent high standards regardless of route into the profession and by opening up opportunities to gain relevant work experience. There are some differences between the parental qualifications of solicitors and partners: 15% of lawyers had a parent who worked in one of the traditional professions (such as accountancy and legal) and 26% had a parent who worked in one of the modern professions (teaching etc). For the other staff working in law firms, women make up three quarters of the workforce (75%) with no change since 2017. A diverse and inclusive profession benefits both legal providers and those who use legal services. There is some evidence that diverse firms can benefit from a ‘diversity dividend’. This compares to the other staff in law firms, 8% of whom had a parent in a traditional profession and 15% in a modern profession. We make the following observations about the findings: The finding that “the share of BAME males becoming a partner, especially those of Asian origin has increased significantly” may be due to a high number of BAME males setting up their own firms as sole practitioners or working in small firms. Nearly four fifths (79%) of lawyers in firms doing mainly criminal work are state educated (made up of 26% from selective and 54% from non-selective schools). We classify 'small firms' as sole practitioners or firms with four partners or less. Nearly half of all solicitors admitted to the Roll since 2006 have worked only for central London based firms for their entire career. We classify 'large firms' as being those with 50 partners of more. We develop policy in response to proposals for changes in the law, which come from a variety of sources, including government departments and non-governmental organisations. Black lawyers make up 3% (no change since 2017) and this reflects the … In fact, we need a Moore’s Law of diversity in the legal profession and, even more, we need the fearlessness that goes with it. The proportion is slightly higher for partners (36%) than solicitors (32%). 68% in other organisations (which rises to 74% in advice services). There is little change in the age profile of all lawyers (solicitors and partners) since 2017. 40% of lawyers in firms mainly doing criminal work are female no change since 2017. none of the solicitors working in the armed forces (of a total of 40 people). And the IoP is proud to support the development of paralegals to improve diversity of opportunity to enter the legal services market. There are variations in the proportion of disabled solicitors working in the main in-house sectors: A greater proportion of lawyers identify as lesbian, gay or bi-sexual (LGB) in law firms (3%) compared to the UK population in 2017 (2%). - v.2020.08.17.6 Release-1153, This page was printed on 24/09/2020 and the up-to-date version can be found online at https://www.lawsociety.org.uk/topics/research/promoting-diversity-in-the-legal-profession. 37% of partners in one partner firms are female – up by 1% since 2017, 35% in firms with two to five partners - up by 1%, 39% in firms with six to nine partners – up by 2%, 34% in firms with 10 to 50 partners - no change. The overall increase in the number of Black, Asian and Minority (BAME) entrants is positive, but black people are under-represented.

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