How do I figure out which law firms value diversity and inclusion?

Dear Oracle

Law firms are always saying how diverse and inclusive they are, but how do I decide which firm is the right fit for me?

The Oracle replies

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It’s true that diversity and inclusion (D&I) is the talk of the legal town and is often highlighted in bold on law firms’ sleek websites and brochures. Due to the intense way this word is pushed and emphasised by numerous firms, it’s hard for aspiring lawyers to distinguish between the law firms that truly embody diversity, and the ones that are merely using diversity as a buzzword for marketing purposes.

Look at the data

Don’t rely solely on a firm’s diversity statements. Look at who actually works there and, crucially, who progresses to senior positions. The Solicitors Regulation Authority’s latest law firm diversity data, collected in 2025, shows that representation can vary significantly according to seniority and firm size. Its online diversity tool allows you to explore characteristics including ethnicity, sex, disability and socioeconomic background, helping you to put an individual firm’s claims into wider context. You can use this alongside firms’ published diversity data, industry research and rankings when doing your research.

Actions speak louder than words

This is the concept you should apply when deciding which law firm is the right fit for you, both in terms of diversity and more generally. An aspiring lawyer must wear many hats and one of these hats is that of a meticulous detective. It’s important to pay attention to not just what a law firm says, but also what it does.

Ask yourself the following questions:

• Does the firm publish diversity data and measurable targets?
• What does representation look like at trainee, associate and partner level?
• What are its retention and progression rates for underrepresented groups?
• Does it run long-term diversity initiatives or access programmes?
• What employee networks does it have and what influence do they have within the firm?
• How does the firm support reasonable adjustments and accessibility?
• Is there evidence that its initiatives have produced measurable results?

Here are two main factors to consider when handpicking which firms to apply to.

Talent pool

Look at whether the firm recruits, retains and supports people from a wide range of backgrounds. An inclusive firm should be able to demonstrate how it attracts and supports underrepresented groups, including Black and ethnic minority candidates, people with disabilities and members of the LGBTQ+ community, for example. Look beyond headline recruitment figures and consider whether diversity is reflected at different levels of seniority across the firm.

Recruitment practices

Look at how firms recruit as well as who they recruit. Contextual recruitment, anonymised application processes, accessible assessment methods and targeted access programmes can all indicate that a firm is trying to reduce barriers to entry.

For example, many firms use upReach’s contextual recruitment system REALrating, which allows employers to identify hidden talent and monitor socioeconomic data. The system has been designed to contextualise academic performance and highlight candidates’ potential to succeed. By working with upReach, law firms can identify applicants who’ve achieved against the odds. Firms using these types of system are clearly trying to widen access to the profession by expanding their reach to candidates they may otherwise have missed due to old, restrictive recruitment practices.

It’s also worth noting here that upReach works with more than 3,000 students in collaboration with universities and employers with the aim of supporting disadvantaged students from across the UK to realise their potential and succeed professionally. The charity provides access to a range of opportunities to enable these students to build their networks, understanding and skills. Finding out whether any of your shortlisted law firms are working with upReach could be a good starting point in understanding how much the law firm values a diverse and inclusive workforce.

Pay attention to how straightforward it is to request reasonable adjustments during recruitment, how clearly the process is explained and whether recruiters respond constructively. Inclusive policies are much more meaningful when candidates can see how they work in practice.

Finally, take advantage of opportunities to speak directly to firms at law fairs, open days and other careers events. These conversations can help you get beyond the information on a firm’s website. Consider asking how the firm’s approach to diversity and inclusion has developed, what support is available once trainees join, how active its employee networks are, and whether particular initiatives have led to measurable change. You could also ask about diversity and progression at senior levels within the firm.

For more on what solicitors’ firms, chambers and legal education providers are doing to improve diversity and inclusion within the legal profession, head to LawCareers.Net’s Diversity hub.

Bethany Wren (she/her) is head of content and events at LawCareers.Net.