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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Diversity and inclusion (D&I) are prominent themes across the legal profession and are often highlighted on law firms’ websites and in recruitment brochures. With diversity so heavily promoted by many firms, it can be difficult for aspiring lawyers to distinguish between those that truly embed D&I in their culture and those that treat it primarily as a marketing message.

Look at the data

Our first piece of advice is: 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 report, published in March 2026 and based on data collected in summer 2025, shows that representation varies significantly by seniority and firm size. For example, women represented 55% of lawyers but only 35% of full-equity partners, while lawyers from a minority ethnic background represented 19% of partners overall but only 9% in the largest firms.

The SRA’s 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.

Read ‘“You can’t be what you can’t see” – a look at diversity at the senior end of the legal profession’.

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 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?

Representation and progression

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. Look beyond headline recruitment figures and consider whether diversity is reflected at different levels of seniority across the firm.

Check out diversity access schemes in law for Black aspiring lawyers with our recent Oracle.

Recruitment practices

Contextual recruitment

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 contextual recruitment tools such as upReach’s REALrating, which helps employers assess academic achievement in the context of an applicant’s socioeconomic and educational circumstances. 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 systems can demonstrate an effort to widen access to the profession by reaching candidates they might otherwise have missed through more traditional recruitment practices.

It’s also worth noting that upReach supports more than 3,000 students each year and works in partnership with leading employers and universities across the UK. The charity provides one-to-one career support and other opportunities designed to help students develop their skills, networks and experience. 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.

Reasonable adjustments

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.

Networking

You should 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.

Ultimately, finding the right firm means looking beyond polished statements and considering the evidence: who is represented, who progresses, how inclusive recruitment practices work in reality and what support is available once you join. Use published data, independent research and conversations with firms to build a fuller picture. No firm will be perfect, but genuine transparency, measurable progress and a willingness to be held accountable are strong indicators that diversity and inclusion are embedded in its culture.

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.