As U.S. President Donald Trump continues to challenge diversity and inclusion initiatives, the Law Society has launched a revamped toolkit to support law firms in retaining Black, Asian, and minority ethnic (BAME) staff.

Dr. Sam De Silva, global co-head of the commercial practice group at international law firm CMS and chair of The Law Society’s ethnic solicitors network, explained that the revised guide is crafted to help firms “retain and advance minority ethnic diverse talent” and maintain a competitive edge in the legal sector.

Current data highlights a disparity in retention rates, with minority ethnic solicitors leaving larger firms more frequently than their white counterparts. Many opt for smaller practices or in-house roles perceived as more inclusive. The updated toolkit outlines practical strategies to address this challenge, such as implementing confidential feedback systems and establishing an Equality, Diversity, and Inclusion (EDI) committee led by a senior executive that convenes regularly to address workplace concerns, including fair distribution of work. With only 8% of partners in larger firms from a minority ethnic background, the toolkit emphasizes the need for “consistent and transparent” work allocation and recommends integrating diversity contributions into performance evaluations.

Also included are case studies from firms actively working to improve retention. Stephenson Harwood, after identifying a lack of Black representation at all levels, introduced an ethnicity action plan that led to a rise in the recruitment of Black trainees. Kingsley Napley created the REACH (Race, Ethnicity and Cultural Heritage) group to cultivate a more inclusive environment. Initiatives included promoting NameDrop software—featuring audio pronunciation guides for colleagues’ names—and hosting ‘lunch and learn’ sessions to explore team members’ cultural backgrounds.

De Silva emphasized the urgency of these efforts: “In today's climate, focusing on diversity and inclusion in the legal profession is more crucial than ever. Embracing diversity fosters a more equitable workplace and enhances the quality of legal services by bringing varied perspectives and experiences to the table. Additionally, a commitment to inclusion helps attract and retain top talent from all backgrounds, driving innovation and growth within firms.” 

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Source: Monidipa Fouzder, The Law Society Gazette