MINISTRY OF JUSTICE
News Release (No:055/07) issued by The Government News Network on 16
May 2007
Law firms should
stop shepherding new recruits into specialisms based on background
or gender, Justice Minister Bridget Prentice said today.
Speaking at the Lawyer diversity conference, Bridget Prentice
said women lawyers and those from ethnic minorities were sometimes
shunted into family and immigration work respectively, which might
not be where their strength or preference lay.
Bridget Prentice said:
"Increasing diversity in the legal profession is very
important. People need and use lawyers all the time and they
should have confidence the profession reflects their community.
"However, firms should recognise the individual qualities of
each person and use them to the best effect. Diversity is about
widening the pool of new talent and seeking the best candidates
for different sections of the law."
Bridget Prentice also renewed her challenge to law firms to
publish their diversity figures showing their commitment to
opening up the profession to people from all backgrounds.
"People like dealing with companies that demonstrate their
commitment to equality and diversity. Legal firms could benefit
from making their stand on this public."
Notes to Editors
1. Bridget Prentice wrote to the top 100 law firms and 30
chambers in November 2005.
2. At the end of April 2007, 40 firms and seven Chambers had
published their diversity data.
3. The working group was set up in January 2006, shortly after
the publication of the Increasing Diversity in the Legal
professions report. The report is available at http://www.dca.gov.uk/legalsys/profs.htm
4. The working group identified a number of barriers that people
face in pursuing a career in the legal profession and suggested
ways of overcoming them.
The hurdles include:
* Lack of easily accessible information about how to pursue a
career in law or alternative routes into the profession.
* Inadequate information to students about costs, timescales,
employer expectations, skills and experience required.
* Lack of comprehensive research about what affects career
progression, equal pay, and flexible working.
* The need for more recognition of work based learning and other
skills and experience as part of recruitment.
5. The Diversity Working Group report can be found at http://www.dca.gov.uk/legalsys.
http://www.justice.gov.uk