Essay on Diversity and Inclusion in the Legal Sector

Introduction

Diversity and inclusion are two important aspects that various departments and organizations across the world should implement in a bid to meet their objectives. Organizations that have adopted inclusivity as a strategy in handling their operations have done well in the past in retaining employees and meeting their needs (Ashley and Empson, 2013). Having a variety of employees from different cultural backgrounds is crucial in creating a comfortable working environment for everyone. Women and people from minority backgrounds have been on the receiving end of social injustices based on gender and racial backgrounds (Theodorakopoulos and Budhwar, 2015). The report explores diversity and inclusion as two crucial aspects that affect operations in the legal sector. An examination on existing literature can help gather the necessary information from other authors on the topic of discussion (In-house lawyers take control in push for firm diversity, 2021). Women have faced challenges in many sectors of the economy that have not adopted diversity and inclusion. It is important to explore how the legal sector struggles in the economy to promote diversity and inclusion as a way of promoting performance (Blanck, Hyseni and Wise, 2020). The report also captures suggestions on how legal firms can advance diversity and inclusion as important pre-requisites towards equality. Legal firms across the world should adopt strategies that promote diversity and inclusion in a bid to promote changes for equality.

Diversity and Inclusion

Diversity in the legal sector refers to having a variety of professionals from various backgrounds in a bid to promote performance. It is important to highlight that even though policies to promote diversity have been put in place few firms have heeded the response and have adopted the policies appropriately (Lawyers, 2013). The representation of women in the legal field indicates that much needs to be done to promote diversity as a critical aspect that can reflect the through picture of society. For instance, some clients might feel comfortable working with male professionals in a firm rather than females (Ashley and Empson, 2013). Equally, others would prefer to work with females towards finding a solution on a particular matter. As such, implementing diversity as a policy within the legal sector can help change perception and improve delivery of services to people. Without diversity, some clients might feel insecure to work with specific firms in the legal sector (Theodorakopoulos and Budhwar, 2015). In essence, diversity is crucial in the legal sector to expand the opportunity of serving people in a comfortable and professional way. Equally, some clients feel comfortable working with individuals from specific backgrounds while others would not prefer the same. Employing people from different cultural backgrounds promotes diversity and comfort in workplaces in a significant manner.

Inclusion refers to practices providing equal opportunities to every member of society towards a particular matter. For instance, decision making in the legal sector should be inclusive in the sense that it involves individuals from each community and gender (Theodorakopoulos and Budhwar, 2015). Failure to involve women in decision making can be detrimental towards promoting gender equality in the legal sector. Much needs to be done to embrace inclusivity as it broadens the scope of knowledge that can help handle various situations (Hunt et al., 2018). Most partnerships within the legal sector have failed to adopt and embrace inclusivity as a crucial prerequisite for improved service deliver. Racial discrimination in the legal sector is not something new across the world. Blacks and people from other minority communities have been on the receiving end of discrimination, especially in powerful positions (Hoel and McBride, 2017). The case presented is elaborate on a topic that each individual in society should seek to debate and find a sustainable solution. Inclusivity plays a crucial role in motivating employees in any setting and making them feel part of each operation. Excluded employees feel uncomfortable and are not committed towards achieving set targets as intended.

Both inclusion and diversity are essential in the legal sector as a way of promoting justice and equality. The legal sector in each country should purpose to serve each member in society with integrity and professionalism. The sector should be a reflection of the ideals and values that are upheld by each firm in the industry (Kumra, 2014). It is important to note that most individuals at partnership levels in the sector are largely men and white. It is time that the sector puts in place policies that promote inclusivity and diversity as a way of promoting delivery of justice. Most schools in place that train lawyers have higher numbers of men and white students as compared to male and black students (In-house lawyers take control in push for firm diversity, 2021). For instance, hiring employees in the sector that is composed of individuals from diverse cultural backgrounds is crucial in promoting social justice tolerance. Gender equality in the sector is another challenge that each firm should seek to address in a bid to promote fairness. Both men and women should have equal promotion opportunities in legal firms in a bid to empower women and achieve equality. Diversity and inclusion should be created and implemented in the legal sector as a w ay of improving service delivery and reflect ideals of fairness in society.

Gender Parity, Social Mobility and Equal Opportunities

It is important for the report to explore aspects of gender parity, social mobility and equal opportunities as presented in the legal sector. Despite diversity and inclusion policies that have been put in place, the legal sector across the world struggles to promote gender parity, equal opportunities and mobility (Hunt et al., 2018). It is crucial to explore whether that is the case considering data available from the sector on the discussion issue. For instance, a consideration on employee representation within various firms indicates that members from minority communities face a hard time to ascend to powerful positions in the sector. Much is changing and there is a need for policing that considers the gender parity within the legal sector (Vaughan, 2016). Men have higher numbers in training institutions and higher offices as compared to women. The ratio of men legislators to that of women in the sector should be a matter that must be addressed (In-house lawyers take control in push for firm diversity, 2021). Women should be empowered to take on training and feature in courtrooms to neutralize the high number of men already in the sector. Gender parity in any setting is essential and it is the duty of management and policymakers to adopt the right planning strategies in a bid to advance the same (Ashley and Empson, 2013). According to statistics, female lawyers have had a lower representation in the UK legal profession over the past years and its time that the matter should be addressed. Gender parity in the UK is high and there is a significant need for the sector to address the inequality as a way of advancing inclusivity and diversity.

Social mobility is another aspect that should be considered within the legal sc6tor as a way of advancing diversity and inclusion. Women rarely rise to positions of high ranks in mot departments within the United Kingdom (Vaughan, 2016). The fact that fewer women hold powerful positions in the legal sector is an indication that there is no equal opportunity for females as men in the industry. Promotional opportunities within the sector are awarded to men as females find it hard to rise into powerful positions. It takes a shorter period for a man in the legal sector to experience mobility as compared to women (In-house lawyers take control in push for firm diversity, 2021). In decision making, women are rarely participating as men make all crucial decisions that impact operations in the legal sector. It is vital for managers in the sectors to seek policing that can promote engagement with females as a way of empowering women and promoting diversity. Decision making that is not inclusive of women is detrimental to representation of the true picture that exists in the world on women in the legal sector (Kumra, 2014). Social mobility refers to the ability or possibility of an employee in a particular sector moving upwards or across departments in a bid to deliver services as intended. The legal sector in the UK is facing challenges to do with social mobility as illustrated by women practitioners.

Social mobility for blacks within the sector is another aspect that should be taken into consideration. The number of white lawyers in various departments within the sector is higher as compared to practitioners from minority backgrounds (Iskander, 2017). Blacks have faced social injustices in the United Kingdom for decades and there is a need to address the same in a manner that promotes diversity and inclusion. White practitioners in the sector have a higher chance of rising ranks in the profession as compared to those from minority backgrounds. It is the duty of management to ensure that each practitioner in the sector is accorded an equal chance of promotion when the opportunities arise (Eicher, 2016). It is through such social mobility that practitioners can be motivated to deliver their best and achieve set objectives. Multiculturalism at places of work ensures that employees are comfortable working with others in a bid to deliver services professionally. Whites have a higher chance of getting promotions to partnership level as compared to blacks and individuals from other minority communities (van Berkel, 2019). People of color face promotional discrimination, which has shown high level of disparity within the United Kingdom legal sector. Social mobility in the legal sector should be advanced by promoting diversity and inclusivity as strategic foundations of the same.

Another issue that has impacted operations of the legal sector in the United Kingdom is provision of equal opportunities. The sector has failed to provide equal opportunities to both men and women as females have lower numbers in the industry (Lawyers, 2013). In the past, women could not take part or study some courses due to societal perceptions and inequalities. In the recent past, much has changed in the sector as women lawyers have increased in the industry. The increasing number of female legal practitioners has not matched those of men already in the sector. Men get better opportunities in the legal sector as compared to women, which is indicative of the gender discrimination that has existed in the sector for ages (Eicher, 2016). It is the role of the judicial system in any country to provide equal opportunities to each member as a way of promoting equality. Women have proved to be productive in most sectors of the economy where they are involved. Diversity requires that women and men are accorded equal promotion opportunities when they come up (Iskander, 2017). The failure to provide equal growth opportunities for women and men in the legal sector has challenged operations in the industry in a significant manner. In essence, the legal sector struggles to promote and provide equal opportunities to both men and women as illustrated by operations in the UK legal sector.

Equal opportunities should be provided to all people regardless of their age, color and cultural background (van Berkel, 2019). Racism and ethnicity have impacted the legal sector in many ways across many countries in the world. Most sectors in the economy get impacted by racism and ethnic practices in a significant manner. People from the black community in most European countries face challenges in getting equal opportunities (In-house lawyers take control in push for firm diversity, 2021). Institutions that train lawyers within such economies enroll higher numbers of white students as compared to students from minority backgrounds. For instance, an institution in the UK is expected to have more whites as compared to blacks. Such social injustices in community have impacted the delivery of services in the legal sector in a significant way (Sommerlad and Ashley, 2015). Inclusion and diversity policies in place have not yet changed operations in the sector as the industry struggles to provide equal opportunities to every individual. Whites have a high chance of accessing opportunities in the sector as compared to women and individuals from minority communities.

The legal sector has the potential to do better by advancing diversity and inclusion. Gender parity is one of the most crucial aspects that should be considered as the sector has attracted more men as compared to women (Hull, 2013). Equally, men who have risen to partnership levels in the sector are many as compared to women who have acquired social mobility in the sector. Much needs to be done to reduce discrimination against blacks that has derailed inclusion and diversity within the industry. The assumption that the sector has failed in promoting equality, social mobility and gender parity is true to some extent. The sector has failed to reduce inequalities in the sector based on gender and race (Lawyers, 2013). Much needs to be done to implement the right policies that can advance diversity and inclusivity in the legal sector. Diversity and inclusivity promotes understanding and delivery of services in a just and fair manner.

Recommendations on Diversity and Inclusivity Culture in Law Firms

It is vital that the report gives suggestions on how law firms can improve or advance diversity and inclusivity in a bid to improve service delivery. The first suggestion for law firms that aim to promote diversity and leadership is appropriate training and development of skills for all practitioners (Vaughan, 2016). Managers in the sector should update their leadership skills in a bid to promote inclusivity. Inclusive leaders provide equal opportunities to each member in a bid to promote justice. It is through such training and development that practitioners learn on being tolerant to each other (Richerme, 2019). Women should be subjected to training and developmental programs that can advance their skills in the profession. Failure to train practitioners will be detrimental towards sensitizing professionals on the need to adopt diversity and inclusion within the legal sector (Iskander, 2017). In-house lawyers should strategically come up with policies that expose individuals in the legal sector to diversity and inclusivity. Training can be done to sensitize practitioners on the need to work with individuals from diverse backgrounds as a way of promoting professionalism. Some individuals prefer women to handle their matters in the legal sector as compared to men (Sommerlad and Ashley, 2015). Such practices make it necessary to train and develop both men and women in the profession. Training and developmental programs might prove strategic towards promoting diversity and inclusivity within many legal systems across the world.

The second strategy that can be utilized towards achieving the right balance on diversity and inclusion in the legal sector is to use data and other metrics in making decisions. The decision making process in any legal sector requires consultations that aim to find gender balance and provide equal opportunities (Hull, 2013). For instance, data on how the company has handled various cases to do with hiring and acquisition of talent should be based on diversity and inclusion. Managers who fail to use data and metrics in decision making are likely to mislead clients. Diversity in an organization can help promote performance and provide more opportunities for a firm (Ashdown, 2014). It is the duty of management in the legal sector to use previous data that has been stored to make the right decisions regarding employment opportunities and provision of equal chances to each individual. Metrics on the impact of racism and ethnic practices in the legal sector should be taken into consideration. For instance, data shows that firms with inclusive and diverse employees perform better in the market and attract many customers (Sommerlad and Ashley, 2015). Metrics on various issues that impact delivery of justice in the legal system should be taken into consideration for informed decision making. Metric can help gain a deeper understanding on the need to embrace diversity and inclusivity.

Third, building a culture of diversity and inclusion internally can prove significant towards countering bias. Professionals should be trained on how to handle bias, which limits and undermines advancements of diversity in the legal sector (Ashdown, 2014). The first step that should be taken towards improving diversity is to communicate and create awareness on the need for the legal sector to advance diversity and inclusion. Employees and all stakeholders should have the right and freedom to express their uncomfortable encounters with the legal sector. Much needs to be done by legal experts to ensure communication is enhanced in a bid to create awareness on diversity and inclusion (Richerme, 2019). Second, the management in every law firm should listen to each diverse group as a way of promoting inclusivity. Engaging each party from different background or with varied views on legal matters is important in promoting delivery of services. Management should advance its strategy towards engaging each stakeholder for mutual agreement on legal matters (Hull, 2013). There is a need for management in each law firm to create a plan on how to manage bias and diversity issues in the legal sector. Successful handling of bias through communication and creation of awareness can improve advancements of diversity and inclusion in the legal sector significantly.

Law firms across the world should be vigilant and assess their performance from time to time in a bid to determine progress that they are making towards diversity and inclusion (Hoel and McBride, 2017). Gender parity is an important thing that training and developmental institutions in the sector should observe. Women have been sidelined for long and experts should develop policies that seek to change the situation in future (Blanck, Hyseni and Wise, 2020). Equally, there is a need for the HR departments to examine the issue of social mobility based on gender diversity and inclusion. Decision making within firms should utilize consultation as a way of advancing performance.

Conclusion

To sum it up, the legal sector has faced criticism for struggling to promote diversity and inclusion within the system. Diversity in the legal sector requires inclusion of women in matters leadership and decision making. Gender parity in the legal sector indicates that the system has failed to include women in leadership and promotional opportunities. Social mobility for blacks and women is lower as compared to whites and men in society, especially within the United Kingdom. The report focuses on exploring how the legal sector has failed in promoting diversity and inclusion for improved service delivery. Training and developmental programs for practitioners in the sector is necessary as well as utilizing data and metrics from previous record as a basis for decision making. The sector can adopt the right policies and change for better services to citizens in a significant way.

References

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