Reporting your firm data
Updated 20 September 2021
Firm diversity data requirements
All regulated firms, regardless of size, have to collect, report and publish data about the diversity make-up of their workforce every two years.
We have made changes to the questionnaire for 2021, which you can read more about on our Q&A page. You can collect your data, using the revised questionnaire which you can download from the collecting data tab.
We opened the firm diversity data reporting site on 5 July 2021 and the deadline for submitting your data has now expired. We are keeping the reporting site open for a few weeks to give you an opportunity to comply with our regulatory requirements. Please report your data as soon as possible.
You will also need to publish a summary of your firm’s diversity data in a way that does not identify anyone. Please do this as soon as you can. Read more in the publishing data tab.
How we will use the data
We may use the information we collect from firms in the following ways:
- to update our law firm diversity tool so you can see the make-up of law firms across the sector
- to inform our publications or engagement with people as part of our work to promote diversity in the profession
- in our regulatory reform work to help us monitor the diversity impact of the changes we make
- to help us meet our public sector equality duty, for example monitoring our decision making by protected characteristics
- to facilitate research and analysis by others
- to meet reporting requirements to the Legal Services Board or the Ministry of Justice.
We will make sure that no-one can be identified from any data that we publish or share with others.
Read more about privacy, data and information at the SRA.
If you have any questions, please contact us.
Collecting diversity data
The diversity questionnaire
You can download a Microsoft Word version (DOC 6 pages, 173K) of the new questionnaire we are planning to use for collecting firm diversity data in 2021. Read more about the changes we have made on our Q&A page, including what to do if you cannot make the required changes to your HR systems in time for this year’s reporting exercise. If you have any questions, please contact us.
Encourage your staff to complete the questionnaire
When you collect diversity data from people working at your firm, please do not make assumptions about them. Everyone should be allowed to complete the questionnaire themselves.
Although you must give people an opportunity to respond, you cannot compel anyone to provide their diversity information. However, they may want to take part if they understand they can choose 'prefer not to say' for the questions they would rather not answer.
If you are a sole practitioner or small law firm, you still need to submit your diversity data, even if you are the only person within the firm. If you are concerned about disclosing any personal information, then please select ‘prefer not to say’.
Think about data protection before you start
Before you start, you should tell people how the data will be used and who will have access to it. Read more about how we use the data on the what you need to know tab. Make sure you comply with the data protection legislation when you collect, store and process this information.
Please also remember that the data reported to us can be seen by all authorised signatories and organisation contacts for your firm.
You may prefer to collect the data on an anonymous basis, however the information will be much more useful to you if it is linked to an individual, eg by reference to a confidential identification number. Then it can be used to monitor a range of employment activities over time, such as promotion, pay rates, or recruitment practices. People are more likely to provide information which can be traced back to them if you reassure them about confidentiality and tell them how your firm will keep their data secure.
Who should be included in the collection?
Everyone working at your firm is covered by the firm diversity data collection, not just solicitors. You should include:
- Full-time and part-time employees.
- Employees on maternity leave or on long term sick leave (but only if they are in contact with the firm during their absence and are willing to respond).
- Temporary employees, those on a secondment contract, consultants or other contracted staff working with you for three months or longer.
You should not include:
- People engaged in work which has been outsourced by the firm.
- Barristers or other experts engaged by the firm on individual matters.
- People who are normally based outside England and Wales.
If someone works for more than one firm, they must only complete one questionnaire. This should be for the firm where they do the majority of their work and spend most of their time.
Everyone must be put into one of these role categories. Make sure your staff know which category they are in if you are conducting an anonymous survey.
If someone falls into more than one category, they should use the one which most accurately reflects their main role.
Please note that reference to solicitors includes Registered Foreign Lawyers.
|Solicitor partner (sole practitioner, member or director)||Partners, members or directors who are not solicitors should be recorded in the 'Managerial role' category below|
|Solicitor (not partners)||All other practising solicitors including assistant solicitors, associates or consultants.|
|Other fee earning role||Includes fee earners such as trainee solicitors, members of CILEx who are not Chartered Legal Executives (Fellows) or CILEx Practitioners and paralegals, i.e. those who are not 'authorised persons'|
|Role directly supporting a fee earner||Includes legal secretaries, administrators, legal assistants, and non fee earning paralegals|
|Managerial role||Includes non lawyer partners, directors, or members and others such as practice managers, finance or account managers etc|
|IT/HR/other corporate services role||Includes non-managerial staff working in support services - including finance or accountancy roles|
|Barrister||People who are authorised by the Bar Standards Board|
|Chartered Legal Executive (Fellow)/CILEx Practitioner||People who are authorised by CILEx Regulation|
|Licensed Conveyancer||People who are authorised by the Council for Licensed Conveyancers|
|Patent or Trade Mark Attorney||People who are authorised by the Intellectual Property Regulation Board|
|Costs Lawyer||People who are authorised by the Costs Lawyer Standards Board|
|Notary||People who are authorised by the Master of the Faculties|
|Prefer not to say|
|An 'authorised person' is a person who is authorised by one of the approved regulators to carry on the relevant activity (defined by the Legal Services Act 2007). Solicitors with a current practising certificate and Registered Foreign Lawyers are "authorised" by us.|
Reporting your firm's diversity data
You can still report your firm diversity data to us. The deadline for submitting your data has passed, but we are keeping the reporting site open for a few weeks to give you an opportunity to comply with our regulatory requirements. Please complete your reporting as soon as possible.
Before you start reporting, you will need to organise the diversity data by the specified role categories so you can input the data for each role category in turn.
For help reporting your data see our user guide.
You will not be able to access the diversity data you provided in 2019 from the reporting site, if you need this data please contact our Diversity team.
Publishing your data
What you have to do
You should publish a summary of your firm's diversity data, so long as it complies with data protection legislation.
For larger firms, your data will be more meaningful if you provide some interpretation; showing any trends and setting out any steps you are taking to promote diversity at the firm.
A much richer picture of your firm will be provided if you publish more detail, for example the gender and ethnicity breakdown of your trainees or a diversity breakdown of your new partner appointments.
You should refresh your publication each time you collect a new set of diversity data.
What about data protection?
You should not publish any diversity data in a way that might identify individuals. Therefore sole practitioners and small firms may find they cannot publish their data at all.
You do not have to include information relating to religion or belief, sexual orientation or transgender. It is good practice to publish this data, but it can be quite sensitive, so make your own decision on this.
To minimise the risk of identifying individuals you could:
- Merge role categories to show a high level breakdown of the data, for example by partner, other fee earner and support staff.
- Publish data across the whole firm.
- Show the high level ethnicity categories rather than the detailed sub categories.
For more guidance about your obligations see the Code of Practice on publishing anonymous data from the Information Commissioner's Office.
Where you should publish your data
Your diversity data should be made available to your staff and externally. Most firms will choose to publish on their website, but you can use alternative or additional publication methods such as:
- A poster in your office reception area and/or meeting rooms.
- An article in your internal or external newsletter/bulletin.
If you are publishing on your website, you should make it easy to find and understand. This could include:
- Having a "Diversity" link on your homepage with a specific page for diversity data.
- Illustrating the data using clear tables, diagrams or graphics and include a summary of what it shows.
- If you can, adding enough detail to show for example, how many of your female partners attended fee-paying schools.
- Showcasing your approach to diversity and any initiatives you have in place.
Being open with this information gives you an opportunity to highlight your firm's commitment to diversity. This could offer a competitive advantage in promoting your firm to clients and attracting the best talent to join you.
Examples of how you might set out your data
Here are some examples of how to set out your diversity data. Please ensure that graphs and tables published online can be easily read by assistive technology.
Staff ethnic breakdown with the roles reduced to four main categories and the ethnicity categories reported at the highest level.
Gender breakdown as a percentage of all staff with the roles reduced to six categories
|Gender breakdown as a percentage of all staff|
|Other fee earners (e.g. trainees,paralegals,legal execs)||41||59|
|Role directly supporting fee earner (e.g. PAs)||2||98|
|Business services – Managerial||36||64|
|Business services – Support||38||62|