Improving access to legal careers: Toolkit for partnerships and initiatives

Initiative type: Outreach and pipeline initiatives

About the programme

The West of England Legal Early Careers Network (WLECN) launched in 2022 to address the limited availability of work experience opportunities for aspiring lawyers who lack existing professional connections.

The programme aims to:

• improve access to legal work experience for young people
• increase awareness of careers in law
• support students from underrepresented backgrounds
• help employers engage with a more diverse future talent pool.

The network brings together law firms, chambers, in-house legal teams, training providers and universities, including the University of Law and the University of the West of England (UWE). By working collaboratively, partners provide students with meaningful insight into a wide range of legal careers. 

Who the programme is for

The programme is open to all students. WLECN places a particular focus on supporting students who may face barriers to entering the profession, including those:

• attending schools with higher pupil premium rates
• from areas with low progression to higher education
• from backgrounds currently underrepresented within the legal profession.

This approach helps ensure that opportunities are accessible to those who may not otherwise have exposure to legal careers.

How the programme works

Four-week summer programme

Each summer, WLECN delivers a four-week programme across Bristol and Bath. Around 30 students participate each week, with the number of places continuing to grow in response to demand.

Skills and career development

Students spend time with a range of legal employers, gaining first-hand experience of different legal workplaces and career pathways.

Throughout the programme, students take part in activities designed to develop both legal knowledge and employability skills, including:

• workplace visits
• career insight sessions
• mock trials
• introductions to legal technology
• employability and professional skills workshops.

The variety of experiences helps students develop a realistic understanding of the legal profession and the skills needed to succeed within it.

Employer collaboration

Legal employers support the programme by delivering sessions, hosting students and sharing career insights. This collaborative model enables participants to experience different practice areas and organisational settings while building their professional networks.

What impact the programme is having

The initiative has grown significantly since its launch and is now in its fifth year.

To date, WLECN has:

• supported more than 500 young people
• engaged with 20 legal employers across Bristol and Bath
• expanded to support 160 students in the current year.

Feedback from participants and firms has been overwhelmingly positive. Students leave with a clearer understanding of legal careers, enhanced employability skills and the confidence to pursue opportunities they might previously have considered out of reach. For law firms, the programme provides an opportunity to engage with diverse talent and widen access to the profession.   

The key takeaway

WLECN demonstrates how collaboration between employers, education providers and legal organisations can remove barriers to entering the profession. By providing accessible, high-quality work experience opportunities, the network is helping more young people explore legal careers and develop the confidence, skills and connections needed to succeed.

If you would like to find out more, please contact: Admin@WLECN.com.

Initiative type: Outreach and pipeline

About the programme

Pathways to Law (PtL) is the longest-running employability programme delivered by the Sutton Trust, a leading social mobility charity. It supports high-achieving students from underrepresented backgrounds to access university apprenticeships and careers.

The programme focuses on improving social mobility by helping students build the skills, knowledge and confidence needed to succeed in the legal sector.

Who the programme is for

It is aimed at students who:

• are in Year 12 when they apply
• attend state-funded, non-fee-paying schools
• have strong GCSE results
• meet additional socio-economic criteria.

More than 350 students take part each year and 7,000+ young people have participated since 2007.

How the programme works

PtL runs over 18 months and is delivered with six partner universities and more than 60 employer partners. This collaborative model helps students gain practical experience and insight into legal careers.

What participants receive

The programme is free to attend and includes:

• work experience placements
• skills workshops and training sessions
• academic taster sessions
• a national residential conference
• access to the Sutton Trust online platform for application support.

How work experience builds career insight

Work experience is a central part of the programme. Placements take place within law firms, chambers or in-house legal teams.

Students benefit from:

• shadowing legal professionals
• attending networking sessions
• gaining in-person experience of workplace environments.

What impact the programme is having

PtL supports students to make informed decisions about their futures:

• 85% said they understood what steps to take for their chosen career after completing the programme compared to 50% at the start of the programme
• 91% of the 2024–2026 cohort are applying to university or degree apprenticeships
• students are more than twice as likely to attend a high-tariff university.

Once at university, students:

• have higher retention rates at university with 97% completing their degree
• achieve strong academic outcomes with over 90% awarded a 2:1 or first.

Through its alumni activity, the Sutton Trust continues to support students to achieve their career goals.

Impact of the work experience element

• 94% said it motivated them to achieve their career goals.
• 87% said it made them more likely to enter the legal profession.

These experiences help students see how they can succeed in the sector and build confidence in their ambitions.

The key takeaway

Pathways to Law shows how targeted, sustained support can help students overcome barriers and succeed. By combining practical experience, structured support and strong partnerships, the programme creates a pipeline of future legal professionals from diverse backgrounds. It also creates meaningful skills-based volunteering opportunities.

If you are a firm and would like to partner on the Pathways to Law scheme, please contact: development@suttontrust.com.

Initiative type: Outreach and pipeline

About the programme

Launched in 2024, LIFT (Legal Insight for Future Talent) is a key component of Clyde & Co’s commitment to improving social mobility and widening access to the legal sector.

The programme acknowledges the systemic and cultural barriers that disproportionately affect individuals from lower socio-economic backgrounds, ensuring that talented people, regardless of background, can gain meaningful insight into the profession.

Building on the programme’s success, in 2026 Clyde & Co welcomed its first cohort in its Glasgow office, delivering an insight week focused on careers across Business Services functions.

Who the programme is for

LIFT is aimed at individuals who:

• are aged 18 and older
• are at least one year out of compulsory education
• are from a lower socio-economic background

More than 40 participants take part each year and over 200 people have participated since 2024.

How the programme works

LIFT is a 5‑day paid insight programme, delivered in July each year through a hybrid model combining virtual learning with in-person experience across multiple Clyde & Co UK offices. To remove barriers to access, participants are paid above the living wage, and travel, accommodation and technological support is provided to those who need it.

As the LIFT programme is highly oversubscribed, all unsuccessful applicants are invited to LIFT Essentials, a 2.5 hour condensed virtual opportunity. This ensures they still gain valuable insight into legal careers, recruitment processes, and pathways into the profession, helping to broaden access to the sector beyond just those who secure a place on the 5-day programme.

What participants receive

Participants have the opportunity to gain insight and develop skills across a wide variety of areas, in a way that allows them to substantially enhance the experience on their CVs. This includes:

• insight sessions across different departments and practice areas
• skills‑building modules focused on employability, confidence and professional awareness
• work components based on real-world examples (eg mock case or business services project) that enhance employability through demonstrated experience
• networking with solicitors and business services colleagues
• conversations addressing inclusion, lived experience, and navigating professional environments
• an optional one-year mentorship where individuals are paired with a Clyde & Co colleague who aligns with their career aspirations.

Building career insight and confidence

Insight is a core part of the programme, helping participants to develop a clearer understanding of the wide range of opportunities available within a global law firm. Whether pursuing a legal career or a role within business services, participants gain valuable knowledge of different career paths available to them and the skills needed to succeed.

Participants benefit from:

• developing a clearer understanding of the different pathways available within the legal sector
• learning about routes to qualification, including training contracts and other early careers opportunities
• understanding the skills, behaviours and experiences valued by employers
• building commercial awareness and an appreciation of how different functions contribute to client outcomes
• making better-informed decisions about future study, career and application choices
• increasing their confidence to pursue opportunities within the legal and commercial sectors.

What impact the programme is having

LIFT has proven to be overwhelmingly well-received based on participants’ feedback:

• participants rated the week 4.5 / 5.0 overall
• 96% found it valuable for future progress in the sector
• 92% improved their understanding of the skills and qualifications required
• 98% are more likely to apply to Clyde & Co.

One of the 2024 participants noted:

'The candid discussions on Imposter Syndrome, women in law, diversity, and overcoming related challenges have provided a comprehensive understanding of what it takes to succeed as a solicitor.'

One of the 2026 participants noted:

'This experience has strengthened my interest in law, developed my confidence and given me a clearer understanding of the skills, resilience and professionalism required to succeed in the legal sector.'

In addition, Clyde & Co colleagues proudly advocate for and support the programme, volunteering their time and expertise to lead insight sessions and mentor participants. They often highlight how much they value the opportunity to share their perspectives, and indeed how much they learn themselves from the participants in return.

The key takeaway

LIFT demonstrates how meaningful career insight and targeted support can help individuals overcome barriers and make better informed decisions about their futures. By increasing understanding of both legal and business services careers, demystifying routes into the profession, and building confidence, the programme helps participants prepare for future opportunities. Through collaboration with colleagues, clients and community partners, LIFT also creates valuable volunteering opportunities and contributes to widening access to the legal sector.

For more information about the LIFT programme, contact Clyde & Co's DEI Team: Inclusion.Matters@clydeco.com.

Initiative type: Improving academic attainment

About the programme

The Multicultural Scholars’ Programme (MSP) at Warwick University Law School was established in 2005 to address ethnic underrepresentation in higher education and the legal profession. It is now fully embedded within the law school and is now supported by a range of law firms, chambers, alumni and other organisations focused on increasing diversity in the legal sector and beyond.

Its key aims are to:

• improve access to legal education for underrepresented students
• build confidence, networks and professional skills
• support academic success and long-term career progression.

Who the programme is for

The MSP supports up to 10 new students each year from minority ethnic backgrounds who face additional barriers to higher education and professional careers.

Applicants must also meet one or more of the following criteria:

• financial disadvantage
• residence in areas with low higher education participation
• attendance at low-performing schools.

These criteria ensure the programme reaches those most in need and creates a cohort with shared experiences and aspirations.

How the programme works

Programme structure

The MSP provides a structured package of academic, pastoral, and professional support throughout a student’s degree. Warwick Law School partners with a range of law firms, chambers and other organisations focusing on increasing diversity in the legal sector and beyond, as well as alumni.

Key elements of the MSP include:

• skills workshops focusing on research, writing, and academic development
• law firm visits and employer engagement, offering insight into qualifying in the various legal professions and recruitment processes
• career and networking sessions, often providing students with their first exposure to legal practice
• mentoring from senior students and practising solicitors and barristers
• dedicated academic support, including structured personal tutoring
• social activities to build a strong peer network and sense of belonging.

Student development

Through sustained engagement, students gain:

• practical academic skills
• confidence in professional environments
• access to new networks and opportunities
• guidance on career planning and applications.

These experiences help position scholars to secure internships, qualifying work experience and graduate roles.

What impact the programme is having

Since its launch, the MSP has supported more than 130 students to graduate and progress into careers in law and other professional sectors.

The programme contributes to:

• improved student retention and academic success
• increased access to professional networks
• stronger representation in the legal talent pipeline.

Wider impact

The MSP demonstrates Warwick Law School’s commitment to diversity and inclusion and highlights the role universities can play in addressing systemic barriers.

It also strengthens links with employers, showing how collaboration between education providers and the legal sector can support a more diverse and inclusive profession.

The key takeaway

The Multicultural Scholars’ Programme shows that targeted, sustained support can help level the playing field for underrepresented students. By combining academic development with professional exposure, it creates a more accessible and equitable pathway into legal careers.

If you would like to find out more about this programme, please contact law.wp@warwick.ac.uk.

Initiative type: Improving Academic Attainment

About the programme

The Legal Advice Centre (QMLAC) at Queen Mary University of London (QMUL) provides free legal advice to members of the public who may not be able to afford legal support, as well as to QMUL staff and students.

Its key aims are to:

• improve student education through real-world legal experience
• support access to justice for underserved communities.

Students deliver advice under the supervision of more than 250 volunteer lawyers.

Who the programme is for

QMLAC provides legal advice across a wide range of areas including:

• consumer and contract law
• employment matters
• family law
• criminal justice
• immigration
• intellectual property.

How the centre works

Step-by-step process for clients

1. Initial appointment: Students conduct a fact-finding interview with the client
2. Supervision: A qualified solicitor is present during the interview
3. Advice drafting: Students prepare written legal advice
4. Review process: Advice is reviewed by both supervising solicitors and QMLAC staff
5. Outcome: Approved advice is shared with the client.

This structured approach makes sure clients receive reliable, high-quality guidance.

Student involvement

Students typically take part during their second or third year, either as part of a formal university module or as extracurricular volunteers. Some first-year students also contribute as note-takers, gaining early exposure.

In addition, students benefit from:

• training sessions
• mock interviews
• case debriefs.

These activities help build confidence, professionalism and ethical awareness.

Impact for students

Participation in QMLAC provides valuable hands-on experience. In the 2024/25 academic year, 100% of participating students reported improved understanding of how law works in practice.

Key skills developed

• Client interviewing
• Legal research
• Problem-solving
• Teamwork
• Ethical decision-making.

What impact the centre is having

Since opening in 2006, QMLAC has:

• advised more than 6,500 clients
• secured £1.25 million in disability benefits
• delivered legal education workshops to 12,000+ people.

The centre also contributes to public legal education and supports organisations by providing input into legislative consultations.

The key takeaway

 QMLAC demonstrates how universities can enhance student learning while addressing societal needs. Its model shows how accessible legal advice and high-quality education can work together.

If you would like to find out more about this programme, please contact: lac@qmul.ac.uk.

Initiative type: Mentoring and coaching

About the programme

The Black Solicitors Network (BSN) Grassroots Programme was established in 2021 to increase equality of access to the legal profession. It focuses on supporting students from Black and underrepresented backgrounds to pursue and succeed in legal careers.

Its key aims are to:

• improve access to legal career opportunities for underrepresented students
• develop the skills needed to succeed in legal recruitment processes
• build confidence and professional networks among participants.

The programme works in partnership with universities and law firms to deliver structured careers and skills support. Partner universities are the University of Manchester, Manchester Metropolitan University, Liverpool John Moores University, the University of Law and the University of Bristol.

Who the programme is for

The Grassroots Programme is open to undergraduate and postgraduate students at partner universities who meet the following criteria:

• identifying as from a Black background, including Black African, Black Caribbean or mixed backgrounds with Black heritage
• coming from an underrepresented or less advantaged background, for example being the first in their family to attend university or eligible for financial support
• demonstrating commitment to academic and professional development
• showing potential to succeed in the legal profession.

These criteria make sure that the programme targets students who face structural barriers to entering the legal sector.

How the programme works

Programme structure

The programme delivers a series of workshops throughout the year, led by legal professionals and industry experts. These sessions are designed to prepare students for the realities of legal recruitment and practice.

Key elements include:

• application writing support
• preparation for psychometric tests
• interview skills training
• development of commercial awareness
• networking opportunities
• guidance on professional reputation management
• AI in the legal sector.

Participants who demonstrate strong engagement and potential may be invited to apply for additional opportunities, including mentoring and work experience placements.

Student development

Through participating in the programme, students gain:

• increased confidence in navigating legal career pathways
• enhanced employability and application skills
• access to professional networks and industry insight
• exposure to mentoring and work experience opportunities.

These experiences help participants better understand employer expectations and improve their chances of securing roles in the legal profession.

Participant feedback

Participants highlight the impact of the programme on their career progression:

• ‘The workshops were engaging and provided practical insights, particularly around teamwork and communication. Overall, the programme helped me build confidence and develop skills that I can carry ’
• ‘I am enjoying the one-to-one practice sessions so far, they provide invaluable experience which I can genuinely use in interviews or assessment ’
• ‘I found the feedback from the interviewers invaluable during the mock interviews. The commercial awareness task and the breakdown of how an M&A deal were very clear and easy to follow, the interactive nature of the workshops are also really ’

What impact the programme is having

The Grassroots Programme supports students in overcoming barriers to entry by providing practical, targeted support and direct engagement with employers.

It contributes to:

• improved preparedness for recruitment processes
• increased visibility of diverse talent within the legal sector
• stronger pathways into legal careers for underrepresented groups.

Wider impact

The programme demonstrates how collaboration between professional networks, universities and law firms can help address systemic inequalities in access to the legal profession.

By equipping students with the skills, knowledge and connections they need, the Grassroots Programme contributes to a more diverse and representative legal workforce.

The key takeaway

The BSN Grassroots Programme shows how targeted skills development, employer engagement and ongoing support can help remove barriers and create pathways into legal careers for underrepresented students.

Find out more about the Grassroots programme.

Initiative type: Coaching, Mentoring and other legal career support    

About the programme

Aspiring Solicitors (AS) is a legal talent development platform established in 2013 to improve equity, diversity and inclusion within the legal profession.

Its key aims are to:

• widen access to legal careers for underrepresented groups
• support aspiring solicitors to secure and progress in legal roles
• help employers build more diverse and inclusive talent pipelines.

The organisation works in partnership with law firms and in-house legal teams to identify, coach and develop legal talent at multiple career stages.

Who the programme is for

Aspiring Solicitors supports a community of more than 100,000 members, primarily aspiring solicitors from underrepresented backgrounds. These include individuals who are:

• from socially mobile backgrounds
• Black, Asian or from other minority ethnic groups
• LGBTQIA+
• disabled or neurodiverse
• living with long-term health conditions.

The programme also supports junior lawyers through ongoing development and alumni engagement to aid retention and progression within the profession.

How the platform works

Programme structure

Membership is free and provides access to a wide range of structured talent development opportunities, including:

• coaching programmes to support career planning and progression
• mentoring schemes with legal professionals
• work experience opportunities with partner organisations
• skills workshops focused on applications and professional development
• annual commercial awareness competition
• events, law fairs and networking opportunities delivered with law firms and in-house teams.

These opportunities are designed to provide practical support at key stages of the legal career pathway.

Employer partnerships

Aspiring Solicitors works with more than 40 leading law firms and in-house legal teams, including:

• A&O Shearman
• Barclays
• BCLP
• Formula 1
• Freshfields
• Herbert Smith Freehills Kramer
• Sky.

These partnerships help organisations:

• access a wider and more diverse talent pool
• strengthen inclusive recruitment practices
• support the development and retention of junior lawyers.

Student and participant impact

Since 2013, Aspiring Solicitors has supported more than 9,000 members to secure vacation schemes and training contracts. Between 2022 and 2025, 43% of mentoring participants secured one of these opportunities.

Participants report increased confidence, stronger networks, and improved understanding of recruitment processes.

Participant feedback

Members highlight the impact of the programme on their career progression:

• 'AS has provided the connections and support I’ve needed for my legal career to become achievable.'
• 'The Aspiring Solicitors network and its opportunities are nothing short of game changing.'
• 'I attribute a great deal of my success to the various AS programmes I was involved'
• 'Each programme provided structured, practical guidance at key stages of the application process.'

What impact the platform is having

Aspiring Solicitors is helping to address barriers to entry and progression within the legal profession by:

• increasing access to opportunities and professional networks
• improving conversion rates into training contracts and early careers roles
• supporting long-term career development and progression.

It also enables employers to build stronger, more diverse pipelines of talent.

Wider impact

The platform demonstrates how collaboration between organisations and the legal sector can create more inclusive pathways into professional careers.

By combining coaching, mentoring, and employer engagement, Aspiring Solicitors contributes to a more representative and accessible legal profession.

The key takeaway

Aspiring Solicitors shows how targeted, structured support can deliver for participants. When combined with employer partnerships, the programme delivers measurable outcomes in widening access and improving diversity in the legal profession.

If you are a student, you can join Aspiring Solicitors for free.

If you are a firm or an in-house legal team and want to know more about the programmes on offer, contact Aspiring Solicitors to learn more.

Initiative type: Work experience

About the programme

Queen Mary University of London (QMUL) pioneered the integration of a full year of paid work experience into students’ law degree studies.

This creates an opportunity for its students to undertake a four-year law degree, with their third year spent working in a professional legal environment. The programme is designed to combine academic study with practical experience, helping students develop professional skills, confidence and career readiness before graduating.

Its key aims are to:

• provide students with meaningful paid legal work experience
• bridge the gap between academic study and professional practice
• improve graduate employability and career outcomes
• widen access to opportunities within the legal profession.

Who the programme is for

Students apply to QMUL's law degree programme and once enrolled, can apply for placement opportunities during their second year of study.

Partner organisations have their own selection criteria. Many employers incorporate social mobility and diversity considerations into their recruitment approaches, helping to widen access for students from underrepresented backgrounds.

How the programme works

Placement year structure

Students spend their third academic year working in a legal organisation before returning to QMUL to complete their final year of study.

Alongside their workplace responsibilities, the students’ work experience in the third year is assessed for university degree purposes by a reflective portfolio and a presentation. This approach ensures that workplace learning is fully integrated into the academic programme.

Range of placement opportunities

Over more than a decade, the scheme has expanded to include placements across a wide range of organisations, including:

• law firms
• in-house legal teams
• the Government Legal Department
• charities
• legal technology businesses
• legal process outsourcing providers
• global trade bodies.

Students gain experience across a variety of practice areas and departments, including:

• corporate law and mergers and acquisitions
• shipping
• energy and natural resources
• employment law
• commercial litigation
• family law
• real estate finance
• practice innovation teams.

Professional development

Students often rotate between departments during their placement year, developing practical skills and building a broader understanding of how legal organisations operate.

The experience enables participants, particularly those from less privileged backgrounds or first-generation university students, to:

• apply legal knowledge in real-world settings
• develop professional and commercial awareness
• build workplace confidence
• expand their professional networks
• explore different legal specialisms before graduation.

As one student reflected:

‘The placement year gave me the confidence to see myself thriving in a top law firm. I learned how to navigate professional environments and discovered the area of law I want to specialise in.’

What impact the programme is having

The programme has become a highly effective pathway into the legal profession. More than 85% of participants have secured available training contracts or other graduate roles following their placements.

QMUL emphasises that the programme can make a meaningful difference to students’ growth:

‘We know that these experiences really accelerate student development, especially from groups underrepresented in the sector – and many of the employers we work with share these values. Therefore, when planning the placements, these employers often aim at offering these opportunities to students where it would be a first professional career opportunity for them.’ 

For employers, the programme provides access to a diverse talent pipeline and an opportunity to identify future recruits. Organisations report strong returns on investment, with students making meaningful contributions to teams and projects. Many employers now involve placement students in legal technology and innovation initiatives, benefiting from their fresh perspectives and ideas.

The Government Legal Department, which partners with Queen Mary, highlights that the Law Placement Scheme is a highly regarded social mobility initiative, designed to widen access to careers in law for students from underrepresented backgrounds:

‘It provides valuable, hands-on experience within a supportive and inclusive environment, helping students build confidence, skills, and professional networks. The scheme offers meaningful exposure to public sector legal work, allowing students to contribute to real cases and policy issues. Overall, it plays a key role in developing diverse future legal talent and promoting equal opportunity within the profession.’

The key takeaway

QMUL's Law in Practice Placement Year demonstrates how structured, paid work experience can enhance student outcomes. By embedding professional practice within the law degree, the programme helps students develop the skills, confidence and experience needed to succeed in the legal profession while supporting employers to build a more diverse and inclusive future workforce.

For more information, please contact Nigel Spencer and Mohammed Uddin at law-hub@qmul.ac.uk and see the student and employer experience of the programme.

Initiative type: Outreach and Pipeline

About the programme

Contextual recruitment ensures that candidates’ job suitability accounts for a wider range of factors than simply academic achievement or experience. It accounts for factors such as school location, average attainment in that school, and family background. This information helps to show candidates achievements in the context of their individual circumstances.

Norton Rose Fulbright (NRF) uses contextual recruitment as part of its early careers recruitment process with the support of Rare. Candidates complete a questionnaire alongside their application which helps NRF recruiters to take account of factors that may have affected educational attainment and access to opportunities.

This approach supports NRF’s aim of identifying high-potential candidates from a broad range of backgrounds and ensuring talented individuals are not overlooked.

Who the programme is for

It is available to applicants when they apply for early career roles at NRF. Applicants are asked to provide information about their background, including factors such as:

• home postcode while at school
• type of school attended
• parental background
• caring responsibilities
• immigration or refugee status
• other indicators of socioeconomic disadvantage

Participation is voluntary, and candidates are encouraged to provide further contextual information, however there is no obligation to. 

How the programme works

Rare is used across a range of NRF early careers pathways, including:

• vacation schemes
• apprenticeship programmes
• paralegal programmes
• business and Legal Operations Graduate Scheme

The Rare system supports a fairer assessment of early career candidate applications by analysing the contextual information provided by the candidate and generating a Personal Index (PI) score for recruiters based on these indicators. The PI score helps identify candidates who have performed strongly relative to the opportunities available to them. For example, a candidate's A-level results can be considered alongside average attainment levels at their school, highlighting those who have exceeded expectations in their educational context.

The standard needed to attain an early career position remains high, but the PI score allows NRF recruiters to make more informed decisions about which candidates to progress by recognizing candidates' achievements in context.

What impact the programme is having

For students:

• increases opportunities for talented candidates from disadvantaged areas/backgrounds to be considered for early career roles
• ensures academic performance is considered in context.

For Norton Rose Fulbright:

• helps attract and retain high-performing talent from all backgrounds
• supports recruitment of individuals with a wider range of experiences and perspectives
• contributes to greater diversity of thought and innovation.

The key takeaway

Norton Rose Fulbright’s use of this system demonstrates how data-driven contextual recruitment can help reduce barriers to entry into the legal profession. By considering achievement alongside personal circumstances, NRF aims to ensure that recruitment decisions are based not only on attainment, but on achievement in context and future potential.

If you would like more information, please contact earlycareers.recruitment@nortonrosefulbright.com.

Initiative type: Diversifying workplace practices

About the programme

The Race and Ethnicity Alliance (REA) was established in 2020 at the University of Law (ULaw) as part of its Diversity and Inclusion Advocates (DIAs) programme. The initiative aims to improve outcomes for students from minority ethnic backgrounds by involving them directly in shaping diversity, equity and inclusion (DEI) practice.

Its key aims are to:

• provide a platform for students and employers to collaborate on DEI issues
• improve access, experience and progression for underrepresented groups
• support employers to review and strengthen inclusive practices.

The REA brings together students, ULaw and legal and business professionals to co-develop practical approaches to inclusion.

Who the programme is for

The programme is focused on students from minority ethnic backgrounds studying law and business at ULaw who are Diversity and Inclusion Advocates.

It also engages:

• law firms and legal professionals
• business sector employers
• wider stakeholders interested in advancing DEI practice.

This collaborative approach ensures that student perspectives are directly integrated into organisational change.

How the programme works

Programme structure

The REA is a student-led initiative facilitated by ULaw, where Diversity and Inclusion Advocates work directly with employers on key DEI challenges.

Activities vary depending on the employer involved, but can include:

• reviewing application forms and recruitment materials
• contributing to discussions on hiring practices and progression
• supporting the design of inclusive work experience opportunities
• engaging with legal professionals through workshops and collaboration.

Students are paid for their work and contribute to projects that influence organisational policies and practices.

The REA pledge

A central feature of the programme is the development of the REA Pledge, which organisations can sign to demonstrate their commitment to improving DEI practice.

Participating organisations commit to actions such as:

• developing race and ethnicity networks
• publishing data on race and ethnicity
• improving retention
• strengthening recruitment and progression frameworks
• delivering anti-racism training
• providing work experience opportunities
• supporting reverse mentoring and outreach
• recognising inclusion activity through performance processes.

The pledge provides a structured framework for ongoing collaboration between students and employers.

Student development

Through participation in the REA, students gain:

• paid work experience with flexible hours
• leadership and project experience
• insight into workplace policies and decision-making
• opportunities to build professional networks.

These experiences support students’ career progression and enhance their confidence in professional environments.

What impact the programme is having

The REA helps students and employers work together to address barriers within the legal profession. It contributes to:

• improved understanding of student experiences by employers
• more inclusive recruitment and workplace practices
• increased opportunities for minority ethnic students.

The programme also provides employers with practical, evidence-based insights to improve DEI outcomes.

Wider impact

The REA strengthens relationships between ULaw, students and employers while creating a structured approach to address complex issues. It enables ULaw to:

• test and refine approaches to improving inclusion
• build evidence on effective interventions
• provide meaningful paid opportunities for students.

The programme is supported by Research England through the Higher Education Innovation Funding (HEIF) stream, demonstrating its wider value and impact.

The key takeaway

The Race and Ethnicity Alliance show how student-led collaboration, supported by employers and education providers, can drive meaningful change in diversity and inclusion by combining lived experience with practical action.

To find out more about joining the REA or signing up to the Pledge, contact dias@law.ac.uk. 

The current support provided by DIAs to pledging institutions is supported by Research England under the HEIF funding stream.