29 June 2018
“Why are disabled people seemingly unexpected in the legal profession and what can we do to create a culture of inclusion and access?”
These are the questions that the Cardiff University based “Legally Disabled?” research team are setting out to answer. The researchers held a series of focus groups around the UK with disabled legal professionals to identify the key issues that they experience in trying to get into the profession and then progressing their careers once there. They are now looking for individuals to participate in one to one interviews that can explore these issues in more depth. We would encourage all our legal mentees to assist with this important research if they feel able to do so.
This is the first project of its kind to focus on disabled people in the legal profession and researchers hope to begin some much needed conversations about addressing barriers and promoting equality and inclusion.
Disabled people seeking employment or working in the legal profession are an untapped resource. Their lived experience of disability means they have strong ambition, tenacity, determination and excellent problem-solving skills – all qualities that bring great benefits to employers.
However, initial findings suggest positive experiences of support, good attitudes and appropriate reasonable adjustments are something of a lottery.
Key Findings:
Entering the profession: The profession is generally poorly equipped to anticipate reasonable adjustments to accommodate disabled candidates who apply for a training contract or pupillage. Lack of part-time training contracts is one such barrier.
Disability awareness: Discrimination and a poor understanding of reasonable adjustments and how differences and health conditions can vary, impacts heavily at the interview stage. This creates disadvantage and reduces opportunities for entering and progressing in Law.
Disclosure and seeking reasonable adjustments: A large proportion of focus group participants reported instances of discrimination associated with their disability. This creates a reluctance to disclose a disability or health condition which in turn prevents individuals from accessing support.
Working culture and expectations: Inflexible, often outdated working practices and the absence of imaginative job design, limits access opportunities for disabled people and career progression. Profitability and competition drives vast sections of the profession, and people with disabilities feel they are unfairly viewed as not being ‘profitable’, productive or capable of meeting targets. The valued added by disabled people can be overlooked.
Good practice
There are early indications that examples of good practice are influenced by the sector of the profession you work in, size and location of the firm and the role of equality clauses in procurement contracts. Strong role models, supportive senior colleagues and the presence of mentors and networks are important factors for enabling career progression.
How to get involved
If you are (or were) a disabled legal professional and would like to contribute through a one to one interview, you can find out more on www.legallydisabled.com or contact the researchers on info@legallydisabled.com. The independent research is funded by the DRILL programme (www.drilluk.org.uk) and works with the Lawyers with Disabilities Division of the Law Society. However, the research is independent of any professional association, regulator or employer and your anonymity is assured at all times.