Does a BAME legal professional ‘Self-Profile’ in the legal work space tantamount to no self-profile due to race?

As first generation BAME Britain’s enter the workplace in the 70’s there was much resistance from that of non-BAME members in non-BAME spaces, especially for Black Britain’s, which amongst other factors such as police brutality and other lack of opportunity for black youths this was part and parcel of the riots in the 70’s, 80’s and 90’s in the predominantly black geographic pockets of the UK cities. (For example, Brixton Riots, Moss Side Riots, Chapeltown Riots).

Let us reflect on the BAME experience in the legal labour market and the question to be asked is the circa 2023 is the cycle repeating for BAME members in the workplace though the theme of ‘Self-Profile’

Question

1. The insignificance of ones ‘self-profile’, is in regard to invisibility, unable to progress as it is not what you know, in terms of merit and academic calibre but it is who you know, nepotism for non-BAME members superiority versus BAME members inferiority programming

2. Raising ones ‘self-profile’ in the workplace to not even rise to a leadership position, but for BAME members to merely attain a foot in the door of non-BAME Spaces this was problematic for the so called BAME ‘British’ Generation.

3. In order attain some form of ‘self-profile’ BAME Britons would have to suppress their ancestral identity.

Reflection

1. Myself and two other BAME members that I once worked in a legal government department, we were all overqualified for the roles that we were performing, we would attempt to raise our self-profile in doing extra work and showing an interest in taking on extra duties but regardless of our enthusiasm, and the department utilising our talents, to progress we were continually halted.

2. There was a non-BAME British male and a non-BAME British female who were friends, the non-BAME British male had recommend the non-BAME female for the job they were friends outside work and had lived together at one point when they were at university. The non-BAME male had dropped out of university, he had manoeuvred his way into becoming friendly with the manager and senior managers, he had also made it possible for the non-BAME female to join the clique.  The non-BAME male and the non-BAME female were progressed and were informed of managerial positions a grade up and were also helped with their application forms to apply when the managerial positions came about. This narrative is not specific to the 3 of us I have heard this theme tune sung many a time from other BAME members in non-BAME corporate spaces.

Diverse Relations’ Questions and Reflections 

Food for Thought