Testimonial Outcomes BAME Legal Consultancy:

  • Able to challenge non-inclusive behaviours at work: Empowering employees to address and challenge non-inclusive behaviors effectively.

  • More confident to engage in honest conversations: Building confidence to have open and honest discussions about diversity and inclusion.

  • Recognise responsibility in helping to create a more inclusive working environment: Understanding the role each individual plays in fostering inclusivity.

  • Inspired to make a positive difference in the workplace: Motivating employees to contribute positively to the work environment.

  • Avoid engaging in a range of non-inclusive behaviours: Encouraging behaviors that support inclusivity and respect.

  • Diverse Relation consultancy service is beneficial and worthwhile for employees and organisations. It empowers legal services to share diverse ideas and best practices, generating long-term financial growth and fostering a more inclusive and supportive work environment.

BAME Testimonials

Shazia Khan, LL. B (Hons), LPC, LLM

“After university I was excited to get myself on the career ladder, I worked for a government department within the field of my study but was not given the opportunity to develop my skills. Yet others who came into the organisation after me who did not hold the qualifications were progressed in the department they were all non - BAME employees.”

Narinder Dhiman,  LL.B (HONS) LPC, CIPD

“I am ambitious and wanted to aim high and being the only BAME employee, I knew I would have to work over and beyond, I didn’t mind as I am passionate about my work, but it was never acknowledged in comparison to my ‘peers’.”

Marcus Brown, LL.B (HONS), LLM

“I only wanted to make a difference; I was never given the chance.

  • BAME Barristers & Solicitors Diversity & Inclusion

    BAME Legal Consultancy within the scope of diversity and inclusion, is a challenging process, as it encompasses both individual and organisational reflection, in identifying and acknowledging the possibility that there is inequality.

    The view that change is required can be met with unease, Diverse Relations provides a safe space, for these matters to be overcome sensitively with creativity such as through relatable narratives to learn, build, grow, and to energise and inspire the organisational collective.

  • Market Trends

    Investigating diversity and inclusion in senior and leadership roles became an area of interest when Sam Sutton was invited by a government department to speak at a Black History event in October 2018, which is the annual observance of Black History in the UK.

    During the event, the CEO in attendance asked Sam, “Why is there a lack of BAME employees in senior/leadership roles?”

    Sam felt it was not appropriate to answer the question based solely on personal experiences, as this perspective might not reflect a collective consciousness and could be presumptuous and biased.

    However, Sam reflected on the question and personal experiences, which became the autoethnography model for a study on the lack of diversity and inclusion within the legal sector. This research involved investigating and examining the ethnographic experiences of Sam’s BAME counterparts to dig deeper into the issue.

    As Sam contemplated the progression of BAME employees within the context of the Equality Act, the findings demonstrated that the reality of diversity and inclusion is still yet to make significant headway within legal services.

BAME Solicitors across the UK

(SRA, Solicitors Regulation Authority)

There was an increase in the proportion of lawyers from an Asian and mixed/multiple background, but no change for lawyers from a Black or other minority ethnic background – overall this meant just a slight increase overall for these groups and no change for white groups.

The largest firms have the greatest proportion of lawyers from a professional socio-economic background, and those who went to independent/fee-paying schools. (Solicitors Regulation Authority)