SOCIAL MOBILITY
Social Mobility Day 2025: Progress and Opportunity in the Legal Profession
On Social Mobility Day, we took the opportunity to reflect on the progress made in broadening access to the legal profession—and the potential that lies ahead. While the sector has become more inclusive over the past two decades, there is still work to be done to ensure that opportunity is open to all, regardless of background.
A Changing Landscape
The legal profession has traditionally drawn from a narrow talent pool. However, initiatives such as PRIME, Pathways to Law (Sutton Trust), and the Law Society’s Diversity Access Scheme have helped to open doors for individuals who may not have had early exposure to the legal world. These programmes offer mentoring, work experience, and financial support to help level the playing field.
According to the Solicitors Regulation Authority (SRA), 23% of solicitors attended a fee-paying school—compared to 7.5% of the general population. While this figure highlights a continuing imbalance, it also reflects a shift from previous decades, when access to top firms was often limited to a small segment of society.
The Role of Employers
Law firms are increasingly recognising the value of recruiting from a broader range of backgrounds—not only as a matter of fairness, but as a strategic advantage. A more socio-economically diverse workforce brings fresh perspectives, greater resilience, and a wider understanding of client needs.
The Social Mobility Employer Index 2024 found that 72% of participating employers now collect multiple socio-economic data points, and 78% cover travel costs for in-person work experience. These practical steps help remove barriers for talented individuals who may not have the financial means to access unpaid internships or professional networks.
“For law firms, the opportunity is there: by widening the recruitment base and embracing diversity of thought and experience, the profession can better reflect the society it serves - and be stronger for it.”
Persistent Challenges
Despite progress, challenges remain. Research from the Sutton Trust and others shows that individuals from lower socio-economic backgrounds continue to face hurdles—not just in entering the profession, but in progressing within it. These include limited access to informal networks, unfamiliarity with professional norms, and disparities in pay and promotion.
Addressing these issues requires a sustained focus on inclusion, mentoring, and support throughout the career journey—not just at the point of recruitment.
Looking Ahead
For law firms, the opportunity is there: by widening the recruitment base and embracing diversity of thought and experience, the profession can better reflect the society it serves—and be stronger for it.
Whether it is looking internally at culture and practices, or externally to the networks we all create and take advantage of, there are lots of subtle and bold ways to diversify.
Are there measures you have seen work in recruitment and progression that law can learn from? Let us know!