There are various barriers that disproportionately affect those from socially mobile backgrounds. Research shows that a third of the UK population are from working class backgrounds but only 10% will make it into the elite occupations. Even once they do, on average they earn 16% less than their colleagues from more privileged backgrounds.

Competition for graduate schemes can be extreme and recruiters must ensure their recruitment practices are diverse and inclusive.  

Unconscious bias in elite occupations may result in recruiters and employers from higher educations and of similar backgrounds hiring candidates of similar privileged backgrounds, but some barriers to social mobility may be more subtle:

• Recruiters may be less likely to relate to an applicant from a working-class background
• Certain areas of the UK may be associated with lower education or work experience (known as the postcode lottery)
• Candidates may struggle with travel costs and time to attend interviews and internships
• Candidates may struggle with having limited connections in the legal space.

At Mishcon, we are implementing various initiatives, such as unconscious bias training for recruiters and reimbursing travel costs for those travelling to attend events at the firm, as a key step in breaking down barriers to social mobility.

A diverse and inclusive workforce is one that draws on the unique talents, backgrounds and perspectives of all its employees to encourage and promote diversity of thought, creativity, and innovation. It can lead to better servicing a diverse client base, increased sense of belonging and motivation, and better decision making.

• Educational outreach programmes: law firms can provide aspiring legal professionals the knowledge, skills and resources to pursue a legal career
• Work experience and internships: law firms can provide opportunities for aspiring legal professionals to gain experience of being at a law firm and what this may look like, whilst equipping them with skills and resources to prepare them for a legal career
• Mentoring: law firms can offer individual support for aspiring legal professionals and allow those relationships to foster and thrive. This may include offering mentoring and providing feedback to those who have applied to the firm but were unsuccessful, or general mentoring through different methods of outreach
• Inclusive recruitment: law firms should ensure their recruitment practices prevent unconscious bias and are fully inclusive to applicants from all backgrounds,
• Foster an open, inclusive culture and nurture relationships within the workplace.

At Mishcon, we partner with various social mobility organisations, such as the Sutton Trust, to host multiple outreach programmes throughout the year, including insight days and work experience schemes. Our programmes are aimed at eager and committed candidates who are aiming to learn about life at a commercial law firm and develop the key skills needed to be a successful lawyer. Our placements enable students to gain deep insight into the legal industry and explore the working life of a solicitor.

Additionally, Mishcon hosts multiple internal and external mentoring schemes. Mentoring is offered to candidates who have been unsuccessful at certain stages of their application to Mishcon. Within the firm, a firmwide mentoring scheme is available to those who sign up voluntarily, as well as mentoring for those wishing to improve their business development skills, and more.

Finally, Mishcon contextualises applications using Rare Recruitment and our interviewers receive unconscious bias training to ensure recruitment is as inclusive as possible.