Henry Lloyd-Roberts, 17 December 2004
A year long study by researchers at the University of Wolverhampton has shown that ethnic minority law graduates encounter serious barriers when they try to obtain professional training contracts.
Graduates from these backgrounds face a range of obstacles that make securing a contract especially difficult. The legal profession, for example, in comparison to other industries is less prepared to acknowledge the validity of qualifications such as GNVQs and HNDs.
3,000 questionnaires were completed for the study, and the results suggest that students from so-called ‘new universities’ are overlooked in favour of those from ‘red brick’ universities with more ‘traditional’ qualifications.
Project manager, Emma Savvides, said:
“There were nervous reactions from some law firms when they were questioned about our project and also issues pertaining to legal education. In some cases firms were very defensive of their recruitment practices.
“It seems somewhat unfair and discriminatory that ethnic students, particularly Asian students, will often only gain entry to the legal profession by being recruited by predominantly Asian legal employers.”
The study showed that the majority of firms do not give recruitment staff equal opportunities training and consequently ignorance of diversity issues was widespread. The authors of the report have urged law firms to provide equal opportunity training, promote ethnic role models and start recognising non-traditional qualifications.
Saviddes adds:
“Interestingly, it would seem more advantageous for law firms, especially those with international connections, to actively recruit students of ethnic backgrounds who can bring with them a wealth of languages and cultures that can positively promote international links between firms and build a larger client base.”