In 1990, Lubna Shuja started practising law when only 709 solicitors were from diverse backgrounds. She faced gender and ethnic minority challenges. Today, she's the Immediate Past President of the Law Society of England and Wales, the 178th overall, first Asian, first Muslim, and only the seventh female president.
When she was starting out, diversity was not discussed at all and it was difficult to get a job in the legal field. “I recall sending off over 100 applications for training contracts and got only one interview from a firm called Fladgate Fielder (now called Fladgates). Fortunately, that one interview led to an offer of a training contract and my legal journey began”, she said.
Further delving into her early career and realising her potential, she said, “In the early days I wanted to fit in and be a good solicitor. I didn’t draw attention to my gender, ethnicity or religion and just got on with the job. Over time I realised that my ‘being different’ was my superpower! I was the only minority solicitor at the first firm I worked at and because of me, the firm attracted more Asian clients.
“Often this was because I could speak to them in their own language and I understood their culture, so I could empathise with how they had got themselves into difficult legal situations. They trusted me because they could see themselves reflected in me.”
Lubna believes that unconscious bias is one of the main barriers to diversity and inclusion. Additionally, those from a Black, Asian and minority ethnic background are often bypassed on a project or important piece of work so they do not get the same opportunities to allow them to progress. She further explained, “We also know from data that those from a Black Asian and minority ethnic background, as well as women, tend to get paid less than their white, generally male, counterparts for doing the same roles.”
“Women also have additional barriers to overcome. They are often the main carers and may take extended time off for maternity leave and/or to raise a family making it more difficult for them to either return to their role or to return at the same level as when they left. Extended time out from work can impact their confidence. Additionally, older women are often dealing with the challenges of menopause which can impact their work, their memory and their confidence levels too.
“However, there is much more awareness now with employers realising that life experiences make better employees and bring a distinct perspective that enriches the business. ”
Lubna also highlighted progress in diversity and inclusion in the legal field, with 18% of solicitors and 53% of females being from diverse backgrounds. However, this diversity isn't reflected in senior roles or the judiciary. Black, Asian, and minority ethnic lawyers are less likely to advance, particularly in small law firms. Despite over 60% of newly qualified solicitors being female, promotions remain stagnant. She feels that promoting diversity at higher levels is crucial for genuine progress in the profession.
