Reading time: four minutes. 

This week, the Diverse Executive Coach Directory held a webinar on the various ways law firms can enhance psychological safety through executive coaching. 

The panel of speakers included:

• Jenny Garrett OBE – Diverse Career Coach;
• Mark Anderson – Career Coach;
• Sobia Iqbal – Career and Mentorship Coach;
• Marie Loney – Executive Wellbeing Coach, Founder of Glow Consultancy London;
• Janice Taylor – Career and Leadership Coach; and
• Obehi Alofoje – Psychologist, Executive coach, Co-Founder of Aurora Inc. 

What is psychological safety?

Psychological safety describes an environment where people feel able to express themselves without fear that others will think less of them. Enhancing psychological safety in the workplace is a valuable asset for businesses who want to retain staff and improve their employee and client satisfaction. When employees feel like they’re working in psychologically safe environments, their performance can be up to 5x higher, which in turn leads to greater innovation. Improving psychological safety has the potential to result in a 27% reduction in turnover and a 12% increase in productivity. 

How to foster psychologically safe workspaces

1. Lead by example 

When line managers exhibit healthy habits to their teams, it has a knock-on effect on their employees, who also mirror those habits. Jenny Garrett OBE stressed the importance of leading by example, as a method of creating psychologically safe work environments.  

• Open communication

Leaders should actively provide opportunities for employees to voice their concerns, whether by inviting feedback during meetings or setting aside dedicated times for informal discussions. Mark Anderson felt that humility, admitting when you don’t have all the answers, and being open to learning allows others to demonstrate vulnerability too.

• Self-awareness and emotional intelligence 

For Sobia Igbal, it’s not just about what leaders say, but about what they do. By engaging in challenging conversations, leaders build trust over time. Whilst this may involve some discomfort, Iqbal stressed the benefits of the long-term impacts. 

• Active listening

When employees feel heard, they’re more likely to take creative risks without fear of judgment. Active listening goes beyond just hearing words. Marie Loney argued that paying attention to body language is crucial to building trust and strengthening rapport.

Read this article to find out about resources for employees, and how to foster a supportive work environment: https://thestudentlawyer.com/2024/04/21/prioritising-wellness-in-law/

Leadership and emotional safety – what’s the balance?

Obehi Alofoje expressed that many leaders feel unequipped to handle conflict, which makes creating an open environment daunting. However, she views tension as a powerful catalyst for growth. She urged leaders to confront their discomfort, embrace vulnerability, and seek regular feedback to normalise constructive dialogue.

Navigating this tension requires leaders to develop a deep understanding of themselves. Iqbal emphasised that leaders need to self-reflect on their leadership style, assess its effectiveness, and experiment with approaches that feel authentic. Rather than waiting for the perfect solution, she advised leaders to embrace trial and error, recognising that growth comes from learning through experience.

Anderson stressed that once leaders grasp the importance of psychological safety within the workplace, they’re more likely to foster it. He encouraged leaders to reflect on their own experiences of being led – examining what worked well and what didn’t. This enables them to identify actionable improvements which can enhance workplace relations.

Janice Taylor highlighted the importance of viewing the process of creating a psychologically safe space as a long-term commitment. She explained that this journey requires patience, time, and a willingness to embrace vulnerability as part of leadership. By focusing on the broader capacity to create lasting safety, leaders can better navigate the challenges of fostering openness while maintaining control.

Read this article on how to create lasting change in the legal profession: https://thestudentlawyer.com/2024/09/19/national-inclusion-week-2024-how-to-create-lasting-change-in-the-legal-profession/

Successful coaching interventions

• Practice vulnerability

To combat emotional barriers and invulnerability, Alofoje suggested introducing exercises where partners verbalise moments of personal struggle. This encourages openness and creates a culture where employees also feel empowered to voice their struggles.

• Identify team challenges

Distributing a pre-session survey to identify challenges faced by the team is another way of maneuvering around difficult conversations. Iqbal argued that the results of the survey provides the foundation for open conversations about obstacles. This engages the team in shaping the process but also creates a sense of shared responsibility for the outcomes.

1. Build strong foundations 

Garrett encouraged leaders to spend a significant amount of time building trust during initial sessions, ensuring that team members feel safe to share feedback and engage in experimental discussions. This groundwork lays the foundation for a more trusting and productive future team dynamic.

How can employees foster psychological safety?

Start by reflecting on your own comfort levels with sharing ideas and being vulnerable. Alofoje advised taking small steps, such as committing to share one idea in a meeting and openly stating, “I’m testing how vulnerable I can be and would love to hear your thoughts.” This may inspire others and create a ripple effect within the team.

Beginning with one or two trusted colleagues to test the waters before bringing a more open and vulnerable approach into wider meetings can help, suggested Anderson. This gradual process can build confidence and ensures that employees feel prepared to contribute more openly in larger group settings.

Iqbal recommended building diverse networks outside the immediate team, especially if your current environment feels particularly challenging. Testing vulnerability in these networks can provide a safe space to develop confidence and new ways of engaging that can later be brought back into the team.

Garrett pointed to tools such as Amy Edmondson’s psychological safety questionnaire, which can be used to assess team dynamics. She suggested presenting the concept of psychological safety as a shared challenge, framing it as a potential barrier to growth rather than a personal critique. 

Read this article to find out tips on how to manage stress: https://thestudentlawyer.com/2024/04/23/self-care-strategies-for-law-students/

Final thoughts

Leaders must take every conversation as a learning opportunity, reflect on their own openness and approachability, and commit to creating a culture that prioritises psychological safety as a foundation for growth and success. Creating safe environments is vital for fostering innovation, improving productivity, and retaining talent in today’s competitive market. When employees feel secure enough to voice concerns without fear of judgment, it can lead to significant improvements in team dynamics and overall performance.

For law firms this is a pressing issue. The high-pressure nature of the profession can lead to employees shouldering heavy loads of stress and anxiety – impacting both individual well-being and organisational effectiveness. Addressing these challenges will allow firms to support their employees’ mental health, enhance collaboration and client satisfaction.

The post Creating Safe Spaces: Enhancing Psychological Safety with Coaching appeared first on The Student Lawyer.

Reading time: five minutes

“Disability is inevitable—it is not an ‘if,’ it is a ‘when.'” — Christina Warner

Last week, I had the privilege of attending the launch of the Honourable Society of Middle Temple’s Disability Forum, held during Disability History Month. The evening brought together a distinguished panel of speakers who spoke of the ongoing struggles with accessibility, inclusion and representation at the Bar. The event began with a stirring performance by Miss Jacqui, a powerchair user and spoken-word artist. Her poetry eloquently addressed themes of being overlooked, judged, and underestimated, ending on a powerful note urging the audience to persevere and believe in their abilities.

The panellists concluded of:

• Daniel Holt – Barrister and Chair of the Disability Forum.
• Christina Warner – Barrister, disability rights activist and Vice-Chair of Bar-Related Activity for the Association of Disabled Lawyers.
• Diego F. Soto-Miranda – Barrister at 1EC Chambers, specialising in commercial law, defamation, and human rights. 
• Mark Neale – Director-General at the Bar Standards Board (BSB) and Co-Chair of its Disability Taskforce.

Daniel Holt’s journey to the Bar hasn’t been without its challenges; he has worked hard to build a career in law despite being told that his speech impediment, use of a wheelchair, and special-needs education would stand in his way. Those obstacles only strengthened his resolve; as he went on to study Law at City, University of London and St George’s, Queen Mary University of London, earning two master’s degrees with distinction. Holt says he’s always “wanted to be a barrister, it’s the only job that appealed to me.” He says he enjoys the job, he knows he has much difficulty, his opponents in court have always been helpful and he gets on well with them – working with others is a part of the job he enjoys.

When Christina Warner began to lose her eyesight during lockdown, she had two options:

1. Do I let it consume me? Or 
2. Do I let it fuel me?

Warner was born able-bodied but started to lose her eyesight, similar to her parents, grandparents and brother. In 2021, she was diagnosed with Stargardt disease (Juvenile Macular Degeneration); a genetic condition that causes progressive sight loss and, in some cases, blindness. Losing her eyesight meant that she had to make certain adjustments including surrendering her driving license and adding more lights to her home, to help see better. Warner says, “Coming out of the disabled closet forces you to stop masking.” She went on to list the pros and cons of being blind. Wanting to end on a positive note, she listed her cons first, which were:

• Dealing with a dehumanising system of the Access to Work scheme.
• People being dismissive and ignorant towards her.
• The court staff being inadequately trained to offer support to disabled people for example, she recalled court staff telling her, “you don’t look blind!”, or asking her to tell them how many fingers they have held up.

The Bloomberg Abilities Community hosted their annual event, aimed at tackling stigmas surrounding disability within the workplace, read the event summary: https://thestudentlawyer.com/2024/11/28/powers-of-abilities-removing-barriers-at-bloomberg/ 

She went on to list the pros, including:

• By her mentioning to her client(s) that she is visually impaired, this encourages them to open up and connect with her on a deeper level.
• Solicitors seek her directly because their client(s) is disabled and they want a barrister with lived experience.
• Finding her community with individuals like Soto-Miranda and Holt, who understand her struggles.

Warner left the audience with two pieces of advice; “If you are disabled and want to practice at the Bar, go for it. If you have developed a disability, keep going – the only way is through.”

Read this article to find out how legislation can advance equality for people with disabilities: https://thestudentlawyer.com/2024/08/23/the-role-of-legislation-in-advancing-equality/ 

Diego F. Soto-Miranda recalls being told he didn’t have the physical ability to do the job of a barrister, however, he ended things on a positive note saying the chambers he did his third-six at didn’t have reasonable adjustments but provided them for him, as time went on.

How the BSB can help

Mark Neale, who was representing the BSB – the regulator of the Bar, stressed the importance of promoting a strong and diverse Bar and achieving equality for people with disabilities, something that is very much in the public interest. He also addressed the challenges including inaccessible chambers without lifts (due to most being listed buildings), which meant disabled barristers and clients were unable to get through the front door. This has a knock-on effect on the size of the talent pool that apply to the Bar, since disabled people won’t apply to non-inclusive chambers.

Read this article to find out how British courtrooms can become more accessible: https://thestudentlawyer.com/2024/07/15/how-do-we-make-our-british-courtrooms-more-accessible/  

Neale highlighted the ways the BSB can help to change perceptions, including:

• Raising awareness and publicity.
• Introducing the Disability Taskforce, which was launched in 2022, at 7BR, one of the few chambers with state-of-the-art disabled access (also known as the Sesame Steps).
• Publishing reports that will educate the general public.
• Proposals relating to equality for disabled barristers include:
  • requiring all chambers to undertake a disability audit;
  • drawing up plans to address accessibility issues; and
  • establishing a duty of care to ensure all rooms in chambers, including the clerks’ room and meeting rooms, are accessible.

Neale stressed that in order for people’s attitudes to be changed, all members must be willing to challenge chambers through a joint venture between the Bar, the BSB and Bar Council, because the issues aren’t solely regulatory. 

Read this article to learn about legal inclusivity for the D/deaf community: https://thestudentlawyer.com/2024/03/24/legal-inclusivity-for-the-d-deaf-community/

Navigating burnout at the Bar

A member of the audience asked the panel how best to navigate burnout with a disability. The three panellists advised:

• The Bar can be emotionally taxing so do your background research and know who you’re fighting against.
• Avoid running on fumes; communicate with your clerks, let them know when you need a ‘reading day’ to catch up on the washing up from the previous case. Rest time is equally as important as work time.
• Practice discipline with your out-of-work commitments and self care. When you allow work to eat into the things you enjoy doing in your spare time, it breeds resentment and causes burnout.
• How you achieve rest depends on you but remember that diamonds are made under pressure but bread rises when it rests.

A Collective Commitment

The event underscored both the strides made towards equality at the Bar and the significant work that remains. A key takeaway is the importance of personal responsibility in educating ourselves on how to best support colleagues and clients with disabilities. True progress begins with understanding, and it is only by actively seeking to learn and challenge our own assumptions and unconscious bias that we can create meaningful change.

Read more about whether the legal profession is fit for those with disabilities: https://thestudentlawyer.com/2024/05/01/is-the-legal-profession-fit-for-people-with-disabilities/

The post Launching the Middle Temple Disability Forum: Better Late Than Never appeared first on The Student Lawyer.

Reading time: four minutes

This month, Reva Naidu had the pleasure of connecting with Angela Jackman KC (Hon), a partner at Irwin Mitchell, who specialises in Mental Capacity, Education Law, and Public Law, underscoring the importance of inclusion, advocacy, and innovation. She practiced at Hackney Community Law Centre for 13 years before returning to private practice and becoming a partner, four years later.

Anegla boasts a distinguished career combining private practice with academia, recognised through the Legal Aid Lawyer of the Year and Modern Law Awards, and citations in Legal 500 and Chambers and Partners. Notable cases include a landmark judicial review concerning school hair policies and a Supreme Court challenge to Northern Ireland’s abortion laws. Angela actively contributes to various organisations promoting human rights, diversity, and inclusion, such as the Strategic Legal Fund for Vulnerable Migrants, and sits on the Law Society’s Human Rights Committee. She is also an author for Legal Action Group, and has written articles for various organisations, including the Runneymede Trust.

RN: What made you choose mental capacity as a specialism?

AJ: My specialism in mental capacity law arose as a result of receiving regular referrals from the Official Solicitor and family members at a previous practice. I found the area fascinating and it was relatively new, shortly after the  jurisdiction of the Court of Protection (COP) was introduced.

With the introduction of the COP’s jurisdiction replacing the default inherent jurisdiction of the High Court for best interests disputes, the area of law was particularly novel, challenging and rewarding to develop as a new specialism, in addition to deprivation of liberty.

RN: What has been one impactful case that you have worked on? 

AJ: One of my most impactful cases was Re M (Best Interests: Deprivation of Liberty) [2013] EWHC 3456 (COP), which first introduced the practice of judges visiting patients in care homes before making “best interests” decisions. Now standard, and governed by judicial guidance, this novel step emphasized placing P at the heart of proceedings and the importance of judges hearing directly from P.

RN: Could you tell us about the course you designed for practitioners seeking status as Accredited Legal Representatives appointed by the COP to represent individuals who lack capacity to make decisions on disputed welfare issues? 

AJ: From 2015 to 2021, I worked part-time as a CPD Consultant at City Law School, contributing to the development and delivery of practitioner training. In collaboration with the Law Society, we designed a mandatory two-day course for practitioners seeking accredited legal representative status. The course, aimed at experienced delegates, focuses on legislation, practice reviews, and practical application through case studies, breakout sessions, and exercises. Drawing on my expertise, I advised on key areas to test practitioners’ knowledge of capacity legislation, mental health law, and community care law in England and Wales. The course curriculum ensures accredited practitioners possess the specialist knowledge needed to navigate the health and welfare jurisdiction of the COP. Completion of this course is a prerequisite for applying for accreditation through the Law Society.

RN: What policy changes are required in the sectors dealing with children and education, to better protect and safeguard them?

AJ: Protecting children, especially those with special educational needs, requires increased resources for public bodies like local authorities and integrated care boards. These bodies must fulfill their statutory duties, ensuring each child’s needs are properly assessed and met. Budget constraints cannot excuse breaches of these legal obligations.

RN: What advice would you give to law students aspiring to join the human rights and public law sectors?

AJ: If possible, aspiring public law students should try to gain some experience within the fields of human rights and public law, through legal clinics and/or pro bono opportunities which students really ought to try to take advantage of. Alternatively, students can show their interest and knowledge by attending seminars and highlighting their efforts to learn more, in their applications.

Students may consider joining relevant organisations such as Young Legal Aid Lawyers, Legal Aid Practitioners Group and the Human Rights Lawyers Association.

RN: Whilst you were a student, did you have a mentor? What role has mentorship played in your career so far?

AJ: I benefited enormously from having a mentor whilst studying for A levels, advising me regarding colleges at Oxford University, and mentored me through the process. I was also mentored by senior practitioners whilst undergoing my training contract, which was of enormous benefit.

When I first started my training there were even fewer black and minority ethnic trainees and qualified lawyers in the field. I very much benefitted from co-mentoring provided by attending organisations such as the Society of Black Lawyers and Black Women Lawyer groups.

RN: As an expert panel member of the Strategic Fund for Vulnerable Migrants, what has been the most impactful action aided by the organisation so far?

AJ: The Strategic Fund for Vulnerable Migrants (SLF) has funded multiple actions which have been impactful in many ways and covered wider public interest issues. Pre-litigation work funded by the organisation has also been extremely important.

RN: The sectors of human rights, public law, and mental health require empathy and understanding. What steps do you take to avoid burnout?

AJ: Wellbeing is extremely important for all practitioners. Some areas of public law can, at times, be particularly challenging on a personal level. Recognition of this is crucial, and I advise strongly in ensuring one has regular outlets, including leisure/physical activities. For me, my wellbeing is maintained through exercise and having proper ‘downtime’ to relax completely.

Quickfire Questions…

RN: Your favourite spot in London?

AJ: The view from Waterloo bridge at night.

RN: Favourite song right now?

AJ: ‘Calm Down’ by Rema.

Thank you to Angela for this insightful interview! For more insights from Angela, read this event summary: https://thestudentlawyer.com/2024/11/08/reclaiming-narratives-how-black-women-in-law-are-pushing-for-change/.

The post Angela Jackman KC (Hon), Partner at Irwin Mitchell, on Mental Capacity Law, Wellbeing, and the Importance of Mentorship appeared first on The Student Lawyer.

Reading time: three minutes 

For Movember 2024, Vridhi Mathur has written an insightful article that highlights how men can mitigate stress and burnout. By addressing common sources of stress, the importance of self-care, and strategies for coping, this article encourages men to take meaningful steps toward improved mental and physical well-being.

Indication of stress and burnout

In today’s society, it is essential to recognise the stress that men experience and their tendency to suppress it due to expectations of masculinity. Men’s emotional and physical health depends on their ability to comprehend the effects of stress and burnout, and how it could be reduced for them. Unlike women, recognising the signs of stress and burnout in men can be challenging. This is often because women are more likely to express emotional distress, while men exhibit stress in subtle ways.

Physical symptoms are common with chronic stress arising through:

• headaches;
• muscle tension;
• digestive issues; 
• fatigue; and
• disrupted sleep patterns which could range from insomnia to excessive sleep. 

Emotional signs can include:

• irritability;
• frustration;
• going completely silent; and
• a quick temper (often coupled with a tendency to withdraw from social circles, friends and family.)

Read this article to find out what happens to our brain when we exercise: https://thestudentlawyer.com/2024/05/15/mental-health-awareness-week-2024-moving-with-awareness/

This withdrawal can lead to isolation, making it even harder for men to process and manage their stress. Cognitive effects, such as forgetfulness, difficulty concentrating, and decision-making challenges, also arise, along with a sense of detachment or numbness where daily activities feel increasingly disengaging.

Work-related signs of burnout are particularly prevalent, as men frequently derive a sense of identity and purpose from their careers. Burnout can thus manifest through diminished work performance, loss of motivation, and detachment from job responsibilities, resulting in procrastination and a pervasive dissatisfaction.

The impact of stress and burnout on men

All humans experience stress as a natural response to challenges, but it may become chronic due to rigorous work environments; for instance in the legal sector, there could be immense like legal or pressure from surroundings to meet deadlines, leading to burnout. Burnout is a state of emotional, physical, and mental exhaustion. While stress is an inevitable part of life, burnout often results from prolonged and overwhelming stress without adequate recovery.

Read this insightful interview with Dr Tunde Okewale to find out how he overcomes adversity as a lawyer: https://thestudentlawyer.com/2024/07/26/dr-tunde-okewale-obe-on-his-nigerian-heritage-urban-lawyers-and-overcoming-adversity/

For men, stress can stem from various sources including work pressures, financial concerns and family responsibilities. Men in particular feel pressured to live up to stereotypical ideas of masculinity, such as being the primary breadwinner, exhibiting emotional stoicism or avoiding vulnerability. These societal assumptions can discourage open discussions about mental health and lead to emotional suppression.

Burnout occurs in men who continually push themselves without adequate rest or self-care. Over time, this can erode physical health, and strain professional and personal relationships, leading to the overall reduction in productivity. In severe situations, untreated stress and burnout can result in physical health concerns like high blood pressure, as well as mental health issues such as anxiety, and depression. Moreover, the emotional toll can make men prone to having vocal outbursts on their partners as well as at their workplace.

Prioritising self-care and embracing vulnerability

Self-care is a cornerstone of stress management. To effectively manage stress and prevent burnout, men benefit from strategies that support resilience and promote healthy habits. Prioritising both physical and mental care is essential, though often overlooked by most men. Exercise in particular helps produce an effective stress reliever, as it helps endorphins, which boost mood and ease tension. Furthermore, techniques like yoga and mindfulness meditation are helpful means of enhancing emotional control and mental clarity, which aids in stress management.

Mindfulness practices like meditation and yoga enhance mental clarity and resilience, further reducing the impact of stress. Quality sleep is equally critical as it helps in establishing a consistent sleep routine and creating a calming environment can improve sleep quality. Establishing healthy boundaries is crucial, particularly in the workplace. For many men, the drive to excel can lead to excessive stress if boundaries are not clearly defined. Setting limits on work hours, delegating tasks, and learning to say “no” when needed helps maintain a work-life balance that allows time for relaxation and fulfillment beyond professional achievements. Balancing professional and personal lives empowers men to manage stress more effectively, improving overall well-being.

Read this article to find out more wellbeing tips: https://thestudentlawyer.com/2024/05/03/the-student-lawyer-wellbeing-tips/

Beyond physical health, self-care also involves setting aside time for activities that bring joy and relaxation, such as playing sports, reading, or engaging in creative hobbies. These activities provide a much-needed escape from daily pressures, helping men achieve a sense of balance and well-being. It is equally important for men to be encouraged to talk to someone they trust about their feelings, whether it is a partner, family members, or friends. Seeking professional support through therapy or counselling can also be invaluable for addressing underlying stress or trauma. By learning to express emotions and seek help when needed, men can develop healthier coping mechanisms, ultimately reducing stress and preventing burnout.

Read this article to find out more about prioritising mental health: https://thestudentlawyer.com/2023/06/18/prioritising-mental-health/

Finally

Effectively addressing stress and burnout in men requires a combination of personal action and broader cultural shifts. Men can manage stress by openly expressing their emotions and trying to actively seek support. It is equally important that men allow themselves to acknowledge their burnout rather than pushing it away due to stigma or judgement.

As society becomes more open to men’s physical and mental health discussions, this inclusivity will empower them to be more confident to share vulnerabilities and pursue help when necessary. By challenging outdated stereotypes around masculinity and advancing mental health awareness, we can help men lead healthier lives and reduce the pervasive impact of stress and burnout.

The post Movember 2024: Mitigating Stress and Burnout in Men appeared first on The Student Lawyer.

Reading time: four minutes. 

“Diversity doesn’t look like anyone. It looks like everyone.” – Karen Draper. 

To celebrate UK Disability History Month 2024, the Bloomberg Abilities Community hosted their annual ‘Powers of Abilities – Removing Barriers’ event, aimed at tackling stigmas surrounding the issue of disability within the workplace.

The panel of expert speakers included:

• Todd Coletto – Head of EMEA Rates Strategy & Business Development at Citi.
• Rubayet Ahmed – Advanced Equity Specialist at Bloomberg.
• Miren-Edurne De Frutos – ASF Trader at J.P.Morgan.
• James Ward – Head of Talent and Learning at Channel 4 Television.
• Courtney Swaby – Disability Business Partner at the Business Disability Forum.

Stereotypes surrounding disability

1. Disability = Physical 

Although it’s natural to conceptualise disability as a physical impairment, it’s important to note that 70-80% of disabilities are estimated to be invisible. This is the reality for Todd (suffering with POTs), Miren (managing her dyslexia and ADHD), and James (dealing with blindness). 

On average, it usually takes around seven years for someone to get diagnosed with POTs, however for Todd, it took over 22 years. Miren also found herself in a similar scenario; her dyslexia was only discovered as an adult. As for James, hearing comments such as “Oh, but you don’t look blind”, is not an unfamiliar experience. Trying to explain their disabilities to people who perceive all disabilities as tangible, is a particularly frustrating element of dealing with invisible disabilities that all three speakers wished would change.

2. Disabled = Incompetent 

“Become a paralympian or stay at home” – for Rubayet, his spinal cord injury meant he has been a wheelchair user for six years. Being in environments that lacked cultural exposure to wheelchair users, fears that potential employers would see his physical conditions and write him off as incapable put a great deal of pressure on Rubayet. Miren made the crucial point of disabled people providing alternative perspectives to a business. Hiring people with disabilities is not philanthropy. They provide companies with diversity of thought, which is an asset that she stressed all businesses would be smart to utilise. Todd added that his disability conditioned him into being somebody who remains level-headed during crises. Battling such a complex disorder throughout his entire life, equipped Todd for crises better than those who haven’t – “I’m in a crisis every day”. This showcases how disabilities can be transformative assets for businesses, instead of burdens. 

Innovative adaptations used by disabled individuals

Rubayet emphasised that for wheelchair users, seamless designs of ramps is true inclusivity. The architecture of a building is what determines his experience. Buildings with accessible design is what helps wheelchair users feel seen and included. Rubayet also noted his interest in seeing how self-driving cars, like Tesla, can be manufactured to aid wheelchair users to forge a future of ease and efficiency in transportation for them.

Read this article to find out how British courtrooms can become more accessible: https://thestudentlawyer.com/2024/07/15/how-do-we-make-our-british-courtrooms-more-accessible/ 

For Miren, the introduction of ChatGPT improved her working routine for the better. Miren found it helped her summarise complex spreadsheets more efficiently. She stressed the importance of such technologies, especially for those dealing with dyslexia. AI ChatGPT helps her conceptualise the data and creates a digestible synopsis of a myriad of documents. 

Read this article to find out how Al can transform the legal sector: https://thestudentlawyer.com/2024/06/16/law-meets-ai/ 

Despite James’ blindness, his connection with the outside world greatly improved with the invention of the Meta glasses. The glasses have built-in technology that can describe James’ surroundings on his request. James has been able to use this technology to partially compensate for his lack of vision with these glasses. Thus, demonstrating how developing technologies can make the lives of blind people easier and more comfortable.

Courtney held that companies should manufacture their products with consideration for accessibility to disabled people, as it benefits everybody. This is cheaper than modifying products later on. He mentioned that the electric toothbrush was a manifestation of this idea, as it was created for blind people. Despite the product’s focus on blind people, it has improved the dental care of everyone. 

Read this article to find out how legislation can advance equality for people with disabilities: https://thestudentlawyer.com/2024/08/23/the-role-of-legislation-in-advancing-equality/ 

Respectful approaches to the topic of disability

Todd felt that the misconception of disabled people needing the utmost help at all times can be damaging. Disabled people know their abilities better than anyone else and are able to accurately assess their abilities. Todd would rather his managers create an environment to ask for help, instead of help be given to him unnecessarily.

Rubayet echoed Todd’s opinion, for him, maintaining a level of autonomy enables him to gain confidence and identity in terms of navigating the world; they want to be treated equally as everyone else. For Miren, asking for help remains uncomfortable, but it has become less daunting with time. Businesses should transparently demonstrate their achievements in terms of tracking diversity and enhancing awareness about disabled people’s needs. For Miren, this reflects the businesses values, which fosters a positive culture of asking for support.  James noted his distaste for unsolicited advice when people attempt to consult disabled people. It’s unnecessary and should be avoided in order to improve the approach in terms of the topic of disability. Courtney felt that a respectful approach to this topic is simply asking. Making respectful mistakes along the way should not be taboo. Asking respectful questions helps this topic become less uncomfortable to speak about and can help dismantle bias and stereotypes

So, what is the takeaway? 

For disabled people, whether their conditions are visible or invisible, the persistence of barriers will cease to exist only when we take collective action to end it. Though many firms are working on improving diversity and inclusion (D&I) issues, there is still a level of bias felt by a plethora of disabled individuals, which is imperative. Including more disabled people in law firms will not only provide diverse perspectives, but will also demonstrate to others that a disability is not an inability. Developments to D&I play a wider role of dismantling structural defects and discriminative stereotypes. Dismantling such defects is the positive impact that everybody should aspire to achieve – not just on an individual level, but in the workplace too.

If you enjoyed reading this summary, check out this write up at Bloomberg’s Black History Month event: https://thestudentlawyer.com/2024/11/11/event-summary-power-of-difference-reclaiming-our-narrative-at-bloomberg/ 

The post ‘Powers of Abilities – Removing Barriers’ at Bloomberg appeared first on The Student Lawyer.

Reading time: three minutes

On the final day of Black History Month 2024, the Black Professional Community (Power of Difference) at Bloomberg hosted a powerful panel titled ‘Power of Difference: Reclaiming Our Narrative’, attended by leaders in business, media, and education. Chaired by Sonia Meggie, Bloomberg’s Diversity & Inclusion Partner, the panel featured:

• Tom Ilube CBE – (keynote speaker) Chair of the British Education Charity, the African Gifted Foundation and the Prince’s Trust, Rugby Union, and King’s Trust;
• Darren Allaway – Managing Director, Goldman Sachs Apex;
• Jordan Mitchell – Co-founder and Co-CEO, Good Culture Inc; and
• Tevin Tobun – CEO, ROUTD Technology and GV Group.

Keynote Address by Tom Ilube CBE

Tom Ilube opened the panel with humour and impactful insights, sharing his journey from foster care in London to leadership roles in education and philanthropy. Drawing on his experience, he emphasised the necessity of reclaiming one’s own narrative: “Until the lions have storytellers, tales of the hunt will always favour the hunter.” The African proverb is a powerful reminder that until each of us steps up as the storyteller of our own lives, the “hunters” will continue to dominate the narrative.

Ilube introduced four key principles, summarised as “F.A.S.T.”:

1. Failure: Embrace failure as a learning tool; each “no” brings you closer to a “yes.”
2. Ambition: Set bold goals and let them motivate you, especially during setbacks.
3. Storytelling: Shape how others perceive you, especially as a Black professional, by positioning your achievements authentically. You can do this by practicing and knowing how to tell your story.
4. Teamwork: Build a network of sponsors, advocates and mentors who champion your success and help overcome imposter syndrome.

Panel Highlights

Darren Allaway shared his transition from sports to finance, crediting teamwork as a transferable skill that has supported his success. He spoke about the role of wealth management in building generational wealth and advised the audience on financial literacy and finding a reliable advisor early on.

Jordan Mitchell discussed how her work in brand strategy promotes inclusivity and fair representation. She highlighted the need to advocate for equitable pay among influencers of different backgrounds and stressed the value of embracing one’s identity in professional settings.

Tevin Tobun emphasised resilience in entrepreneurship, encouraging leaders to focus on their vision despite setbacks. He shared how his background uniquely positions him to drive change and inspire others in predominantly white spaces, urging leaders to act as role models.

Sonia Meggie led the panel discussion with thoughtful questions, bringing her lived experience to each topic. She concluded by encouraging attendees to honour those who have paved the way and to “pay it forward” for future generations.

Summary

The event highlighted the empowering impact of reclaiming our narratives. By telling our own stories, we ensure our experiences and perspectives are shared honestly, capturing the strength and richness of our journeys. This isn’t just about personal empowerment; it’s about inspiring others in similar positions, challenging stereotypes, and helping the world better understand the diversity of lived experiences. When we take ownership of our stories, we create space for more voices, more truths, and an inclusive conversation that values the depth of every individual’s path.

*Please note that some of the images featured in this article have been sourced from public LinkedIn posts.*

The post Event Summary – Power of Difference: Reclaiming Our Narrative at Bloomberg appeared first on The Student Lawyer.

Reading time: four minutes

City St George’s Annual Event

Last year, I was a first-year student at City St George’s. I attended the Black Women in Law Event in 2023, detailing my perception of the event, the panellists and the (now) esteemed graduate and ex-president of the Women in Law Society, Rochelle Inbakumar. This year, I am a second-year student and once again attending this annual event, hosted by the Women in Law Society’s new committee, including:

• Lucy Heap – President;
• Shagun Srivastava – Communications Officer;
• Pauline Cabaron – Events Officer; and
• Imani Sabir – Partnerships Officer (& Chair).

The Women in Law Society did an excellent job in highlighting events with diverse panellists from BAME backgrounds.

The panel consisted of:

• Angela Jackman KC – a partner at Irwin Mitchell;
• Christianah Omobosola Babajide – legal marketing expert and TSL’s very own Editor;
• Karen Manu – graduate recruitment assistant at Reed Smith; and
• Isabelle Sadler – associate at Squire Patton Boggs.

The event began with a thought-provoking question: “The theme of Black History Month this year is ‘Reclaiming Narratives.’ What does that mean to you?” For those of us of African descent, it’s essential to acknowledge the told, untold, and often misinterpreted stories within Black history, something which wasn’t taught to us at school. This theme resonated deeply with the panellists, who were of African-Caribbean and mixed descent, as they spoke to the unique dual burdens of being both Black and women.

Read this article on strategies for empowering black women in law: https://thestudentlawyer.com/2024/10/01/strategies-for-empowering-black-women-in-law/

In light of Kamala Harris’s recent loss to Donald Trump—a moment felt deeply by Black women worldwide who had hoped to see the first Black and South Asian female president—the timing of this event felt especially significant. The panellists shared powerful stories underscoring why it’s so crucial for Black women to reclaim and tell their own narratives, shaping their legacies on their own terms.

As the legal world continues to create initiatives for those of ethnic minority backgrounds and marginalised communities, the panellists of the individual firms explained what exactly firms, chambers and the legal community are doing to enhance diversity. This includes but is not limited to:

• pro bono work;
• open days targeted specifically to non-Russell group universities, LGBTQIA+ and neurodiverse students; and
• First Year Schemes targeted at those belonging to the BAME community or coming from a low socioeconomic background; and
• mentoring programmes.

According to the Harvard Business Review (2021), Black women encounter unique workplace challenges that limit their access to high-earning positions. One pervasive stereotype they face is the “Angry Black Woman” trope, which unfairly labels Black women as overly angry or hostile—an unfounded perception that impacts their professional growth. Although this study focuses on the American workplace, the impact of this stereotype is also evident in the UK. In fact, a survey by the SRA shows that Black solicitors make up only 3% of the profession. This stark underrepresentation highlights the persistent barriers to progress, despite many law firms pledging commitment to diversity and inclusion following the murder of George Floyd in 2020.

Read this article which touches upon how to build resilience in the face of adversity: https://thestudentlawyer.com/2024/04/21/building-resilience-in-the-face-of-adversity/

Being Black and Female: the Challenges

The panellists addressed some of the stereotypes Black women face in the legal profession, sharing insights into their personal journeys and the challenges they’ve overcome. Rather than dwelling on the negatives, they offered constructive advice on creating more inclusive spaces for aspiring Black lawyers, with a focus on ensuring that they won’t be the last to break through these barriers.

Read this article to find out why Black lawyers aren’t reaching partner level: https://thestudentlawyer.com/2024/10/24/why-arent-black-lawyers-becoming-partners/

This led seamlessly into the penultimate question: “In your respective careers, where have you learned to tackle the challenges you’ve faced, and how did you overcome them?” While DE&I initiatives are being implemented, genuine acknowledgment and support for people from underrepresented backgrounds are still lacking. Karen Manu shared how she didn’t learn about the importance of a vacation scheme until her final year at university—a gap in knowledge that many students still face. Similarly, many undergraduates assume that a degree guarantees them a job, though this is no longer true due to the impacts of globalisation, technology and population.

Firms and universities should collaborate to support students from underrepresented backgrounds through career consultancy programs and similar initiatives. At City, I’m part of the Progression Pathways program, which specifically supports African-Caribbean students. With a 50% dropout rate among Black students at City, this program plays a crucial role in retaining Black talent and helping them complete their undergraduate degrees.

For law and non-law students looking to obtain experience (unpaid and paid), The Student Lawyer provides many resources to help you with making applications. This will be able to help you with developing your CV, personal brand and networking:

• https://thestudentlawyer.com/2024/09/06/life-after-uni-navigating-a-legal-career-as-law-graduate/
• https://thestudentlawyer.com/2024/05/22/how-to-find-legal-volunteer-opportunities-law-student-edition/
• https://thestudentlawyer.com/2024/05/22/why-aspiring-lawyers-should-volunteer-this-summer/

Summary

The advice given by the panellists was useful because it was based on their experiences and offered insights into how they would have handled anything differently in expressing themselves and embracing diversity throughout their careers. Owning your failures is part of building up your resilience and developing thick skin. Through this, you can learn what it is that you want and expect from your legal journey. Always remember that your journey is not for anyone else to define but yours and your narrative is not for anyone but you to claim.

The post Reclaiming Narratives: How Black Women in Law Are Pushing for Change appeared first on The Student Lawyer.

By Sa’eed Sadiq.

For Black History Month 2024, Sa’eed Sadiq has penned an article that recognises the contributions and struggles of Black women in law.

Racial-gender discrimination doesn’t exist in the 21st century. Let’s debunk that fallacy. Black women in the legal profession face unique challenges, from combating harmful stereotypes to navigating underrepresentation in senior roles. As of 1 April 2021, ‘Black, Asian and minority ethnic women constituted 7% of barristers, 10% of solicitors and 10% of Chartered Legal Executives’.

Statistics on Black silks and judicial appointments were presented by Natasha Shotunde, family barrister and Chair of the Black Barristers’ Network. ‘Among the total of 2,052 silks in 2023, the disparity is glaring – only seven Black female silks while there are 339 White females in stark contrast.’

As we celebrate Black History Month, It is crucial to recognise Black women in law, who are in a steady pursuit to reclaim their rightful place and challenge long-standing stereotypes in the process.  

Read this article on how weaponised incompetence harms Black women in the workplace: How Weaponised Incompetence Harms Black Women in the Workplace | The Student Lawyer

The Double Burden: Stereotypes and the Fight for “Gravitas”

One of the major hurdles faced by Black women in law is the perception that they lack “gravitas,” a term used to describe the weight and seriousness required for leadership. This can be seen through the lens of Chinwe Odimba-Chapman Global Partner for Talent, Executive Leadership Group Member and Employment Partner at Clifford Chance, who was told as a junior lawyer that she needed to acquire gravitas to be a partner at the firm. This remark came after she had proven herself to be a good technical lawyer, communicator, and facilitator. This biased definition of professionalism disproportionately affects Black women naturally, regarding the little things like how they look, the texture of their hair or how they wear it, forcing her to always analyse what she brought to the table despite her capabilities. Her experience reflects the broader struggles Black women encounter when trying to meet these restrictive standards.

Intersectionality: The Crux of the Challenge

The intersection of race and gender intensifies these challenges. According to research conducted by McKinsey & Company published in their 2023 article, Black, Bangladeshi, and Pakistani groups in the United Kingdom were the furthest behind on pay and labour force participation, earning 15 to 16% less than White British workers. Such figures reveal the systemic exclusion faced by Black women in achieving senior roles, despite their qualifications and capabilities. This is just one example of the restrictions that permeate the legal profession and highlights how far the industry still has to go in terms of equity.

Read this article to find out why Black lawyers aren’t reaching partner level at their firms: Why aren’t Black Lawyers becoming Partners?

Black Women in Leadership: Defying the Odds

Despite the considerable obstacles, Black women in UK law have made remarkable achievements as a form of rebellion, rising to influential positions and breaking new ground within the legal field. Pathfinders like Linda Dobbs, who was the first non-white High Court judge in the UK, Stephanie Boyce who became the first Black woman President of the Law Society, and Debo Nwauzu Founder of the Black Lawyers Directory among others have become powerful symbols of resilience, overcoming deep-rooted racial and gender biases to attain leadership roles. Her journey, marked by adversity and triumph, continues to inspire upcoming generations of Black female lawyers and encourage diversity within the judiciary and across the legal sector.

Read this article on stories from Black legal professionals: “We’re fighting to exist.” – Angela Francis | The Student Lawyer

Overall

In closing, Black women in law are breaking through barriers and rewriting the narrative. Their journey is one of courage, resilience, and an unyielding drive to create a profession that truly reflects the diversity of the world it serves. Despite facing obstacles, these women are now leading with purpose, lifting each other, and inspiring the next generation to take their place. Their work and determination serve as a reminder that real change happens when we’re willing to stand up, support one another, and demand a seat at the table. Black women in law are doing just that, and they’re paving the way for a future where everyone can thrive.

The post Black Women in Law: Reclaiming Leadership and Shattering Stereotypes appeared first on The Student Lawyer.

Reading time: four minutes

Introduction to Diwali

Diwali, popularly known as Deepavali, is a vibrant festival celebrated by millions across the world, especially in Nepal and India, though the joy of it has crossed borders. For those who do not know about this joyful festival, Diwali is a festival that epitomises the victory of good over evil. Conventionally, it holds great importance in Hinduism, as well as in Sikhism and Jainism, due it being an intense celebration of spiritual rejuvenation.

Hope is essentially the philosophy on which Diwali revolves. It is preceded by the lighting of oil lamps, offering a set of prayers, and distributing sweets among family and friends. Legends often vary from culture to culture but are usually based on heroic figures such as Lord Rama, who returned home after defeating the demon king Ravana, or Lord Krishna, who defeated the demon Narakasura. These tales remind one that no matter how sad and unjoyful life may get, light will always prevail.

Diwali in the UK

Diwali has left a mark in the UK, and it is widely celebrated. Historically, the celebration of Diwali in Britain dates back to the mid-19th century when migrant South Asian communities came, though it was not until the 1980s and 1990s that Diwali acquired the status of a multicultural event, as noted in such cities as London, Leicester, and Birmingham. Large Diwali events are organised in these cities, which account for the various cultures that make up modern Britain.

Local councils and community organisations have been instrumental in promoting these Diwali events. The revelry of colourfully decorated parades with music, dancing, and fireworks serves to create a sense of community and belonging. All these societies speaking as one can be termed proof of the bonding that exists in respect for human culture and tradition. For this reason, Diwali is no longer solely a South Asian festival but an important landmark in the British cultural calendar, placing it in the mainstream of life in Britain and appealing to people from every walk of life.

Promoting Diversity Through Diwali

One of the most beautiful things that Diwali has is the way it celebrates diversity. This festival provides an avenue for the cultural values and traditions of different communities to be showcased. Non-Asian groups also participate in Diwali festivities with enthusiasm, which just goes to say what is always meant by the spirit of unity and inclusivity defining the celebration. Whether through local schools, community centres, or workplaces, Diwali encourages cultural exchange and education.

For instance, schools organise Diwali events, usually centred on learning about the history and importance of this festival, no matter the background. Such interaction helps in building mutual respect and understanding and smoothes the path toward a better society. The charm of Diwali is that it crosses cultural barriers: everyone gets involved in the celebration.

Fostering Inclusion and Unity

Diwali is a perfect example of how festivals can bring together disparate cultures and religions. During the period of Diwali, communities are brought together under one umbrella of reveling in light and joy. Schools, universities, and local councils take Diwali as an opportunity to teach about cultural heritage and values. In fact, educational institutions push students to investigate what diversity really means and contribute to raising a generation respectful of differences.

Then there is the corporate Diwali, which has also encouraged a better workplace through the facilitation of understanding. They provide an opportunity for employees to interact in cross-cultural discussions at work, thereby helping to dissolve inhibitions and connect with their colleagues.

Impact on British Society

Beyond fostering cultural appreciation, Diwali has a positive economic influence on British culture by boosting local companies and tourism. As shops offer exclusive discounts on sweets, decorations, and traditional clothing, markets are a hive of activity. In a multicultural culture, where festivals may boost local economies and promote social cohesion, this economic component is crucial.

Diwali’s importance in the national narrative is further cemented by British institutions’ recognition of it. Diwali’s significance within the fabric of British diversity is shown by occasions like the annual Parliament lighting ceremony, where the building is illuminated to commemorate the holiday. These kinds of actions foster a feeling of community and show respect for many cultures.

Challenges and Opportunities

Despite the benefits of celebrating Diwali, fostering inclusivity can be challenging. Stereotyping and tokenism are potential issues, especially if the event is reduced to superficial cultural displays with no deeper knowledge of its meaning. It is critical to approach Diwali with honesty and respect, ensuring that all voices in the community are heard and recognised.

However, these challenges also provide opportunities for increased integration and cross-cultural understanding. Open discussions about cultural customs and beliefs can help communities connect more deeply. The media’s role in depicting Diwali as an inclusive celebration is critical since positive portrayals can help challenge prejudices and foster a true appreciation for cultural variety.

Finally

Diwali is a symbol of optimism and unity in the UK, encouraging diversity and inclusion. Its significance extends across cultural boundaries, encouraging people to band together in celebration of shared values. By embracing the spirit of Diwali, we not only honour the rich traditions of many groups, but also set a precedent for future multicultural festivals and festivities.

As we light our diyas and distribute sweets, remember that Diwali is more than simply a celebration; it is an opportunity to instil empathy, respect, and understanding in our ever-changing society. So, whether you’re a seasoned celebrant or new to the event, participate in the fun and let the light of Diwali guide us to a brighter, more inclusive future. As the proverb says, “When the light shines, the evil fades away.” Let us be a part of that light.

The post Diwali: Celebrating Unity and Diversity Through Light appeared first on The Student Lawyer.

Reading time: seven minutes

In celebration of Black History Month, Christianah Omobosola Babajide had the pleasure of interviewing Yaa Dankwa Ampadu-Sackey (YDA-S), a Family Law Barrister at Four Brick Court. Yaa Dankwa’s practice focuses on children’s law matters, with an emphasis on modern families. She oversees surrogacy agreements and represents families seeking a parental order. She also appears in both public law cases, that is, cases where the local authority interferes with family life, and private law cases, that is, family law disputes between individuals.

COB: Let’s dive straight in. You have a unique approach to family law. What does this mean in the existing context of family law, and how did you develop this idea?

YDA-S: The make-up of family units has evolved. Modern families are different from the ‘traditional’ nuclear family set-up. They can include single-parent families, blended families, co-parenting, surrogacy, sperm donation, LGBTQ+ families, international families, and child-free families. Modern family structures can be complex and sometimes fluid, and the courts must keep up with these modern legal issues, such as disputes over contact between a child and a stepparent or stepsiblings and surrogacy and co-parenting disputes. I enjoy providing legal services such as advising and representing clients concerning the issues with these different family structures.

COB: Do you see yourself as a hindrance or a benefit in today’s legal field, and has this belief evolved?

YDA-S: As I was joining the legal profession, I heard stories about young parents’ difficulties securing continuing work due to competing interests in work and family life. I started out believing that my identity was a hindrance: a Black woman and a first-generation immigrant with a young family. When I started, I never talked about my children. I made myself available for every type of work as though my children did not exist. I sacrificed the time I could have had with my children’s formative years by handing them to different childcare professionals. I have no family in the UK, and I had not built any social networks I could rely on for childcare support.

Today, I share a different view due to the hard work of those who have gone before me in advancing the course for Black women and young parents. I am confident that my identity no longer remains a hindrance. Instead, it demonstrates how young Black women can persevere in such a traditional profession to excel and progress even with caring responsibilities.

COB: You studied History and Economics at university. What influenced your decision to study the GDL?

YDA-S: From a young age, I wanted to be a lawyer to make my parents proud. In the society where I grew up, family status’ is classified by their children’s successful careers. I looked at my family and realised that no one had joined the legal profession, and I decided that I wanted to be the first lawyer in my family. I envisioned wearing a wig and gown and standing up in court. After my first degree, I travelled to the UK and discovered that the lawyers who wear wigs and gowns in court were barristers, so the obvious route was to study for the GDL to achieve my dream of becoming a barrister.

COB: The Student Lawyer is a publication aimed at law students. What was the most valuable piece of advice you received at the beginning of your career, and who was the person who advised you?

YDA-S: I attended an Urban Lawyers event, where Ruth Ried and Mark Robinson were among the panellists who shared their journeys in the legal profession. Dr. Tunde Okewale OBE, who organised the event, talked about the power of networking. He stated that “your network is your net worth” and encouraged us to create meaningful networking relationships. This advice is the most poignant that has stayed with me to date, and I have experienced many successes just because of the networks I have built along the way.

COB: Similarly, what has been your mentorship experience within your career? How important is it to increase diversity and representation within the legal industry?

YDA-S: When I decided to return to work after my maternity leave, I felt lost and had no idea where to start. The late Paul Darling OBE KC, randomly sent me a LinkedIn connection request. I connected with him, and he immediately became my mentor upon my request. He took me under his wing and provided the road map I needed to reach the Bar finally. He was a genuine ally, which made the connection and the mentorship seamless.

Increasing diversity and representation is so important! It gives many aspiring barristers the hope that this profession truly welcomes individuals from all backgrounds. It is with that spirit that I am committed to giving back to the profession. I become a:

• Bar Council Social Mobility Advocate;
• a BSB Reverse mentor;
• a Judicial Office Reverse mentor;
• a mentor with the University of Birmingham (my alma matter);
• a mentor with Young Citizens Mock Trial; and
• a mentor with the International Future Barrister (a platform for international students who are aspiring barristers).

COB: As of 2024, according to the Judicial Diversity Forum, only 11% of judges are part of ethnic minority communities; an increase from 7% over the last decade. What are the advantages of a diverse bench?

YDA-S: The essential advantage of a diverse bench is visibility. We have a multicultural society, and the bench should, as much as practicable, reflect the society it serves. I represented a local authority in a public law family proceeding before a Black judge involving an ethnic minority family. At the end of the interim hearing, though the judge refused the mother’s application, she thanked the judge profusely, stating: “I know you understand my culture, and I accept your decision as being the best for my child.” The statement from the mother and many other statements I have heard give me the confidence that a more diverse judiciary would undoubtedly improve public trust and confidence in the justice system

COB: What steps can the legal industry take to encourage diversity in leadership positions?

YDA-S: All efforts to equip myself to become a professional leader have been my effort. However, the industry can do much more to encourage diversity in leadership by organising and supporting junior practitioners to attend leadership training seminars/courses with much emphasis on those belonging to marginalised groups.

COB: Since ‘reclaiming narratives’ is this year’s  theme, are there any narratives you would like to reclaim?

YDA-S: Reclaiming the narrative that years of call is not commensurate to years of practice. Candidates often do not secure pupillage immediately after their call to the Bar, but this situation affects people of ethnic backgrounds more.

According to the Bar Council’s recent Pupillage Gateway Report, of the 288 offers recorded on the Pupillage Gateway, 60.8% went to White (British/English/Welsh Northern Irish/Scottish) compared with 10.4% to Asian/Asian British and 1.7% to Black/African/Caribbean/Black British.

I have had many setbacks, such as securing pupillage 12 years post-call, and it is crucial that, as a society, we relate to members of the profession in their years of practice. I find it very depressing when I am told, “I expect more from someone of your call,” because the person has assumed that my years of practice are equal to my years of practice.

Despite these setbacks, I have never felt that I do not belong, and I have continued to believe in myself. For those who accepted and supported me, I embraced their help, and for those who didn’t, I moved on and did not dwell on their negative outlook on me. Ultimately, I will encourage all Black women in law to be authentic, believe in themself and seek ways to work smart.

Quick-fire questions…

COB: What’s your favourite country in the world?

YDA-S: I have read a lot about Malta because it is my favourite country. I love its sandy beaches, architecture, and diverse culture.

COB: Who’s your favourite artist?

YDA-S: My favourite artist is Don Moen, who specialisesin Christian worship music. In 1994, I decided to become committed to the Christ faith (born again), and I fell in love with Don Moen’s songs and how they magnify the divinity of God.

COB: What do you do to relax after a long day of work?

YDA-S: I would watch an action or adventure movie on Netflix or listen to a podcast.

*Many thanks to TSL’s very own Reva Naidu for drafting the interview questions.

The post Yaa Dankwa Ampadu-Sackey: Reclaiming Narratives, Modern Families and Diversity appeared first on The Student Lawyer.