Supporting Bangladeshis & Pakistanis in the Legal Profession
What I love about the recent report from Rare Recruitment…
it highlights the ongoing barriers faced by Bangladeshis and Pakistanis working in law
it’s a first for me! I haven’t seen such a report focusing on Bangladeshi’s and Pakistani’s in law before. I started as a trainee solicitor in 1998 and am of Bangladeshi heritage. I would have loved to have been able to chat about this report with my manager over my 20+ years in law. I would have been less harsh on myself too 😘
When we focus on a group of people, we get to understand them better, we learn from them. It helps them and others too. It helps all. Thank you Rare Recruitment and Naomi Kellman
What are these barriers identified in the Report, and importantly, how can we all help? Take a read to find out.
Socioeconomic & Social Capital
📈What the report says: Candidates may lack social capital needed to access & succeed in law firms.
What I say: Let’s move beyond "acknowledging" differences and adopt inclusive language to avoid assumptions about shared experiences. Ask open curious questions to build relationships. “What do you enjoy doing on weekends?" instead of "I attended X (high-profile venue) — have you been?" or “I went skiing this weekend. Do you ski?”
Pair individuals with mentors who understand these nuances and how to navigate them. If you don’t have the right mentors or sponsors within your organisation, go externally. I’m Bangladeshi heritage and know many others who would happily be a mentor or sponsor. Please ask.
Impact of Diversity Programmes
📈What the report says: Outreach & diversity programmes are positive, but need to be more targeted.
What I say: Does your organisation have a diversity program? If yes, showcase its successes. If no, why not? These programmes provide a safe space for discussion, allowing individuals to move forward on unique issues in a space that wouldn’t ordinarily be available to them. No-one should feel they are alone in experiencing difficulties, barriers to navigate and these programmes prevent this feeling.
I’ve delivered workshops at 3 Black and Ethnic Minority lawyer retreats for 3 different law firms this month. They work so well and the feedback is consistent:
“It shows the firm is invested in our careers, it’s not just a tick box
So good to know I’m not alone and to hear ideas and solutions from those who have had similar experiences
I feel I have finally found “my tribe”
I feel the most energised I’ve felt since joining
Nothing feels quite as heavy anymore
I now have a group of colleagues who I feel I can ask anything and share anything with
I can make it law and be me and be happy”
Cultural & Religious Differences
📈What the report says: Drinking culture, prayer at work & fasting all pose significant challenges.
What I say: These issues have been around since I started in my law firm back in 1998. We know what works — so why aren't we doing anything? Let’s offer diverse social events such as breakfasts, lunches and afternoon teas with interesting non-alcoholic drink options. Let’s aid managers in building strong relationships with individuals who fast or pray. Just because someone prays and fasts doesn’t mean they won't or can't work. It means they’re dedicated, resilient employees who want to bring their whole selves to work and have been doing so their whole lives. Celebrate their resilience, hard work and ask them what they need. When you get this right, share with your clients as I am sure they also have many employees who don’t drink, fast during ramadan and would like to pray at work.
Role Models & Networks
📈What the report says: A lack of role models & inactive Muslim networks in firms hinders progress.
What I say: Actively sponsor them. Shout about role models. Do this inside and outside an organisation. We need to support employees to become the role models they haven’t had, and celebrate those who have overcome similar challenges.
Be curious about why the Muslim network is inactive. What do they need? Do they need to collaborate with other muslim networks outside their organisation, do they need more support? Do they need a more active Executive Sponsor? Be curious and ask and support them with whatever answers you receive. Once you have some learnings, share with your clients, it’s a great way to build authentic relationships with clients. .
Financial Disparities
📈What the report says: Financial constraints further limit opportunities.
What I say: CEOs/Senior leadership — what steps are you taking to address your ethnicity pay gap? Look at pay audits to ensure pay is based on objective criteria. Collaborate with organisations who have expertise in this.
Don’t assume everyone can afford everything you offer, many employees support parents and extended families.
👆Too many employees are being held back.
📊Let’s work together to take action, overcome these barriers, and change the data. What’s one small step you will take today to help support Bangladeshis & Pakistanis in the Legal Profession?
Read the full report here.