Diversity

Key diversity findings – HRJ Foreman Laws 2025

Age

Our firm reflects a broad spectrum of ages, showing a multi-generational workforce:

We’ve observed a shift in our solicitor (non-partner) roles, where 88% of respondents are in the 25 – 34 age range, an increase from 50% in our 2023 survey. This aligns with 2023 SRA data, which identifies this as the most common age group for this role category across the industry.

In roles directly supporting fee-earners, we see a diverse age distribution. The 25 – 34 age range accounts for one-third of our staff in this category, while just under 47% of respondents are in the 55 – 64 age range.

Gender

Our firm has a strong representation of women across all roles:

• Female: 80%
• Male: 20%

All respondents indicated their gender identity is the same as their sex registered at birth.

Specifically, 88% of our solicitors (non-partners) are female, significantly higher than the 2023 SRA industry average of 62%. We maintain a 50/50 split of male and female salaried partners. For full equity partners, we have a higher proportion of men, which is consistent with the 2023 SRA findings (32% women in full equity partners, 47% in salaried partners industry-wide). Our firm also reflects the industry average with a greater proportion of women in other support roles compared to men.

Ethnicity

Our firm comprises a majority of White British ethnicity, reflecting industry averages:

• White British: 82.5%
• Other ethnic groups: 17.5%

This distribution is in line with SRA industry average data.

Religion or belief

Our firm’s composition regarding religion or belief aligns with industry trends:

• No religion or belief: 47.5%
• Christian: 37.5%
• Other (Muslim, Sikh, Hindu, prefer not to say): 15%

SRA industry average data also indicates higher statistics for those with no religion or belief and those of Christian religion.

Sexual orientation

The majority of our respondents identify as heterosexual, which is consistent with SRA industry average data. We’ve also noted a decrease in the number of respondents preferring not to say since our 2023 diversity survey.

Disability

None of our respondents identified as having a disability according to the definition in the Equality Act 2010. SRA data indicates that the legal sector, overall, shows an underrepresentation of disabled individuals compared to the broader UK workforce.

Socio-economic background

Education (11 – 16 years):

• State-run or state-funded school (non-selective): 62.5%
• State-run or state-funded school (selective): 20%
• Independent / fee-paying school: 12.5%
• Preferred not to say: 5%

Social mobility (Parents’ University Education):

• Neither parent went to university: 73%
• One parent attended university and gained a degree: 23%
• Didn’t know or preferred not to say: 4%

Caring responsibilities

Primary carer for a child or children under 18 years:

• Are primary carers: 23% (decreased since 2023 survey). 10% of this total are fee-earners.
• Are not primary carers: 75%
• Preferred not to say: 2%

Carer for someone over 18 years with long-term physical or mental ill health (not in a paid capacity):

• Are not carers in this capacity: 95%
• Care in this capacity (1-19 hours/week): 5% (all fee-earners). This is slightly lower than the industry average SRA data (8% fee earners and 9% support staff).

Our Commitment to equality, diversity and inclusion

At HRJ Foreman Laws, our commitment to equality, diversity, and inclusion is central to who we are. We celebrate the individual differences that make up our team and actively foster an inclusive environment where everyone is valued and can thrive, both professionally and personally.

Decisions regarding recruitment, selection, training, and promotion are always based on merit, ensuring equality of opportunity remains a long-standing feature of our practices and procedures. The diversity data gathered in our survey largely aligns with SRA industry averages, and we continuously strive to take proactive steps to promote diversity within HRJ Foreman Laws.