"I didn’t have connections to anyone who worked in law"

I am Bristol born and bred. My parents came to the UK from Jamaica in the early 1960s – my dad was a plasterer and my mum a nurse. Seeing how hard they worked to provide the best for their children instilled a strong work ethic in me.

I didn’t have connections to anyone who worked in law. I went to a comprehensive school and we weren’t a wealthy family. My background helped make me resilient. You shouldn’t be afraid of your background or what school you came from. In my experience, being different is a positive thing and makes you a more effective solicitor.

It was difficult getting a training contract. I submitted over 100 applications! It wasn’t until four years after I finished my LPC that I managed to secure one. I benefitted from being mentored by a lawyer from a similar background who was a partner at a major firm in Bristol. I could speak to him about how tough it was and get valuable tips on applications. Encouragement is a massive help if you’re having a difficult time trying to achieve your goal.

I’ve got as much right to be here as anyone else. I kept telling myself that in the early days of my career. I didn’t see many Black lawyers when I was growing up. At the start of my career, I’d go to networking events, but realise there weren’t that many people like me there. You start thinking “Am I going to fit in?”. It was only as I got older that I saw things start to change.

“You cannot be what you cannot see”. This is one of my favourite quotes from Marian Wright Edelman, a civil rights pioneer. If you look at the legal community now, there are a lot more lawyers from diverse backgrounds. There has been increased recognition that diversity and inclusion is crucial to a modern law firm, and a 21st century business. Firms are starting to understand that their diversity and inclusion work can’t just be words – action has to follow.

We’ve all got unique selling points. I think a lot of firms recognise that we work in a global market. If you have family connections to other countries, or can speak different languages, then you can help open doors that other people can’t. You can really add value to your organisation in that way.

I’m proud of founding the Bristol Property Inclusive Charter. In my work as a commercial property solicitor, I found there needed to be increased diversity and inclusion in the Bristol property sector. I established the charter to boost diversity – it started off with 15 signatories and now it has just under 80. It really showed me that, as a solicitor, you can make a difference – not just to your own profession but on a wider scale too.

Leaders should have a laser focus on what happens to your intake of recruits. There’s been a lot of attrition of young lawyers from certain communities. It’s obvious that if they don’t stay long enough within the firm, it will be difficult for them to progress. We’ve got to make sure our equality, diversity and inclusion work filters down to day-to-day activities. Look at things like fair work allocation and making sure everyone within your team or department who has the skills has a chance to shine.

Be bold. That’s what I’d say to my younger self. It can be difficult to have confidence when you’re taking your first steps in your career, especially when you’re from an underrepresented community. You often have self-doubts in the back of your mind. Have humility, work hard, be courteous to others, but above all: be bold.