The legal profession is criticized for lacking diversity and is largely male, white, heterosexual, able-bodied, and middle class. This is true because there is only one woman in the supreme court of UK and no one from minority groups. The reasons aren’t simple.
The legal profession is criticized for lacking diversity and is largely male, white,
heterosexual, able-bodied, and middle class. This is true because there is only one woman in
the supreme court of UK and no one from minority groups. The reasons aren’t simple.
2. Definitions of Dieersit::
2a. Formal dieersit::
This requires groups to be represented in the legal profession depending on their population
percentage. For eg. If a minority group takes up to 10% of the general population, their
presence in the legal profession should be of 10%. According to Eli Wald, this will reflect the
population fairly and equally. This means that formal diversity can be attained through fair
selection and employment practices and since there hasn’t been formal diversity, it only
points to a flawed selection process. However, (a) the first challenge of formal diversity is
that the aims of legal workers may not be the same and not all of them will want to achieve
the same legal goal. But ultimately, scholars conclude that as long as no individual is
excluded from the profession on the grounds of his or her race or background, it is fine. The
second challenge is, (b) inability to enter the entry field. If inequalities are found early in a
person’s life, then it might be difficult to find an appropriate test that does not reflect the
inequalities that are already there. Which raises the questions of testing methods of
disadvantaged candidates who wish to enter the legal field, however, had no educational
opportunity to do so.
2b Substantiee dieersit::
Eli Wald described as having equal opportunity in the legal profession and equal
participation. This looks at the participation in the profession, the quality of experience of
people in the profession, and attitudes and values upheld by the profession. Structural
equality aims to ensure not only that the numbers are equal, but also that the structures within
the professions do not prefer one gender or race over another. For example, it may be that
equal numbers have been achieved, but only because the disadvantaged groups have to make
considerably more effort to advance in the profession and at greater personal cost. It has been
suggested that, even among firms with a roughly equal number of men and women, these
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