In 2023, the Catalyst report “Women’s Workplace Experiences Challenges Antiracist Leaders to Step Up” surveyed 2,734 women from marginalised racial and ethnic groups worldwide, including 604 women from the UK. It revealed that 51% of women from marginalised backgrounds experience racism at work, with those of darker skin tones more affected. Notably, 49% of respondents felt senior leaders failed to engage in allyship, and 43% said leaders lack curiosity. The report outlined that these repeated experiences inflict long-lasting racial trauma, adding to the “emotional tax” faced by women of colour (WOC) who remain vigilant against bias in the workplace.
This study builds on the 2022 Fawcett Society report, which found that 75% of WOC experience racism at work, with Black Caribbean and East Asian women reporting the greatest discomfort in workplace culture. A significant 39% of WOC surveyed reported their wellbeing was affected by limited career progression, with 43% of respondents experiencing a reduction in motivation from being denied promotion. Institutional racism and entrenched biases restrict WOC from reaching their full potential, to the detriment of workplaces in the UK. Through candid conversations with six Black women navigating various stages of their legal careers, this article for Black History Month, uncovers the challenges they face—from obstacles in career progression to unique professional hurdles—as well as the support they need to thrive.
Microaggressions
Black women often face microaggressions related to their hair, including unsolicited comments, intrusive questions, and rude “jokes” based on stereotypes. Ronke Bain, senior chartered legal executive at Hudgell Solicitors, shares that she has experienced comments about her hair, describing them as both “invasive and culturally insensitive.” Touching someone’s hair is another form of microaggression that reinforces the idea that this person is different, and can be singled out for that difference.
The Catalyst report reveals that some women are disproportionately targeted with racism at work, particularly women with darker skin tones (colorism) and more Afro-textured hair (texturism). Statistics show that WOC, specifically Black women, are being forced to hide their identity in workplaces across the UK; including changing their hairstyle or what they eat, just to try and conform. Bain says that she has experienced an unspoken pressure to fit into a professional mould that fails to acknowledge or celebrate diversity. For example, she has been told she doesn’t look like a lawyer, leading her to feel like she has to work twice as hard to gain the same level of respect and recognition as her peers.
Another form of microaggression that Black women experience, particularly in professions that have been historically dominated by White men, including the legal sector, is being hyper-visible, yet invisible. In a landmark study, researchers from the University of British Columbia examined this issue by analysing a diverse sample of 65 WOC in Canada and the U.S. The study delves into the complex ways Black women navigate workplaces where they are simultaneously hyper-visible due to stereotypes yet often overlooked or disregarded when it comes to professional development and opportunities for promotion. The study also involved interviews with WOC, which revealed their experiences of invisibility were common, painful, and dehumanising. Black women with less social power at work experienced invisibility most strongly. They were more likely to blame themselves for their invisibility, engage in withdrawal (e.g., further staying quiet, making themselves small), which intensified their invisibility and marginalisation in the workplace.
Black women are often mistaken for another Black woman by their colleagues or, in a legal setting, are mistaken by the judge as the defendant. A pupil barrister, recalls her experience of sitting in Counsel’s Row and the judge asking the Prosecution Counsel, “Where is the Defence Counsel, are they on the link?”, when she was sat right there. However, she says microaggressions have ignited a fire in her to “take up space and be seen.”
Lack of progression and representation
According to the Solicitors Regulation Authority, 3% of lawyers in the UK are Black. Black lawyers are woefully underrepresented at the partnership level of mid to large sized law firms, with the largest firms having the lowest proportion of Black, Asian and minority Ethnic. Currently, only 1% of salaried partners are Black, in comparison to 3% being full-equity partners. This worrying trend can be attributed to lack of progression, causing Black lawyers to become frustrated and set up sole practices, or worse, leave the profession entirely.
According to the People in Law, mid-ranking Black lawyers in the largest UK law firms are four times more likely to leave as their White or other ethnic minority peers. One of the main reasons why diverse lawyers fail to reach partnership level, or leave a firm include a lack of advancement opportunities. One of the key findings by the Fawcett Society was WOC being locked out of career progression; 28% of WOC (compared with 19% of White women) reported that a manager had blocked their progression at work, and 42% reported being passed over for promotion despite good feedback (compared to 27% for White women).
Lack of progression has a domino effect on lack of representation of Black lawyers in senior positions. Early career entrants don’t have role models that look like them, leaving them no choice but to learn the ropes themselves – which ultimately makes their legal career more challenging as well as a lonely experience. Imani Stewart, litigation paralegal, says one of the main challenges for early entrants is feeling alone in the profession. At such a crucial stage of their career, young Black people don’t know how to navigate the market or job opportunities, leaving no option but trial and error. She recalls finding herself often being “the only or one of very few Black women on the team”, which has led her to question whether she truly belongs in the legal industry. Similarly, Besidone (Bessie) Ogbobine, family solicitor at Veale Wasbrough Vizards, says imposter syndrome, an internal conflict where you question if you belong, is a feeling that most Black women have experienced at some stage in their career.
Perfectionism and over performing
Black women use perfectionism as a shield to protect themselves from failure and criticism that they are likely to encounter in the workplace, by going over and beyond with their work to avoid anyone thinking they are inadequate or undeserving of their roles. Oluwapelumi Amanda Adeola, partner at BHP Law, says she often feels the pressure to over perform because she wants to be known for her “legal knowledge and skills and respected as a result without my race being attributed to any of my achievements or shortcomings.”
Black women struggle to be themselves in the workplace because they are used to hiding certain parts of their identity and background, in fear that it might feed into stereotypes. This leads to a decrease in confidence and self-esteem. Karen Manu, working in graduate recruitment, is from South London, something she is very proud of. However, she says “there’s an underlying fear that people may look down on me because of my background regardless of how educated or knowledgeable I am.”
Recommendations for managers
Acknowledge the Challenges: Recognising the unique obstacles Black women face is essential. By demonstrating awareness of microaggressions and other barriers, managers create a more supportive environment. Ogbobine emphasises that “creating a safe space and leading by example is key.” Stewart recalls that, during the race riots, her manager sent supportive emails to Black and Brown employees, reassuring them that working from home was encouraged. This prioritised their safety and eased concerns about potential public repercussions.
Encourage Open Dialogue and Listen: Managers should foster open discussions with Black women, actively asking how they would like to be supported. “Support looks different to every woman of colour, depending on their career and life stage,” explains Manu. A pupil barrister suggests, “Engage with women of colour in your chambers by listening and asking them questions.” Adeola adds that leaders should educate themselves on intersectionality and its impact on career progression. Ultimately, listening attentively to Black women and acknowledging their concerns is invaluable. By doing so, managers foster a positive work dynamic and build trust.
Celebrate Diversity and Authenticity: Providing Black women with opportunities to lead, share their cultural backgrounds, and influence projects helps create a more inclusive environment. Historically, Black women entering the legal profession have often had to build networks from the ground up, as established systems of mentorship and support have not always been readily accessible to them. The industry’s recent strides in embracing diversity and inclusion are a positive change, but Black women still face an uphill battle in finding a network that fully understands their experiences. Without mentors or allies who can guide them through challenges, these women often have fewer resources for career advancement, and they miss out on the informal knowledge that established networks provide. Bain recalls how early career opportunities made her feel valued and respected within her firm. Manu agrees, adding that managers should “affirm women of colour in their talents and work” by providing a clear path for their futures and highlighting their impact on the firm.
The career path for Black women in law is not just about opening doors but about changing the culture within the profession. The voices and stories shared in this article reveal a deep-seated need for validation, understanding, and genuine allyship. All Black women deserve workplaces where they’re seen not through the lens of stereotypes, but for their dedication, skill, and resilience. When managers take steps to actively listen, break down barriers, and support Black women as they rise, they aren’t just improving outcomes for individual careers—they’re strengthening the legal profession as a whole.
Christianah Omobosola Babajide is a legal journalist.
