The pathway to qualification in the legal profession has changed substantially in the last few years. Much of this change is a result of deliberate reform of policy and criteria, such as the introduction of solicitor apprenticeships and the Solicitors Qualifying Exam (SQE) replacing the Legal Practice Course (LPC). The traditional route of obtaining a degree, completing the LPC, and then securing a training contract provided a clear, albeit narrow, trajectory to qualification. Now, with multiple pathways available, aspiring lawyers may find the landscape more accessible, but also more complex and unpredictable. That is especially the case in circumstances whereby new policy changes are in their infancy and traditional sources of support, understanding and guidance are underdeveloped compared to their historical counterparts. The merits of these changes and whether they have brought about a net positive, meaningful movement on the needle of measurement for inclusivity, access and equality for the legal profession should be, and will continue to be, a topic of debate.

Aside from these intentional reforms, aspiring lawyers – like many professions – have been subject to a swathe of economic, technological and political factors that have unsettled pathways into the profession. For example, many aspiring and junior lawyers are still adapting to the ongoing repercussions of the COVID-19 pandemic. Remote learning and working, proctored examinations, virtual internships, and online networking displaced their expected norms, altering the way aspiring lawyers were able to gain experience and make connections. Today’s cohorts are not unique in having to navigate the fallout and implications of economic recessions and technological advancements – though the rate of change and disruption that today’s junior lawyers are facing is both significant and multifaceted. As a result, the value of mentorship and guidance that established lawyers are able to provide is significant.

Mentorship has always been an invaluable tool for both the mentor and the mentee. I wrote an article on LinkedIn on the merits of mentoring in 2020 and despite how much the profession (or indeed the world) has changed in just four years, the same principle remains true:

“It’s really quite easy to overlook the fact that, no matter how senior, junior or ‘well-known’ your role is, there will almost always be someone who will want to learn more about whatever job, degree, internship, interview or countless other things you’ve experienced.”

The main difference now is that the blueprint of the average aspiring lawyer has changed. Candidates hold increasingly diverse experiences – both academic and professional – and come from a wider array of backgrounds, bringing diverse perspectives, insights and experiences to the profession. This diversity rightly enriches the legal field, but also demands that traditional models of mentoring must evolve in order to account for and champion it. Mentors who themselves may have taken unconventional routes into the profession or otherwise differ from the average lawyer in their background or experience, especially, can offer invaluable support to those who feel out of place in the ‘traditional’ legal environment. Their unique experiences can inspire confidence and resilience in mentees and help to advance the notion that there is no single ‘right’ way to succeed in law. Mentors can also help break down barriers by providing access to networks and opportunities that might otherwise remain out of reach for some individuals. They can champion their mentees, advocating for them within their firms and the wider legal community. That level of support is especially vital for those from underrepresented groups, who may face additional challenges as they progress in their career.

It is for these reasons – the evolving landscape of the legal profession, characterised by new qualification routes and the ongoing impact of global disruptions – that the need and value of mentorship has increased dramatically for junior lawyers. By offering guidance, support, and advocacy, mentors will help aspiring lawyers navigate this complex terrain and build successful, fulfilling careers. In doing so, they not only contribute to a more inclusive and equitable profession, where diverse talents and perspectives are not only welcomed but celebrated – but they further their own development as a mentor as well.

Harry Clark is an executive committee member for the Junior Lawyers Division and an associate at Mishcon de Reya.