Contextual Recruitment in Law: Why It Matters for Diversity

Contextual recruitment considers the background in which academic results are achieved, helping employers measure potential rather than privilege. Former education secretary Justine Greening championed this approach, noting its role in promoting social mobility.

Legal Industry Leading the Way

The legal sector has embraced contextual recruitment:

13 of the top 15 UK law firms and 42 firms overall use Rare’s Contextual Recruitment System (CRS).
CRS was developed after a two-year research project sponsored by Clifford Chance, inspired by big data and university selection techniques.

Blind CVs and Diversity

Clifford Chance pioneered blind CVs in 2013, removing names, gender, and education details from applications. Results included:

Intake from 41 different institutions (up 30%)
A third more first-generation university students
Three times as many candidates from non-traditional universities

Challenges and Culture

While blind CVs and CRS improve access, cultural fit remains a challenge. As David Press noted, firms must ensure their internal culture supports diversity to avoid talented candidates “bouncing off” the partnership table.

Why It Matters

Contextual recruitment helps law firms fish in a talent pool, not a puddle, as Greening put it. It’s a step toward fairness, inclusion, and finding exceptional talent beyond traditional networks.

Looking Ahead

Blind CVs and CRS are rare in post-qualified recruitment, but demand for fair hiring practices is growing. If you need advice on inclusive recruitment strategies, contact us today for expert guidance.