I was recently asked if I thought that legal apprenticeships would improve diversity and, specifically, social mobility within the legal profession.

Demonstrating the caution for which our profession is legendary when faced with a straightforward question, my answer was a qualified yes. Programmes such as the legal apprenticeship scheme will help but only if fully supported by the legal profession.

I am optimistic that this approach will prove to be successful, however, because not only does it appeal to many within the profession who want to help raise the aspirations of young people from under-represented groups, but also because it is driven by a powerful force – enlightened self-interest.  

Apprenticeships within the sector now come in many guises and I believe they could have a transformational effect.

In recent years, our clients have been faced with unprecedented and disruptive challenges in almost every area of business life. If we are to continue to offer them valuable assistance in addressing those challenges, we need to compete effectively to employ, train and retain the brightest and best, irrespective of their backgrounds.

Clients are not from a homogeneous group in terms of ethnicity, gender or social background and a successful business should be reflective of the community it seeks to serves.

When I joined the profession in the early 1980s there was only one route to becoming a solicitor. A three-year university course followed by one or two further years completing the profession's legal practice courses.

Thereafter, one hoped to secure a two-year articled clerkship with a firm. At that time the profession was expanding and law firms were becoming far more professional in their recruitment and training processes, moving away from their historic reliance on personal connections for selecting articled clerks.

During this period there was also significant expansion in the number of people from underprivileged backgrounds who obtained places at university, often the first generation in their family to do so. Twenty to thirty years later those same people who graduated have had successful careers in the business world and within our profession.

What better way to nurture home grown talent than through an apprenticeship? It's a virtuous circle.

The crucial difference between then and now is that these individuals were not faced with the burden of tuition fees and often benefitted from the provision of local authority maintenance grants, which enabled them to take up places at university.

I am not seeking to debate whether tuition fees are justifiable or equitable, and indeed there are other reasons why school leavers and mature adults may not see university as attractive. The various studies that have looked at this issue, however, have all reached the same conclusion, namely that candidates from under-represented groups are being dissuaded from following traditional routes into the profession and that should be a cause for concern for all of us.

Mayer Brown works with a couple of local schools in Tower Hamlets, the third most deprived borough in London, and an enjoyable aspect of my job as senior partner is talking to pupils about their aspirations.

Unsurprisingly, cost is the biggest factor impacting their decision to go to university. Those who do plan to go for a university degree are concerned about whether they will have a job at the end of it. I am also struck by how many pupils have no awareness of the various career opportunities that exist within corporate law firms today.

Apprenticeships within the sector now come in many guises and I believe they could have a transformational effect.

Those who may previously have dismissed law, or working within a law firm, as an option, now have alternative routes such as CILEx, legal and non-legal apprenticeships and the soon to be launched Trailblazers Apprenticeship in Law to consider.

The traditional route to qualification will still stand but with the new training programmes comes an emphasis on work-based learning, which I think is healthy.

These changes will be particularly welcomed by those who are put off by the financial burden of full time study. There are also huge advantages for law firms ranging from skills and cultural alignment to long term commitment.

What better way to nurture home grown talent than through an apprenticeship? It's a virtuous circle.

Make no mistake, this is not a soft or easier option.

In September, Mayer Brown recruited two legal apprentices on a programme that combines work and part-time study and will lead directly to qualification as a solicitor. We originally planned to recruit one apprentice but we were so impressed with the candidates that we met that we increased our 2016 intake.

The six-year Articled Apprenticeship includes a four year part-time LLB at The University of Law, followed by the Legal Practice Course and the Professional Skills Course to be completed in two years. One of the unique benefits of this paid apprenticeship is that it will enable apprentices to acquire relevant work experience, and qualifications which mirror those gained by those who follow the traditional entry route.

Make no mistake, this is not a soft or easier option. The successful candidates for our scheme had A-Level results that would have entitled them to secure places at excellent universities to study law. Furthermore, apprentices will have to do around 25 hours of study each week combining formal and informal study, so of course it will take considerable commitment and hard work to succeed. Full-time work and part-time study doesn't suit everyone but for the right person the apprenticeship route will open the door to a career that they may not have otherwise considered.

While this is very much a personal decision, I think law firms have an important role to play in creating an environment that will enable apprentices to thrive, both at work and in their studies. The legal market will also determine the success of the incoming Trailblazer apprenticeships, and it must succeed if the sector is serious about competing with other industries for talent and delivering the best service to clients.

Ultimately, equality of access to the profession is just one part of the jigsaw.

Apprenticeships and programmes that connect with young people at a local level in order to raise aspirations make a practical difference to social mobility and improving inclusion. Real change, however, requires a holistic approach that also looks to achieve equality of progression at every stage of a career from recruitment and mentoring through to retention and promotion.

Like so many other business sectors and industries, our profession cannot be complacent when it comes to the identification, recruitment and retention of the very best, irrespective of their backgrounds. The fact that we have a long way to go and the challenges of the journey do not, however, diminish its importance.