Julian Jarrett and Yetunde Dania, Trowers & Hamlins

Trowers & Hamlins partner Yetunde Dania and lawyer Julian Jarrett explain the importance of having allies to speak up on issues of inequality regarding race and sexuality within the legal industry, and say that this is a pivotal moment to go about improving the workplace environment for black and LGBT+ people.

The brutal eight minutes and 46 seconds it took to murder George Floyd has, quite rightfully, got the whole world talking about racism against black people and its eradication.

Black people on their own cannot bring about the change they deserve because the racism they face is systemic. This is because the subtleties in the racism black people face emanate from practices throughout society, be they social, commercial or institutional. Such racism results in black people being discriminated against, and being treated less favourably than white people when it comes to crucial issues such as criminal justice, employment, housing, healthcare, political power, education and so on.

It is evident from the global protests taking place that black people are not alone in their demand for fair treatment and equality of opportunity. Such acts of allyship are reminiscent of LGBTQ+ Pride marches, a timely comparison given June is LGBTQ+ Pride month.

LGBTQ+ Pride month is a time when the U.S. and countries across the world come together to commemorate the 1969 Stonewall Uprising. The Uprising was in response to a violent and unprovoked early morning police raid of the Stonewall Inn, New York, a popular bar for LGBTQ+ folk.  A watershed in the history of LGBTQ+ people, Stonewall is considered to be the starting point of a movement fighting for social justice and equality for the LGBTQ+ community. 

Every year since 1969 the Pride movement has expanded, Pride marches across the globe have grown to enormous numbers, marching against the discrimination and unfair treatment of LGBTQ+ people historically and which still exists today.

Pride marches are often over-subscribed, with many corporate and individual allies seeking to take part and make a show of LGBTQ+ allyship. There are debates about what constitutes "true" acts of allyship but the fundamental point that people "show up" for Pride is something the LGBTQ+ community have been able to count on by and large. 

The term "Ally" is used to describe people who do not identify with a minority group, but acknowledge  the discrimination they suffer, and seek to support them in way that will advance equality. For example, at Trowers & Hamlins our LGBTQ+ and Allies Network (one distinct network that is part of our diversity and inclusion inititative TrowersIncludes) incorporates allies in all its network activities, we see allies as integral to our work in raising awareness; promoting acceptance, and celebrating peoples' identities; and eradicating ignorance and bullying.

But when we look to undertake LGBTQ+ initiatives, from fundraising for and providing pro-bono advice to LGBTQ+ charities, running awareness raising events; or implementing a more inclusive recruitment strategy; it is impossible to make progress in this respect without the help of allies.

In the wake of George Floyd's murder and the global public outcry of the treatment of black people, allyship still feels like a relatively new concept in respect of outwardly helping to advance the equality of opportunity and fairness for black legal professionals.

But seeing how, as a concept, it has helped to shine a much needed lens on, and bring about change for LGTBQ+ legal professionals it is evident that White, Asian and Minority Ethnic people have a very important role to play in the advancement of black people at this time, the outcome of which will benefit us all.

George Floyd's murder is a shocking illustration of police brutality in the U.S., but it appears to have finally galvanised society to look at the wider systemic and institutional aspects of racism. The legal profession has more nuanced forms of discrimination which requires a tailored response from the sector which the promotion of allyship may help to address.

Surely it is time for the same enthusiasm, demonstrated by the sector and numbers of people involved in Pride initiatives, to be swung behind the black legal community; so that meaningful and lasting change can finally happen.

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