Further respondents’ survey responses included in the 54-page report demonstrate:

• A lack of work-life balance is a concern for more than 60 per cent of young lawyers. This concern was the greatest for lawyers in the age bracket of 25 and under, at 71 per cent. Sixty-six per cent of female lawyers and 68 per cent of solicitors also find work-life balance a concern;
• Solicitors are more likely to cite work-life balance and mental health issues than their in-house counterparts;
• Nine out of ten young lawyers reported experiencing barriers to their career progression, such as balancing commitments, insufficient mentorship and a lack of promotion opportunities;
• The failure to address toxic workplace cultures as a concern: for 27 per cent of male respondents rising to 43 per cent amongst female respondents, with 44 per cent of the 25 and under age group compared to 28 per cent of the 36–40 age group;
• Salary as the most-cited factor pushing young lawyers out of their current roles. Paradoxically, across all regions, salary is also the biggest factor responsible for drawing young lawyers towards a new legal role;
• That flexible working is key to the long-term continuity of the profession for 54 per cent; and that
• Artificial intelligence and legal technology training is viewed as critical for their future by 40 per cent of respondents.

Four key headings in the report comprise: What is happening in the legal sector?; The future of the legal profession; Young lawyers and Covid-19; and Regional results for Africa, Arab, Asia Pacific, Europe, Latin American and North America. Sub-headings indicate the scope of the research, tracing the aspirations and start of young lawyers’ careers to the present day. These include: Young lawyers’ academic background and attraction to the profession; Current career changes in the legal sector; Young lawyers leaving their current roles; What are the problems and why are young lawyers leaving?; What concerns young lawyers about their future?; Career opportunities and progression; and Diversity and inclusion.

To combat the exodus of young lawyers, the IBA outlines seven areas for action with the aim of creating a healthier and more fulfilling profession for all, from implementing and/or reviewing work-life balance related policies and initiatives, and acknowledging and addressing the mental wellbeing concerns of young lawyers, to keeping abreast of the latest developments in legal technology and training lawyers accordingly.

Moyo commented: ‘As future leaders, it is in the profession’s interest to identify what may be deterring our best young talent from progressing in their legal careers and the obstacles they encounter. Their experience and how their interests are managed in the workplace will undoubtedly not only affect their future at the workplace but the legal profession more generally.’

ENDS