Law firms take half of top 10 in latest social mobility index

A number of law firms have secured places in the 2025 Social Mobility Employer Index, with Browne Jacobson claiming the top spot for the second consecutive year and Linklaters (3rd) and Addleshaw Goddard (5th) also making the top five.

This year's index - published by the Social Mobility Foundation - also included Osborne Clarke (7th), Norton Rose Fulbright (8th) and DLA Piper (10th) in the top 10.

Law firms lead the way

Now in its ninth year, the Social Mobility Employer Index measures how effectively organisations attract, recruit and progress people from lower socio-economic backgrounds. Employers are assessed across eight categories, including recruitment, entry routes into the company and progression, pay and retention.

Other firms that made the top 50 include: Slaughter and May (11th), Freshfields (14th), Clyde & Co (19th), CMS (26th), Eversheds Sutherland (27th), BCLP and Simmons & Simmons (joint 28th), Ashurst (32nd), Hogan Lovells (34th), DWF (37th), Charles Russell Speechlys (41st), Stephenson Harwood (45th), Travers Smith (48th) and Lewis Silkin (50th).

Firm initiatives

Browne Jacobson said one of its biggest social mobility milestones was removing minimum academic requirements - previously AAB at A-Level and a 2:1 degree - back in 2016. Over a third of its graduate hires in recent years would not have been eligible before that change, it said.

AG, meanwhile, highlighted several initiatives aimed at improving access, including a week-long virtual work experience programme for students in 'cold spot areas' of the UK, and mentoring schemes for 16-17-year-olds who meet its social mobility criteria.

What they said

Browne Jacobson senior partner Caroline Green said: "Being ranked number one for the second consecutive year as well as the leading law firm for social mobility demonstrates our unwavering commitment to breaking down barriers and creating genuine opportunities."

AG managing partner Andrew Johnston said: "This is about widening the gate, not lowering the barrier.

"Opening up access to the legal profession and making our recruitment processes as inclusive as possible is key to ensuring we welcome a diverse pipeline of talented people into our firm who reflect our clients and the communities in which we operate."