In the next instalment of our blog, ‘Five Minutes With’, we caught up with Uzma Malik, an Associate in Addleshaw Goddard’s Infrastructure, Projects & Energy team. Here’s what she had to say …
YOU RECENTLY HAD A CHANGE OF DIRECTION AND MOVED FROM A HEALTHCARE-FOCUSED REGULATORY ROLE TO YOUR CURRENT PROJECTS ROLE. WHAT ADVICE WOULD YOU GIVE TO OTHER LAWYERS CONSIDERING MOVING INTO A DIFFERENT AREA OF THE LAW?
When I contemplated changing practice areas, I was unsure about the direction I wanted to take. I had recently qualified, with three-quarters of my training contract completed in my makeshift home office during the pandemic. I had just transitioned to a new legal market, moving from Cambridge to Leeds. Additionally, having trained and practised primarily in the healthcare sector for the previous 5 years, I was uncertain about my options. It was only when I spoke to Haggerty Jaques and explored various practice areas that I could gauge what interested me and aligned with my skills and experience.
My advice to lawyers considering a similar move would be to thoroughly discuss the market with those who understand it and not succumb to recruiter pressure. If you do use a recruiter, choose someone who takes the time to understand your career goals rather than what they can gain from you as a candidate.
AS A CANDIDATE CONSIDERING DIFFERENT JOB SPECIFICATIONS AND FIRMS, WHAT THREE THINGS WERE MOST IMPORTANT TO YOU ABOUT THOSE OPPORTUNITIES?
When I considered changing practice areas, I knew I was essentially starting over, even though I was already qualified. However, I was still relatively new to the legal profession and recognised that being in a firm known for high-quality work and a supportive environment was crucial for my growth.
Secondly, as a young South-Asian Muslim female from a single-parent working-class background in one of the UK’s most deprived local authorities, I brought unique experiences not often encountered in ‘top’ law firms. It was important to me to be in a firm that could embrace my background and actively promote inclusivity for people of all races, genders, religions, and sexual orientations.
Thirdly, company culture. While many firms talk about their great working culture, it’s rarely echoed by junior employees who live it. I valued the intensity of working in commercial law firms, but it was equally important for me to be among colleagues and seniors I could enjoy spending time with, who trusted me, and provided constructive feedback to enhance my legal and broader skill set.
YOU HAVE SPOKEN OPENLY ABOUT THE SOCIOECONOMIC HURDLES THAT PEOPLE OF COLOUR OFTEN HAVE TO JUMP IN ORDER TO REACH CERTAIN GOALS. COULD YOU TELL US MORE ABOUT THAT?
Growing up, those who shared my ethnicity, religious beliefs, and socioeconomic background never felt like we could compete in climbing the metaphorical corporate ladder, putting me at a disadvantage from the start. I came from a single-parent family where my mother worked in clerical and retail jobs, limiting my exposure to professional careers. This lack of exposure made it challenging for me to navigate a legal career path, especially when applying for my first legal role with minimal experience.
However, I do believe this is changing. I see my sister, who is in her third year of university, planning her career path early on. Initiatives like Addleshaw Goddard’s Legal Access Week, which targets 16-19-year-olds from less privileged backgrounds, are making a difference. It’s refreshing to witness a diverse cohort participating in workshops and networking events to support their legal career aspirations.
There are also broader cultural issues that People of Colour (particularly women) may face, such as honour-based violence, toxic masculinity, and alienation. Addressing these issues requires uncomfortable conversations and calling out unacceptable behaviours, which I see happening.
WHAT KINDS OF INITIATIVES DO YOU THINK WOULD IMPROVE ETHNIC DIVERSITY AND INCLUSION WITHIN LAW FIRMS AND HAVE YOU SEEN ANY GOOD EXAMPLES OF THEM IN ACTION?
The Addleshaw Goddard Legal Access Week is an outstanding example of an initiative by a large international law firm. It exposes young people to a commercial/corporate legal career, providing early exposure they wouldn’t typically receive. Addleshaw Goddard’s initiatives for employees, such as dedicated prayer rooms, diverse menu options, and various events celebrating diversity and inclusion, stand out. Regular discussion forums where different diversity and inclusion topics are addressed, combined with a positive workplace culture, create an environment where employees from diverse backgrounds feel included and part of a collective working towards a shared goal.
IF YOU COULD GO ANYWHERE IN THE WORLD AND DO ANYTHING FOR A DAY, WHAT WOULD IT BE?
After a recent secondment at Lotus Cars, I’ve developed a passion for doing a track day. Alternatively, spending the day at the Blue Lagoon in Iceland sounds appealing, because apparently, West Yorkshire isn’t cold enough for me!