60 seconds with…. Patricia Taylor, President of the Scottish Young Lawyers Association

As President of the Scottish Young Lawyers Association (SYLA), Patricia Taylor, a Dual-Qualified Commercial Litigation Associate at DLA Piper LLP, shares her experience as a first generation university student, the key concerns of newly-qualified solicitors and why young professionals shouldn’t shy away from professional development opportunities.

Patricia, could you start by telling us a bit about your career so far and why you chose a career in law?

My career to date has followed a rather typical trajectory – at least on the surface! After completing the LLB. at Glasgow Caledonian University and the Diploma at the University of Glasgow, I trained and worked with an international commercial firm for 4 years, before taking up my role as a Commercial Litigation Associate at DLA Piper. I'm now also qualified in England & Wales, and am regularly engaged in high-value, complex litigations across the Scottish and English Courts.

I feel incredibly privileged to read that opening paragraph back - I do so almost in disbelief that it is about my career!

Growing up where I did, I saw the law as something that happened around me - something that impacted people but not something that I could be a part of or contribute to. I didn't know any lawyers, and university wasn't impressed upon us at school. If it wasn't for my grandmother noticing my interest in particular subjects, and suggesting university as an option, I would never have started on this journey.

I have continued down the legal path for many reasons – I am people-orientated and love problem solving; I feel an immense responsibility to my clients and want to do the best by them. But in terms of why I chose law in the first place, I saw it as a means of changing my life, and that of my family, for the better.

Joining a committee or Board can be a daunting experience for young professionals. How have you found being President of the SYLA and what’s your advice to those looking at professional development opportunities?

I spent most of my time at university and in my first few years of training feeling like a complete imposter. As the first in my extended family to attend university, and to work in a legal setting, I felt a bit lost, each step of the way.

I remember seeing an advert for the SYLA's AGM 2019 – at which they would elect a new Committee. I knew I had to apply. I knew that there had to be others who were feeling the same way as I did, and I wanted to normalise those feelings, whilst opening up more conversations around social mobility and DE&I.   

In the six years that followed, I've worked my way up through the SYLA Committee, and am now serving my second term as President. Over that time, I have worked with so many inspiring individuals, who want to shape our profession for the better. If you had told trainee-Patricia that all of these opportunities were waiting for her, if she just put herself out there, she never would have believed you!

Joining a Committee or Board is much less daunting, when it aligns with your own ambitions. It is much easier to fit in extracurricular initiatives, alongside the busy day-job, when you are impassioned by the subject matter. Approach these initiatives with sincerity, and I guarantee you'll find your people along the way!

We’ve seen an increased focus on wellbeing and work-life balance from those entering the profession but as President of the SYLA – and someone much closer to newly qualified solicitors - could you sum up some of the key concerns for early career solicitors and what you hope to see change in order to address them?

In consultation with our members, we received the following feedback (non-exhaustively), in terms of their key concerns, and solutions:-

"The demanding nature of the legal profession can contribute to high levels of stress, anxiety and burnout, with limited access to mental health support. More open conversations about mental health, plus access to wellbeing initiatives, would support resilience and retention".

"The rhetoric of “it wasn’t like this in my day, and you should think yourselves lucky” doesn’t fly anymore. Junior members often feel dismissed when raising issues, as they are told that they are not as resilient or hard working as those in days gone by."

"A lack of transparency about progression criteria can lead to uncertainty about future prospects. Clearer promotion criteria and regular, constructive feedback would give early career solicitors a better sense of control and motivation".

"Salary is not the only element of a compensation package that matters to people anymore. Junior staff want flexibility and support in other ways too."

"I don’t see a world in which the career can be made less stressful. The demands on all areas of the profession, whether from clients, lack of funding, or lack of resources, are unlikely to subside any time soon. However, we can create workplaces that recognise these issues, try to tackle them where possible, and support staff through them - rather than sweeping them under the rug and making staff feel somehow insufficient for not coping."

It's an interesting time for the profession, with multiple generations now operating within it. I sit somewhere in the middle – learning from the current legal leaders, whilst supervising mostly Gen-Z. My view is that there is a lot to be learned from each of those generations – from their motivations, nuances and quirks. Our junior cohort appear far more comfortable with challenging structural norms, and far more clear on the type of firm they want to work with, particularly in relation to culture. We cannot, as a profession, position ourselves as inclusive, whilst shutting down the observations of more junior staff. The opportunities for inter-generational working and learning shouldn't be dismissed.  

As a first-generation university student and a proud supporter of social mobility in the profession, what could firms and the Law Society do more of in order to promote a legal career to those who might not think it’s an attainable goal?

There should be more guided access to relevant materials and role models, from a very junior stage. We are failing to bridge the accessibility gap (given that some candidates have direct access to legal professionals, and as such, answers, in the home). There is a wealth of literature and goodwill within our profession, but until I was a member of it, I didn't know how to access it. For some, that will be too late. I understand from speaking to colleagues and various social mobility stakeholders that this is a view shared by many, particularly those who are from non-legal, non-university backgrounds.

A heightened degree of collegiality between firms, on the matter of social mobility, would also stand to create more impact. Reigniting the Social Mobility Working Group, between firms and LSS, would be a great place to start.

We are also currently witnessing unprecedented pressure on DE&I initiatives, particularly in certain jurisdictions. If you are a firm, organisation, or individual who believes, as I do, that our profession should be reflective of the society in which we live and work, we need to elevate our voices – now more than ever. These pressures not only stand to dissuade candidates from joining our profession, but may encourage our colleagues to leave.

I know that the SYLA will continue to elevate the voices and views of our membership (which is ultimately our profession's succession plan) long after I have stepped down as President, and I would urge the profession to continue to listen.

Some useful resources to consider:

• Legable | Improving Social Mobility in the Legal Profession
• The Social Mobility Foundation
• The 93% Club

Following this, if you could give young Patricia or anyone in a similar position reading this a piece of advice, what would it be?

1. Comparison is the thief of joy – celebrate your individuality;
2. Your struggle is your power – let it fuel you and I promise it will pay off;
3. Role models are everywhere, they needn't just be lawyers;
4. All work experience is good experience (the fact that you cannot afford to undertake unpaid internships will not prejudice you); and
5. You're not alone in feeling alone. There's a community of lawyers who feel exactly as you do - waiting to welcome you to your profession.

Lastly, what do you like to get up to outside of work?

In addition to my work with the SYLA, I also sit on the Fundraising Committee of the Lawscot Foundation – the Law Society of Scotland's social mobility charity. I am also a mentor with the Glasgow Caledonian University Law Clinic.  

I'm an avid lover of music meaning you can usually find me rifling at a record store or at a gig. I'm also at that age where all of my friends are getting into (read: pretending to enjoy) running, so I'm also trying my hand at that – strava kudos welcome!