Driving Social Mobility across the Legal Profession: An Interview with Nicholas Cheffings.
Nicholas Cheffings is the former Global Chair of Hogan Lovells, and a passionate advocate for DE&I and social mobility.
Social mobility isn’t just a talking point; it’s a real challenge that shapes how talent enters and thrives in the legal profession. Traditionally, the industry has relied on narrow pathways, but change is underway and continues to be driven forward by conversations like this. NuCAS had the privilege of speaking with Nicholas Cheffings, former Global Chair of Hogan Lovells, and a passionate advocate for DE&I and social mobility, to explore why this issue matters and what practical steps the legal profession can take to open doors for everyone. From recruitment to retention, his insights show how open dialogue and intentional action can drive meaningful progress.
At NuCAS, social mobility is part of who we are. Our commitment to DE&I and social mobility shapes how we hire, how we build our culture, and how we work with clients. Our founders have a rich history of developing and advancing social mobility initiatives including creating apprenticeship opportunities to partnering with schools on outreach programs, and we’re looking forward to continuing this legacy with NuCAS.
Prioritising social mobility is essential for a fair and forward-thinking legal profession. It broadens access to opportunity, dismantles systemic barriers, and creates a culture where ability and potential, not circumstance, define success. A profession that welcomes talent from all backgrounds doesn’t just promote fairness; it accelerates innovation and problem-solving. Diversity of thought strengthens decision-making, sparks new ideas, and enhances client service. When people feel they belong, they are more likely to stay, grow, and thrive—benefiting both individuals and the industry as a whole.
We’re delighted to share our recent conversation with Nicholas Cheffings, the first in a new series featuring conversations with influential leaders who are driving change in social mobility. Nicholas brings a wealth of experience as a member of the British Paralympic Association’s Parallel Club, former Trustee and non-Executive Chair of the social mobility charity Making the Leap, and past Executive Chair of PRIME Commitment Limited, making his insights both practical and deeply impactful. His perspective challenges us to keep driving progress and inspires the wider legal profession to do the same.
What first drove you to start speaking on social mobility and DE&I?
A number of factors drove me towards speaking on social mobility and wider DE&I initiatives. I always had an interest in social mobility and DE&I, but as I progressed in my career and became more aware of the hurdles certain groups faced, be that socio-economic background, sex or race, I became more driven to speak on the subject and wanted to use my position and influence to champion these causes.
Why do you believe social mobility is critical for the future of law firms and legal services?
Social mobility is crucial, and I see there being three key reasons, none of which are exclusive to the legal profession.
Firstly, diversity of thought and decision making. Earlier in my career, when making a decision, I would often speak to a male colleague, who looked similar to me, and inevitably who would almost certainly agree with my decision or views. However, as I progressed in my career and began seeking a wider variety of views, I would often be presented with and challenged by different perspectives, and as a result would hopefully make much more rounded decisions.
Secondly, the legal profession at its core is a service industry, and we need to be able to understand our clients and be able to reflect them. There are many successful entrepreneurs and leaders who have not followed a traditional path. Surely those individuals will find working with someone who understands them, their experiences and how they think more beneficial.
Finally, as AI develops and we move towards a world where everyone can generate similar answers, it is going to be the added value which a firm or provider can offer which will be a differentiator. Personal relationships will contribute to that. Being able to talk to, understand and empathise with clients, regardless of their background will set a firm or provider apart from the others.
What barriers still exist for individuals from less privileged backgrounds entering the legal industry?
There has been real progress made over the last few years, including a recognition that social mobility is an issue which requires attention and action. The profession has been opening up the space to have these conversations and implementing programmes and initiatives to drive progress. These efforts have certainly improved access to the profession, but it is clear there is more to be done. So, whilst access has improved, I feel there now needs to be an equal focus on retention. People who are now able to get in the door, should feel that once they are in, they are able to truly be themselves, feel as though they belong and that they are able to develop, thrive and showcase their talent. If, however, a person feels like they are still an outsider, they will inevitably move on. Instead of treating this as a normal part of the recruitment cycle, I think there is more to be in done in the profession to support, retain and develop employees in an environment where they feel included and valued.
How do you hope to see law firms and service providers change over the next five years in this space?
A practical change I hope to see (and one that can be aided by advancements in technology) is the fairer allocation of work. Whilst often well intentioned, the traditional way of allocating work risks that some can get left behind. For example, if a partner talks to an associate about their skiing holiday, they bond over this shared interest, and the partner provides that associate with a steady stream of work. Meanwhile the associate who never went skiing as a child, and therefore has much less contribute to the conversation, misses out on the work and therefore development, despite being equally as talented.
A fairer work allocation system is a practical change which we can make to ensure work is allocated depending on capacity and skillset, rather than on personal connections, and there is new and improving technology which can be deployed in this effort.
What advice would you give to businesses like NuCAS that want to embed social mobility into their DNA?
The key to everything is transparency and being willing to have open discussions. Whilst there are many schemes and initiatives businesses can deploy, without conversations, people will wonder whether you truly believe in it, or if it is just a strapline.
Social mobility is often a hidden characteristic – people won’t know your background or challenges you have faced unless you are willing to share them. In having such open conversations, you create the space for people to see similarities and connections in one another, and for people to become role models for others.
Finally, what is the best piece of advice you can share with someone considering a career in law but are concerned they wouldn’t fit in?
I have a few key pieces of advice for anyone who wants to enter the profession but is concerned that their background would mean they wouldn’t fit in:
1. Don’t let your inner voice prevent you from making the most of your talent and achieving your dream.
2. Believe in yourself and seize every opportunity. Think about the upsides rather than worrying about what might go wrong.
3. Be more confident than you feel, imposter syndrome is far more common than you may think.
And for those in the profession, my call is to make sure you send the lift back down for those following you. We can all do more to make the profession a more open and inclusive place for the next generation.
We want to thank Nicholas for sharing his time and invaluable insights. Our conversation reinforces that social mobility is a collective responsibility in which we can all play our part. Creating pathways for opportunity starts with open, honest dialogue and a willingness to challenge barriers when we see them. NuCAS is committed to being part of that change: championing opportunities, amplifying voices, and creating spaces where talent truly thrives.