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February 27

Bridging the generational divide in the legal sector

Industry Insights

Louise Anderson

Bridging the generational divide in the legal sector

In today’s political climate, some organisations are pulling back on diversity, equity, and inclusion (DEI) initiatives - but is that really the right move? Diversity isn’t just about race, gender, or socio-economic background; it includes age too. It can’t be denied that the legal profession is more generationally diverse than ever, with Baby Boomers, Gen X, Millennials, and Gen Z all working together. This mix can be a source of strength, bringing different perspectives, fresh ideas, and deep experience. But it’s no secret that it can also create friction, particularly around workplace values and etiquette, career expectations, and flexible working.

Read through this article to discover why embracing all forms of diversity, including generational diversity, isn’t just the right thing to do, it’s a competitive advantage.

The multi-generational legal workforce: strengths and tensions

Each generation has been shaped by historical events, economic conditions, and technological advancements, influencing how they approach work. Understanding these generational traits can help law firms attract, retain, and manage talent effectively.

Baby Boomers (1946-1964): The experienced traditionalists

Baby Boomers have spent decades climbing the traditional career ladder and value stability, hierarchy, and face-to-face communication. Many are now approaching or surpassing the traditional retirement age but are choosing to stay in work, either for financial security or personal fulfilment. However, not all wish to continue in high-pressure roles, creating a challenge for firms: how to accommodate experienced professionals who want to contribute without taking on full-time leadership responsibilities?

Solution: Many firms, including those working with Flex Legal, have successfully transitioned senior lawyers into flexible consulting or mentorship roles, ensuring they continue adding value without being on the full-time headcount.

Gen X (1965-1983): The resilient middle managers

Gen Xers entered the workforce during the rise of technology, making them adaptable but also skeptical of corporate structures. Often overlooked between Boomers and Millennials, they are now at the peak of their careers while also juggling responsibilities for both ageing parents and financially dependent children. This generation values flexibility and autonomy, yet they often face ageism in hiring and promotion as firms seek to balance Baby Boomers holding onto leadership roles with the rise of digital-native Millennials and Gen Z. Flex Legal has noted a significant number of Gen X lawyers seeking part-time or project-based roles to manage these commitments effectively.

Solution: Law firms can attract and retain Gen X talent by offering flexible working arrangements and clear career progression paths. Many legal professionals in this age group seek part-time or project-based roles, which firms can accommodate to enhance retention.

Millennials (1984-1996): The Purpose-Driven Innovators

Now the largest group in the workforce, Millennials prioritise work-life balance, career development, and workplace culture. They are less loyal to a single firm than previous generations and are more likely to seek lateral career moves. Their career paths resemble a "climbing frame" rather than a ladder - moving up, down, and sideways to gain experience.

With rising student debt, unaffordable housing, and the rising cost of living, financial concerns are central to their workplace decisions. Law firms that fail to meet Millennials' expectations for flexibility and career progression risk high turnover rates.

Solution: Firms must offer clear career development pathways, competitive salaries, and benefits that support financial security. Additionally, policies like fertility benefits, on-site childcare, and generous parental leave can help retain Millennial lawyers who are starting families later in life. Flex Legal has seen a growing demand for flexible and project-based roles among Millennial and Gen X professionals, who are balancing financial pressures and family commitments. By leveraging flexible resourcing solutions, firms can attract and retain top talent while adapting to the evolving needs of a multi-generational workforce.

Gen Z (1997-2010): The digital natives and disruptors

Gen Z entered the workforce during the pandemic, making them the most remote work-ready generation. They prioritise mental health, diversity, and work-life balance over traditional career progression. They are also the least loyal generation, expecting rapid career growth and employer alignment with their values.

While some older colleagues may perceive them as entitled or too quick to challenge norms, Gen Z's activism and tech fluency can be harnessed for positive change. Many firms struggle to retain Gen Z talent because they fail to offer a sense of purpose or provide clear development opportunities.

Solution: To engage Gen Z, firms should provide mentorship programmes, reverse mentoring opportunities, and well-being initiatives. Additionally, firms can support this generation's financial concerns by offering student loan repayment assistance and transparent salary progression models. In our recent Future Lawyers Report, 70% of participants said a competitive salary is a key reason for staying with a firm.

Managing generational tensions and encouraging collaboration

Generational differences can create friction in the workplace, especially around communication styles, work ethic, and expectations. However, firms that proactively address these tensions can transform them into strengths.

Reverse mentoring: Encouraging Baby Boomers and Gen Xers to learn from Millennials and Gen Z about digital tools and modern workplace trends can create mutual respect and break down stereotypes.
Flexible work models: Offering hybrid or part-time roles allows each generation to work in a way that suits their needs, from Baby Boomers seeking semi-retirement to Gen Z expecting remote options.
Tailored benefits: Firms should offer benefits suited to each generation’s life stage, such as childcare support for Millennials, financial planning for Gen X, and career progression opportunities for Gen Z.
Intergenerational networking: Firms can organise cross-generational networking events and knowledge-sharing initiatives to promote collaboration and a stronger workplace culture.

What can law firms learn from other industries?

Industries like tech and finance have successfully embraced multi-generational workforces by implementing:

Project-based work models that allow professionals of different generations to contribute without committing to long-term roles.
Career sabbaticals and returnship programmes to help those who take career breaks re-enter the workforce seamlessly.
Flat hierarchies and transparent leadership to create more inclusive work cultures where each generation’s perspective is valued.

The future of generational diversity in law

With the average age of solicitor qualification in the UK now at 30, Millennials and Gen Z will continue shaping the legal industry. Firms that embrace generational diversity - not just as a challenge to manage but as a strategic advantage - will be best positioned to attract and retain top talent in an increasingly competitive legal market.

By building a workplace that values all generations, law firms can drive innovation, enhance client service, and build a resilient workforce for the future. Whether it’s providing flexible career paths for Baby Boomers, ensuring Gen X receives career support, helping Millennials navigate financial pressures, or meeting Gen Z’s expectations for workplace culture, law firms that adapt will ultimately thrive.

At Flex Legal, we understand the complexities of managing a multi-generational workforce. With a network of over 1,500 experienced interim lawyers, we help law firms and in-house teams access the right legal talent when they need it. Our flexible resourcing solutions support professionals at every stage of their career - whether it's Baby Boomers seeking reduced responsibility, Gen X looking for project-based work, or Millennials and Gen Z prioritising career growth and work-life balance.

If your firm is looking for innovative ways to build a diverse and dynamic legal team, get in touch with Flex Legal today. Let’s shape the future of legal work - together.