I am currently a senior associate in DLA Piper's London Restructuring team specialising in contentious insolvency, with a particular focus on complex, cross-border insolvencies.
As a newly qualified solicitor I had the privilege of working on the Lehman 'Waterfalls', going from the High Court all the way to the Supreme Court which will forever be a highlight of my career. Since then, I have had the opportunity to work on a number of other high-profile matters, including lately acting for the Joint Administrators of a former UK publicly listed parent company of a large healthcare group, predominantly based in the Middle East.
How did you get to where you are today?
On paper, my career path might seem relatively conventional and straightforward: I completed my training at DLA Piper, joined the firm's London Restructuring team as an Associate, and progressed to the role of Senior Associate a few years later.
However, my journey to where I am today was (and still is) far from conventional. As a first-generation immigrant, I started with limited English proficiency and only began my UK education at the A-level stage. Despite these challenges, I earned a first-class honours degree from a world-class university whilst also developing the skills and work ethic that laid the foundation of my career.
Securing a training contract at a well-renowned international law firm, without a support system, was a pivotal milestone in my career. Since qualification, I have also faced the challenge of balancing a fulfilling career with motherhood, having welcomed two children and transitioned to part-time working following my first maternity leave.
None of this would have been possible without a strong belief in my own abilities and determination to succeed. I firmly believe that self-belief has been the driving force behind my journey but I also recognise that this belief can be nourished and strengthened though support, encouragement, and the right opportunities, all which can play a vital role in empowering individuals to unlock their full potential.
My first pivotal decision was to pursue a career in law, driven by a deep-seated passion for problem-solving and strategic thinking as well as a desire to make a meaningful contribution to the society. As part of my Law with German Law degree, I spent a year in Germany, where I gained invaluable first-hand insight into the stark contrast between civil law and common law systems, each with its own distinct strengths and limitations. Later on, as a trainee in the DLA Piper's London Restructuring team, I was particularly drawn to the variety and dynamic nature of the work, where every case presents its own unique complexities and challenges. I also discovered the unique appeal of English insolvency law, blending the clarity and precision of codified law (in the form of the Insolvency Act 1986 and the (now) Insolvency Rules 2016) with the creativity and adaptability of English case law. This combination resonated deeply with my analytical mindset and solidified my interest in pursuing a career in this field.
Why did you become a D&I Champion?
I became a D&I Champion because of my own experiences navigating challenges as someone from an immigrant background, the first in my family to attend university, and with English as my second language. Starting my career without much support, I had to figure out many aspects on my own, which taught me resilience but also highlighted the barriers that others like me might face.
I became a D&I Champion because I want to use my experience and this forum to make this path less challenging for others. For me D&I is not just about opening doors to the profession, it is about ensuring people from all walks of life, regardless of their race, religion, socio-economic status, or any other factor, feel empowered and have the opportunity to progress, develop, and truly succeed in their careers.
Which aspect of the role is most important to you and why?
The most important aspect for me is creating pathways for the younger generation into the profession. From experience, I understand the importance of breaking down barriers to entry. Advocating for equal opportunities, mentoring programs, and accessible pathways for individuals from underrepresented groups is crucial to ensuring that everyone has a chance to succeed. I believe with a more diverse profession, other aspects of diversity and inclusion, such as building an inclusive environment, driving structural and cultural change and having role models and advocates, are easier to achieve.
What EDI initiatives have you benefitted from in your firm?
Mosaic - DLA Piper's people network committed to celebrating differences and increasing education of cultural backgrounds, race, ethnicity, and faith to aid the improvement of representation and progression at the firm, of which I am a proud Steerco Member. Examples include a Black Hair webinar event and a series of Race Matters masterclasses; and
Horizon - DLA Piper's people network committed to ensure a better understanding of how to harness and maximise potential regardless of socio-economic background. Examples of initiatives in this space includes the Head Start programme, which aims to increase access to, and diversity within, the legal profession by providing holistic support to students from lower socio-economic backgrounds, to help them define their goals and find a path into the legal sector. Here it is worth noting that DLA Piper ranked 12th on the Social Mobility Index for 2023 (having maintained its 2022 ranking), scoring high in its Early Careers recruitment and selection by being one of only few organisations looking at the intersectionality between class, ethnicity and gender.
What's the one thing you would like to see the profession do differently when it comes to EDI?
In my view, one of the most important changes the profession can make when it comes to EDI is to embrace the understanding and acceptance that one size does not fit all. Too often, there are particular requirements, images, or standards that are seen as essential for entry into the profession or career progression. These expectations, while unintentionally, create immediate obstacles for individuals who, for reasons beyond their control, cannot conform to those specific standards.
Diversity and inclusion, by their very definition, highlight that people are unique and bring different perspectives, experiences, and strengths. Rather than expecting everyone to conform to a singular mold, the profession needs to recognise, include, and more importantly, celebrate this diversity.
