The DEIA Dimension

For students entering the legal profession, diversity, equity, inclusion, and accessibility should not remain abstract ideals but must be translated into tangible opportunities. In this context:

• * Diversity means bringing together students from different regions, universities, and backgrounds. 
• * Equity requires that access is not determined by gender, school, or geography, but by genuine interest and readiness. 
• * Inclusion is achieved through interactive formats—such as webinars and small-group programs—where every participant can contribute and benefit. 
• * Accessibility is guaranteed by online delivery, realistic language requirements, and the absence of unnecessary selection barriers. 

With this framework in mind, the following examples illustrate how Turkish law firms can make DEIA real in practice.

Introduction: Regional Diversity and Unequal Access

Turkey hosts 84 law faculties across 48 cities; while 35% of them are concentrated in Istanbul, the overall picture reflects a remarkably high level of regional diversity. Students’ access to opportunities such as summer internships, direct engagement with law firms, and compulsory legal traineeships differs greatly, creating disparities shaped by geography and institutional resources.  Given that the legal profession spans diverse career paths—ranging from public service to in-house counsel roles and private practice—students often lack clarity about their options. For those outside major cities in particular, career decisions are likely to be shaped predominantly by their immediate environment or the guidance of senior practitioners. When the variety of practice areas within private practice is also taken into account, the picture becomes even more complex, making it harder for students to navigate their career choices with confidence.

Open-Access Webinars as a DEIA Tool

One way to address these challenges is through open-access webinars, organized and promoted both through social media and via student associations. By focusing on themes such as self-awareness and career orientation, these sessions bring together participants from diverse regions, cities, and universities, enabling them to share experiences and perspectives in a common forum.  Many students struggle to identify what truly sets them apart during internship applications or job interviews. This is why webinars on ‘Preparing for Job and Internship Interviews’ are so valuable: they highlight the distinction between a CV and interview performance, and show students that selection decisions are never based on the CV alone. These webinars support students in realizing that selection is not determined only by factors such as their university, language skills, or postgraduate education.  When led by senior law firm professionals—the very individuals who make such decisions—these sessions give students, no matter where they are based, a clear insight: ‘So this is how these choices are actually made.’ There is no participant limit, allowing students from a wide range of regions and universities to gain direct—albeit online—access to senior professionals and the opportunity to ask questions. Students also benefit from hearing their peers’ questions and the answers provided.  Another key area is increasing students’ awareness of how law firms differ in their practice areas, as they need to make their choice of specialization in an informed and deliberate manner. Intellectual property law provides a good example: as it is not addressed consistently in university curricula, students often lack the necessary knowledge to make well-informed career choices. In such cases, webinars dedicated to presenting a law firm’s specific area of expertise prove especially valuable. Students may otherwise end up choosing such a field with limited knowledge and little reflection, or disregarding it altogether.

Online Summer Internships for Broader Access

Another example concerns internship opportunities during the student years. It is natural that all students from these 84 law faculties aspire to secure a summer internship in a reputable institution or law firm. However, even when a firm is located in the student’s own city, both the number of available positions and the scope of the internship program are inevitably limited.  At this stage, it is beneficial for students to have already narrowed down their field of interest. Internships should not be pursued merely for the sake of participation, but rather directed towards the practice areas in which they genuinely wish to build their careers.  This is where online summer internships come into play. Through a structured online internship program, law firms can offer one-month summer programs to 15–20 students, creating valuable opportunities that would otherwise be inaccessible. Both the curriculum and the practitioners involved are of critical importance. By the end of such a program, students gain sufficient familiarity with the practice area to narrow their preferences. Having senior professionals as instructors shows them that they are engaging with real-life practice and gives a clear picture of the work and environment they may later encounter. A moot court component can further enrich the program by enabling students to envision themselves advocating for clients before a judge.  There is no gender-based selection. While a high level of English is required for formal legal traineeships, here it is sufficient for students to have a working level of English that allows them to participate. School and regional diversity are explicitly taken into account. In this way, all participants become part of a peer group, enabling them to benchmark themselves against others, while also gaining direct access to professionals actively practicing in the field. Admission to such an online internship is based solely on one criterion: the student’s ability to genuinely convey their interest in the firm’s practice area in their application letter.

Leadership and Business Acumen Programs for Final-Year Students

Because universities offer limited or no courses outside the core curriculum that address essential skills for success in legal practice, students are often exposed to subjects such as leadership, networking, business development, and client communication only after they begin working, and even then in a fragmented and unsystematic way. This creates a clear need for structured programs designed to equip final-year students with leadership skills and business acumen.  In past programs, the areas students have found most beneficial include recognizing their own leadership style and envisioning what kind of leader they may become in the future; discovering their own ‘blue ocean’ to differentiate themselves in a competitive environment; and working on assignments that intersect legal knowledge with business skills, such as developing scenarios for establishing their own law firm.  The prerequisites for admission are, once again, a genuine interest in the law firm’s practice area—supported by a clear justification—and a strong command of English. At this stage, it becomes essential to uphold DEIA principles among equals. There are no criteria based on gender, university, or region. Because these programs involve preparatory work, practical assignments, and discussions, and typically last around two months, the number of participants is limited to 6–8 students.

Conclusion: Towards a More Inclusive Legal Profession

These examples show that in Turkey, DEIA in legal career pathways is not a theoretical principle but one that can be effectively implemented through concrete practices. The ultimate goal is to create pathways where every student can realize their potential on equal terms. By adopting such initiatives, Turkish law firms are not only investing in the future of the profession but also contributing to a more inclusive and sustainable legal ecosystem.

Read at Lexology