b'and trust among participants, strengthening theCultural competency training empowers all staff firms reputation as an employer of choice withinto deepen their understanding of First Nations the First Nations law student community. traditions, cultures and histories to fostering a more respectful, inclusive and understanding work Law firms can use their outreach programs in Firstenvironment. It also helps staff to appreciate and Nations communities and organisations provideunderstand the relevance and value of the firms mentorship and guidance, fostering a supportiveown reconciliation policies, commitments and network for law students.performance.Law firms play a crucial role in shaping the legalEncouraging and supporting involvement in education landscape and have a responsibility tocommunity legal services and First Nations promote cultural sensitivity and inclusivity withincommunity projects can enhance the practical law schools. They should also actively advocate forexperience and cultural understanding of both the incorporation of First Nations legal systems,non-Indigenous lawyers and First Nations lawyers.histories, and perspectives into law school curricula to create a more comprehensive and relevantFinally, law firms must use their position of learning environment for all students. Additionally,influence to advocate for greater representation prioritising the recruitment and retention of Firstand inclusion of First Nations people in the legal Nations faculty and staff in law schools will provideprofession more broadly, influencing industry-wide First Nations students with valuable role modelschange.and mentors, fostering a more supportive and enriching learning experience for all. INCLUDED, VALUED AND UNDERSTOODLaw firms have a crucial role in leading the legal profession towards a more welcoming, accessible and attractive for First Nations lawyers. All firms should start by reviewing and revising their policies and fair hiring practices to ensure they are inclusive and tailored to the needs of First Nations lawyers. This includes recognising and accommodating cultural obligations, providing flexible work arrangements and fostering a supportive and culturally sensitive workplace. These policies should consider some key areas;Firms should aim to attract a meaningful cohort of First Nations lawyers and law students to dissipate the cultural load associated with being a lone First Nations employee.A cohort also provides First Nations law students with First Nations lawyers who they can connect with for advice and support. Mentorship programs provide guidance, support, and opportunities for professional development. These programs can develop and oversee career progression plans and offer support for skill development necessary for First Nations lawyers to take on more significant roles.'