b'Another key area of opportunity for firms is growingNations people actually want to work in. This is the cohort of First Nations legal practitioners. Firstachieved by prioritising inclusivity and cultural Nations lawyers continue to be underrepresentedsafety. Both concepts are critical for First Nations in the legal profession, comprising just 0.8% of thelawyers to thrive professionally. Reconciliation profession nationally (NSW Law Society, AnnualAction Plans are a great place to start, but ultimately Profile of Solicitors 2021). It is no longer enough forFirst Nations lawyers want to see that firms are firms to sit back and recruit from the small pool ofwalking the talk. This is achieved through adequate First Nations students graduating each yearactiveresourcing that focuses on implementation and engagement in building the pipeline of First Nationsensuring mechanisms for ongoing dialogue with people starting law degrees is required. This can beFirst Nations employees. In our experience, anti-achieved by building relationships with Indigenousracism and other cultural competency training law student and lawyer representative organisationsare also critical to the creation of culturally safe (such as Ngalaya), universities (such as UNSWenvironments. Anti-racism training goes beyond and CDUs Indigenous Pre-Law programs) andcultural awareness and focuses on understanding other organisations that engage with high schoolstructural racism, as well as helping people to students, to support education and to encouragebecome more aware of the barriers that First this future pipeline. Nations people face in the workplace and to To attract and retain First Nations lawyers, firmsunderstand their own biases.should focus on building workplaces that First'