BLACK INCLUSION WEEK 2026: IN CONVERSATION WITH SHARON THOMAS

What shaped your journey into law, and how has your sense of purpose influenced the way you navigate your career?

My first interest in law came through politics, sparked by the 1981 Brixton riots and the sense of injustice that surrounded them. I did not realise until well into my career that the profession had its own structural barriers; the invisible ones, that would play a role in shaping my career pathway. The moment I saw them clearly, the pursuit of justice became a central focus alongside the day-to-day work of being a commercial lawyer. I wanted to help deliver workplaces where everyone could thrive on pure talent. Purpose, for me, has never been a separate thing. It is what I do every day. It is also the reason I built Global Counsel Forum.

In your current role, what impact are you most proud of having made so far?

I am proud of building Global Counsel Forum from scratch into a community of almost 2,000 lawyers and hosting an annual summit for over 400 black and underrepresented lawyers across all areas of the profession, including in-house, private practice, and the bar. The pride is not just about the numbers. It is in the conversations I now hear. The in-house lawyer who got a promotion because of a general counsel she met at the summit. The associate who stayed in the profession because she finally saw herself in it. That is the work.

What actions, big or small, do you believe are most effective in driving real inclusion and change within the legal profession?

I think it starts with how we see ourselves. Not the external gaze, but our own sense of agency and community. This profession is built on reputation, brand, connections, and relationships. Those are the real currencies. And they are skills. Skills that can be practised, developed, and strengthened. The place to do that is within a community, with people who understand the terrain. When we show up to the wider profession from that foundation, we show up differently. With confidence. With clarity. With each other behind us. That is what drives real change, and it is change we own.

In your experience, where do organisations often fall short when it comes to delivering real outcomes on inclusion for black women in law?

They confuse activity with progress. Networks, panels, training, and statements mean very little if black women are still leaving in their third, fifth, or seventh year, which they are. Organisations often do not properly examine why their black women associates are not making partner, why they are moving in-house, or why they are leaving the profession altogether. If they did, they would see that there are structural issues that need to be addressed. Until those issues are tackled, they will continue to struggle to retain great talent.

What practical steps would you encourage black women in law, and the organisations that support them, to take to create a meaningful and lasting impact in the profession?

For black women: stop waiting to be picked. Own your space. Recognise your gifts and your achievements. Approach your career with intention. Build your client base, your reputation, your network, and your direction. Make sure you are in the rooms where the conversations you need are happening. If those rooms do not exist, build them. For organisations: measure and track the data that truly matters. Promotion rates. Retention. Sponsorship distribution. Be intentional about investing in this community.