Talent retention strategies in the African legal sector
Chambers and Partners’ EMEA Research Manager, Magdalena Parkitna, discusses the topic of talent retention in the legal field with managing partners of leading law firms in Kenya and Nigeria.
African Talent: The Big Picture
Talent recruitment and talent retention is one of the issues that have affected the African legal sector, as many highly skilled workers are considering migrating out of Africa.
When asked about the challenge of talent keeping, the managing partner of one leading Kenyan law firm explains that
“this is not law-firm specific problem”
adding:
“Today, African professional talent is very highly sought after.”
“We are all experiencing talent mobility and it is difficult for us to respond. We used to see talent migrating to the local offices of foreign law firms. We are now seeing talent migrating out of the country,”
According to the 2022 African Youth Survey, 52% of young Africans consider moving abroad as they have less confidence in the future of their continent and countries, and they are also less optimistic about the economic direction of their own countries. African Youth also cite educational opportunities as one of the reasons why young Africans consider emigrating. The findings are based on 4,500 face-to-face interviews with 18–24-year-olds across 15 African countries.
Microeconomic issues, inflation, the Great Resignation and ‘brain drain’ are some of the reasons why African youth want to leave. However, it is not only the youth that considers moving abroad. The African Union estimates that nearly 70,000 skilled professionals emigrate from Africa each year.
International Law Firms Are Keen on African Talent Too
The African legal sector faces the ever-growing challenge of young and highly skilled professionals leaving the continent. On the other hand, international law firms also actively seek out young talent. UK-based law firms look beyond the traditional countries, such as New Zealand and Australia, and they turn to African countries to acquire talent.
One source notes that
“law firms in the West are growing faster than talent is being produced and they are looking at non-traditional places to recruit.”
“Five-ten years ago, the only route for a Nigerian lawyer trying to get into an international law firm was by going to do a Masters abroad and then get a job in London or New York. That has changed now. International law firms are not just looking for students, they are also recruiting from Nigerian law firms directly,”
the interviewee goes on to explain.
The managing partner of a leading Nigerian law firm says that
“over time, when you are a firm that is recognised for having exceptionally skilled lawyers, you are a firm that is going to be a target when people are looking to hire new talent.”
“Retention has become very difficult but, at the end of the day, you just keep powering on,”
he adds.
Legal Talent: What Do Law Firms Do to Keep Their Talent?
African law firms are reviewing and rethinking their value propositions, offering better training and development as well as offering a more flexible working environment, in addition to more competitive pay. The senior partners and leadership teams at law firms:
“keep innovating, looking at the cost of living and trying to create a better work-life balance.”
“As a business, we look at how to retain the talent or slow the movement,” says one interviewee, adding: “We have to be creative, think outside the box and utilise the talent from where that talent resides. We also create an environment where young talent feels comfortable.”
Some law firms are considering early promotions or are creating new roles as alternative paths, for example by introducing counsel roles. Other law firms invest time and money in sending their new hires abroad and funding their education, on the condition that they will then stay with the law firm for longer.
Most law firms simply increase the new intake, widening the net and doubling the number of new recruits, in the hopes that more will then stay with them.
“We want to keep as many of those people as possible,”
says one source, adding:
“We invest time, energy and money to retain that talent within our law firm.”
Next Generation Lawyers in Chambers Global 2023
As African law firms are faced with a talent retention challenge and endeavour to reevaluate their strategies to keep the top talent, Chambers and Partners is also committed to shining more light on the next generation of lawyers and highlighting their achievements.
Kenya and Nigeria remain fast-evolving and have dynamic economies with a diverse legal sectors, and the up-and-coming bench is one that we will keep a close eye on.