Brianella Scott

Brianella’s story is one of breaking barriers and creating pathways for others, making her a powerful role model within Scotland’s legal community and beyond.

Currently serving as a solicitor for the Scottish Government, Brianella’s work focuses on some of the most significant public interest matters in Scotland, including her contributions to the Scottish Child Abuse Inquiry and the Sheku Bayoh Public Inquiry.

Her dedication to justice, fairness, and transparency embodies the values we celebrate during Black History Month – the pursuit of equality and the courage to challenge systems in service of the most vulnerable in society.

Can you tell us a little about your journey into law and what inspired you to pursue this career?

Law has always been my destination, though my journey has been unconventional. I was born in South America and raised in the Scottish Highlands.

From an early age, I was exposed to issues of fairness, discrimination, and equality, particularly those affecting women and young girls, such as forced and child marriage. These experiences sparked my interest in law as a means of driving meaningful change.

I completed my LLB at the University of Stirling and the Diploma in Professional Legal Practice at the University of Strathclyde. Despite graduating with a first-class degree, I initially struggled to secure a traineeship due to limited legal experience, as I had worked full-time, non-legal jobs during summers to fund my studies.

To gain experience, I worked as a litigation paralegal at Jackson Boyd and DAC Beachcroft while applying for traineeships. Joining the Law Society of Scotland’s Mentoring Scheme proved pivotal, as guidance from my mentor helped me refine my approach to applications.

In 2018, I successfully secured not one but two traineeships within the span of 15 minutes – proof that perseverance pays off! I accepted a traineeship at Harper Macleod, before qualifying into their energy and natural resources team. Qualifying was a milestone that required resilience, perseverance, and adaptability.

What area of law do you practice, and what drew you to it?

I am a solicitor for the Scottish Government, working within the litigation response team to the Scottish Child Abuse Inquiry. Previously, I worked as an assistant solicitor to the Sheku Bayoh Public Inquiry.

I am particularly interested in statutory public inquiries, which investigate matters of public concern, including issues affecting society’s most vulnerable and marginalised. Their purpose is to establish the facts – what happened, why it happened, and who may be accountable – and to draw lessons to prevent recurrence, thereby restoring public confidence through published findings and recommendations.

What makes working on a public inquiry so compelling is the tangible impact of the work. Inquiries promote accountability, fairness, and transparency: they give those affected a voice to drive systemic change through lasting reforms in policy and practice.

As a lawyer, you also have the opportunity to engage with high-profile, complex legal issues shaped by social and political issues. The experience allows for meaningful collaboration with experts and legal professionals, helping you develop valuable cross-disciplinary skills and a deeper understanding of how law intersects with society.

What does it mean to you to be a Black lawyer in Scotland today?

It is important to see me as a whole person: I am not just a Black lawyer, but a Black woman with intersecting identities.

American law professor Kimberlé Crenshaw coined the term intersectionality in 1989 as a “prism for seeing how various forms of inequality often operate together, overlap, and exacerbate each other”. In my case, these intersecting identities are race and gender.

During my years as a trainee and newly qualified Black lawyer, I often felt isolated navigating the early stages of my career. At times, I felt the weight of being the only Black woman in many spaces, including law firms. Sometimes it felt like you represented an entire group of people, in isolation. Over time, I have learned to take up space confidently and to build a network of allies and supporters.

Encouragingly, the landscape of the Scottish legal profession is evolving, with more Black lawyers entering the field. Black role models in law remain few, but progress, though slow, is underway.

Have you faced any unique challenges in your career because of your identity, and how have you navigated them?

With isolation often comes self-doubt, which can lead to imposter syndrome. Research indicates that imposter syndrome disproportionately affects women more than men, particularly those under the age of 34. Women from minority ethnic backgrounds – especially Black women – are even more susceptible.

I have struggled with imposter syndrome, intensified by the absence of others who looked like me and the feeling of exclusion. Questions often filled my mind: Will I be taken seriously? Do I stand out because I’m a minority ethnic woman? Should I wear my hair a certain way? Do I truly belong in these spaces? Am I good enough?

Although I still experience imposter syndrome, I’ve learned from listening to Lady Hale and Michelle Obama that it never truly goes away. Over time, I have come to understand that I do belong. I have learned to advocate for myself and to surround myself with friends, allies, and mentors who uplift and encourage me.

Most importantly, I’ve learned to embrace my identity and to show up as my authentic self, without apology.

What has been the proudest moment in your legal career so far?

This year’s Black History Month theme is “Standing Firm in Power and Pride”. For me, it means embracing and celebrating my cultural identity, as well as my Caribbean and South American heritage.

My proudest moments in my legal career have been every time I have served as a visible mentor or role model for the next generation of aspiring lawyers from under-represented backgrounds. I have worked hard to establish myself in the profession and make a name for myself to effect meaningful change. I take great pride in supporting aspiring lawyers helping them navigate the challenges of accessing and progressing within the legal profession.

I am particularly proud of my work as secretary of the Scottish Young Lawyers Association, my contributions to the Law Society of Scotland’s racial inclusion group, and my role as a mentor in the Law Society Mentoring Scheme. These platforms have given me the chance to be visible to those entering the profession – something I didn’t always have. As Marian Wright Edelman said: “You can’t be what you can’t see.”

Black History Month truly highlights the need for accessible and visible role models and mentors, and I am proud to be a mentor.

What does Black History Month mean to you personally and professionally?

Black history is British history. It’s a time to recognise and celebrate the achievements of people of Caribbean and African heritage and their role in shaping Britain: its culture, history, and economy, past and present. This includes acknowledging the impact of the Windrush generation and colonialism in creating modern Britain. It’s also the time to reflect on how far we still need to go.

Personally, as an immigrant and the proud daughter of an immigrant nurse, I see how immigrants have shaped the NHS and broader society. Education is vital so young people understand why Britain looks the way it does, especially amid today’s political divisions and rising far-right movements.

Professionally, it means recognising inequities in the legal profession and actively challenging them. It involves celebrating Black solicitors’ achievements. Most importantly, it means breaking down barriers to access, progression, and retention by adopting equality and diversity policies that are intentional and effective. It’s intentional allyship and activism within legal sector.

What advice would you give to young Black people in Scotland considering a career in law?

Be your authentic self and celebrate your uniqueness! It’s an asset, and the right law firm or organisation will recognise and celebrate you. You deserve to be in the room, even if you’re the only person who looks like you. Your qualifications and experience have opened those doors, so don’t be afraid to take up space.

Grow your professional network and build allies by attending events such as SYLA, SEMLA, and Law Society events. Attend the firms Business Development and social events. Embrace the small talk. It may feel minor, but it’s a vital step in forming meaningful connections and opportunities.

Is there a Black historical figure (from Scotland, the UK, or globally) who inspires you in your work, and why?

There are many, but to name a few: Maya Angelou, Harriet Tubman, Olive Morris, and Patricia Scotland. These women were trailblazers: resilient, empowered, and unafraid to speak out.

I also celebrate the incredible Black women in my life, like my mum, Patricia Scott, and my sister, Briony Scott, whose fortitude, resilience, and unwavering determination inspire me every day.

What’s one book, film, or piece of art that has had a lasting impact on you?

To Kill a Mockingbird by Harper Lee and A Time to Kill by John Grisham are two works I have both read and seen as films. Both explore what it is like to practice law in an unjust society, examining prejudice, social inequality, the inequities of the legal system, and broader themes of injustice. I would highly recommend them to anyone who wants to fully appreciate these issues, and I am always happy to share these books with others.

Looking ahead, what changes would you like to see in the Scottish legal sector in the next 10 years?

Cassandra Rose, contributor to the article The Black Experience at Work sums it up well:

I hope that the legal sector will be intentional in its advancement towards equity, demonstrating lasting commitment and engagement 365 days a year. This requires recognising the importance of recruiting, progressing, and retaining employees from diverse backgrounds, as well as a willingness to embrace discomfort when engaging in difficult but necessary conversations about racism, microaggressions, unconscious bias, and inclusion.

Finally, I hope to see a change in policies and practices: more reverse mentoring, greater transparency in reporting gender and race pay gaps, and clear steps identified to close those gaps.