To thrive as a law firm, we need difference. Difference of thought and perspective, difference in perception and approach to challenges. Our diversity and inclusion mission aims to help attract and nurture a diverse group of staff and to create an environment and culture that is genuinely inclusive; where every member of staff feels valued for their contribution to the firm. In doing this we will ensure we have the best people, that they are happy and confident in developing great relationships and are capable of delivering fantastic results and a unique service to our clients.
We have an excellent track record, and have achieved significant recognition for encouraging diversity in the legal profession:
- We have been awarded Gold status in the Law Society Diversity and Inclusion Charter
- We were the first UK legal practice to gain a Gold Standard Equality Assured Recruitment (EQA) accreditation
- We have regularly featured at the top of the Black Solicitors Network Diversity League Table
- Over the years the firm has been shortlisted for, and won many awards for Diversity and Inclusion including a Commendation for Diversity by LawCareers.net (LCN) in 2018.
We aim to build on this success.
We can measure our success via the applications we receive, and who we recruit. But for us it's not about percentages, we recognise that work in this area will be ongoing and we know that our continued success depends on our people and their talent, ambition, creativity and drive. Therefore, we actively seek and support people who have the talent and potential to help us thrive – regardless of their background, beliefs and circumstances.
The role of Head of D&I is to further our ambitions in this area and drive forward the HR Inclusion Imperative Strategy. We have embarked upon this strategy over the next three years in order for the firm to achieve its stated goal of:
- Enhancing its reputation as a diverse, innovative and modern employer, recognised by peers and market as such.
Research undertaken by Deloitte and McKinsey states that 80% of workers say inclusion is an important factor in choosing an employer and 72% of people would leave an organisation for a more inclusive one; hence our statement of inclusion imperative.
Our inclusion imperative includes the following, current initiatives:
- continued focus upon the firm’s values as the framework for internal behaviour which will drive inclusivity;
- positive action to address the firm’s gender pay gap including this programme and revised recruitment practices (i.e. ensuring all long lists are gender equal or an explanation as to why they are not);
- awareness raising to achieve greater understanding of the views and needs of minority groups such as women (in senior roles), our LGBTQ community and those with disability;
- review of parental leave support;
- succession planning;
- improved mentoring support; and
- improving wellbeing in the workplace for all.
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