Fostering an inclusive culture

Our aim is to create an inclusive, meritocratic culture where everyone feels they can flourish, whoever they are and wherever they are from.

We have struggled with some aspects of diversity. For example, a particular challenge for us (and many other law firms) is stemming the loss of potential female partnership candidates too early in their careers. Our female associates leave us on average significantly earlier in their careers than male associates. Given the 50:50 gender mix in our entry level recruitment, this is clearly a matter on our agenda. We are actively addressing this challenge and recently we have started to see some results.

In practice

Increasing diversity

Women make up 15% of the partnership across the firm, and in London that figure is 23%. In 2008, 42% of participants on our London graduate summer vacation scheme were from ethnic minorities, as were 34% of trainees who accepted UK training contracts in 2008.

Recruitment

We have developed a set of consistent global recruitment criteria, to ensure we hire the best based on their ability to do the job.

Networks

We have active diversity working groups in London, New York and Stockholm, and are setting up new groups in other regions. In some offices, we also have informal networks, for example faith or culturally based, for our people to meet and share ideas and experiences.

Training

We have provided diversity awareness training to staff in London and New York, to encourage an understanding of what an inclusive culture means in practice. We are also developing online training in this area.

Partnerships

In London, we have well-established partnerships with the leading diversity organisations for race, gender and sexual orientation: Black Solicitors Network, Race for Opportunity, Opportunity Now and Stonewall.