Diversity and inclusion is central to our position as a market leader in terms of attracting and retaining the best talent, fostering productive teams, innovation and engaging with diverse clients. While the business case for a diverse workforce is well understood there is also a compelling sense that diversity is the right thing to do.
Herbert Smith was one of the first law firms to develop a diversity programme, establishing the Inclusivity Group in 2003 with partner sponsors to champion diversity strands.
A key element is our employee networks which raise visibility, build networks and bring diverse perspectives to the firm. We have an LGBT network. The group runs networking and client focused events, mentoring and charity sponsorship. We were one of the first law firms to enter the Stonewall Top 100 employers – and have ranked consecutively for the past four years.
Our multicultural network celebrates diverse ethnicity, faith and religion with events and features. Examples include a private performance by Ballet Black and an Eid event with Square Mile Muslims which engaged Muslims across the city. We work with Rare Recruitment to attract black and minority ethnic graduates. The firm ranked sixth for city law firms in the Black Solicitor Network Diversity League Table 2011.
In response to the Davies Report on Women on Boards we established the Gender Group to look at women in partnership. The resulting Gender Report and action plan looks at how, over time, we can increase the balance of women in partnership and aid the retention of our talented women lawyers. This work is supported by our Women in Business networks via inspirational speaker events, career sponsorship and client development.
The parenting network includes parents and carers and aims to support those with these responsibilities through topical seminars, networking and policy review. We provide maternity and paternity coaching and emergency back-up care. In 2012 we will launch the firm's family day and approaches to encourage agile working.
On disability, we run focus groups with people with disabilities and enable reasonable adjustments. We work with EmployAbility to attract disabled graduates in to the law. Our stress and well-being training programme addresses issues of stress and mental health.
On social inclusion, we monitor educational background in our diversity monitoring and publish the statistics. The networked programme provides funding and support for five students per annum. As part of the PRIME initiative we offer internships for school children from deprived backgrounds to increases access to the legal profession.
As an international firm, taking a global approach is important. We have growing networks in Hong Kong, Dubai and Paris. Our sponsorship of the European Diversity Awards raises our European profile and we are members of DIAN (Diversity in Asia Network).
At Herbert Smith we believe that creating a diverse and inclusive culture involves long term change. Moving forward, we will be strengthening and expanding employee networks, appointing sponsors across the business and working with divisions to review local issues and practices.
To find out more go to www.herbertsmith.com.
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