Law Firms and Diversity
What is the relevance of good diversity practice to law firms? Despite much activity in this area, the legal profession is still perceived by the outside world as being something of a closed club. Very few women (despite increasing numbers entering the profession) or people from ethnic minority backgrounds or disabled people make it to partner level. But why should this matter?
There are a number of compelling drivers for law firms to genuinely address diversity issues, including:
The Business Case
• Attracting high calibre people - a firm with a reputation for being an inclusive ‘employer of choice' will attract the best talent
• Attracting a wider range of clients who can see that the firm represents people like them
• Improving staff retention
• Having a wider range of skills and experience to draw on within the team to improve services
• Meeting tender requirements for public sector contracts
The Legal Case
• Avoiding unwitting discrimination and litigation
• Complying with existing and emerging legislation (the Equality Act 2010 is due to come into force in October, bringing many relevant changes with it)
The Professional Case
Requirements regarding diversity and equality are made of law firms from the Legal Services Commission and the Solicitors Regulation Authority (SRA). The changes introduced in March 2009 to rule 6 in the SRA's Code of Conduct mean that:
• Every law practice must adopt and implement an appropriate policy for preventing discrimination and harassment and promoting equality and diversity.
• All reasonable steps must be taken to ensure that all employees, partners, members and directors are aware of, and act in compliance with, its provisions
• The guidelines suggest training staff in the implementation of rule 6
We can help you gain the business benefits, and meet the (sometimes confusing!) legal and professional requirements. Contact us now!
