Law firms and diversity

Law firms are looking to showcase their commitment to diversity in a range of ways as more clients insist on partnering with advisers whose workforce represents women and minority groups. There is growing acknowledgment among top London firms that the figures paint an unappealing picture, particularly on gender equality. Statistics show a fair male/female split among trainees, but women struggle to make up more than 20 per cent of partners at the most competitive firms. According to human resource professionals, the fierce battle for graduate talent is driving firms to emphasise inclusivity. Networks of minority and special interest employees are popping up at firms as another tangible way of bolstering diversity credentials. The law firms Clifford Chance, Allen & Overy and Simmons & Simmons have founded groups to address the concerns of female, gay and lesbian or racial and ethnic minority workers in the past 18 months. Many firms boast networks tailored for certain faiths, such as Jewish and Muslim employees, and for staff with children. Laura King, global people partner at Clifford Chance, says most of the firm’s clients demand a more creative approach to problem-solving, and this requires advisers who can draw on a variety of life experiences. “Ultimately, we find it’s better for our business,” she says. Partners at several top firms say networks, though no cure-all for employee malaise, have helped make some workers more comfortable about how their identity and lifestyle intersect with their job.