49 ways to increase diversity in the legal profession
We have a collective responsibility to increase diversity in the workplace. In order to make the legal world a better place, we must commit to taking action. This post sets out 49 ways in which organisations can do this.
Although some may take time to implement, this shouldn't act as a barrier to making a positive change in the industry.
The ideas below may not be suitable for every organisation therefore it may be more effective to implement a chosen combination.
Culture
Create, commit to, and regularly review diversity policies
Have a standing agenda item at board meetings to discuss diversity policies and strategies
Obtain buy-in from the top
Ensure senior leaders are willing to speak openly about diversity
Obtain genuine commitment from managers to support diversity
Ask employees what support and training they would like to see available
Ensure employees are aware of the training and support available
Train employees on how to support diversity initiatives
Empower Black, Asian and Minority Ethnic individuals by presenting opportunities
Sign up to a charter and form a group responsible for delivering upon it
Allocate a budget to achieve the organisation's diversity & inclusion aims
Challenge leaders who do not support the strategy
Encourage leaders to share their experiences, so that juniors will feel comfortable sharing theirs too
Facilitate a culture whereby individuals are not penalised for speaking out about mistreatment or bringing forward ideas
Enforce a joined up approach across all departments within the business
Incorporate the adoption of diversity measures into performance reviews, taking them into account when considering bonuses and promotion
Review all marketing material to ensure it is diverse
Review the organisation's supply chain with diversity aims in mind
Consider diversity requirements for bidders in the procurement process
Review the organisation's legal panel/pool of external lawyers
Provide CSR opportunities within Black, Asian and Minority Ethnic supporting organisations
Include a charity advocating diversity within nominations for charity of the year, and/or organise fundraising events for the same
Promote a 'dress for your day' culture, which may encourage individuals to wear cultural dress should they choose
Run regular surveys and follow up with 1-2-1s. Log all feedback and act upon it
Education and training
Ensure that managers understand the link between diversity and reputation
Arrange for all staff to receive diversity training, including on unconscious bias
Regularly share educational posts on race discrimination in newsletters & company wide emails
Educate leaders on issues in the profession
Ensure leaders are armed with the tools to recognise where they have unconscious biases themselves and how to address them
Up-skill leaders on how to have effective conversations with others about diversity issues
All HR staff to receive training on how to best support staff at all levels
Advertise the organisation's diversity policy internally and externally, ensuring easy access
Provide a prominent location for diversity policies and updates on the organisation's website
Deliver regular company-wide, online training in the same format as other topics i.e. data protection, money laundering
Review training content and attendance regularly to ensure its relevance and to prevent it from becoming a tick box exercise
Make it clear during an individual's induction where these policies are and where to report concerns to
Allow employees to make amendment suggestions to diversity policies or provide an input
Run regular seminars and workshops on diversity including inviting guest speakers. Encourage employees to attend and take time away from emails to do so
Support
Put in place a dedicated support team to champion diversity
Create a safe space for story-telling, use digital means to promote videos of Black, Asian and Minority Ethnic individuals sharing experiences
Understand individuals' boundaries and that one level of support does not suit all
Implement a mentoring scheme for employees, including reverse mentoring
Introduce a champion/guardians programme led by peers
Provide an anonymous way for individuals to voice concerns to leaders through an engagement group for those who may be scared to speak out openly
Nominate a diversity champion within HR
Promote key dates within the diversity calendar e.g. Black Pound Day
Create diverse, employee led groups where individuals can build relationships and promote clubs, make book recommendations etc.
Regularly inform employees of external support that is available i.e LawCare
Thank you to the Law Society for inspiring this post through their guidance for best practice in supporting wellbeing in the workplace.