Diversity statistics
Shoosmiths is an Equal Opportunities Employer and we are proud of the diversity within our workforce. This was affirmed by the first survey of its kind undertaken by the Black Solicitors' Network (BSN) which measured diversity in the top 100 law firms; Shoosmiths topped this league table. The following is press statement by BSN:
The Top Ten
Taking all diversity classifications into account; ethnic minority (Asian, Black, Mixed and Chinese) and gender, across four different categories (partners, associates, trainees and paralegals), Shoosmiths emerged as the top ranking firm within the UK 100. They out-performed the competition in relation to their employment of female staff, ranking in first position for female paralegals and third position for the number of female partners and associates. Says Louise Hadland, Director of HR at national law firm Shoosmiths: "This survey completely endorses what we already knew: that Shoosmiths is different and better because of the superb mix of people who work here.''
Please click on this link to view a pdf of our diversity statistics.
In addition Shoosmiths has been involved in various initiatives to make the workplace one where diversity is welcomed and reflected:
• We have met the Investors in People standard since 1996 - and were one of the first law firms to do so
• We are an authorised user of the Positive about Disabled symbol
• We continue to work with a Disability Employment Adviser, to see how we can better attract and support workers with disabilities
• We constantly review our recruitment procedures and are investigating into signing up for Access to Work, Job Introduction Scheme and Workstep
• We became Diversity Champions for Professional DiverCity; a not-for-profit organisation, which was established (in partnership with the Birmingham and Solihull Learning and Skills Council and Birmingham Forward) to promote diversity within the professional services sector.
• We have Stonewall's Diversity Champions programme for employers to learn best practice in promoting and supporting lesbian, gay, bisexual and transgender (LGBT) equality in the workplace. Diversity Champions is Britain's good practice forum for sexual orientation issues in the workplace
• Our Recruitment Manager Rita Tappia, recently became associate director for Birmingham LGBT Community Forum
• The Firm are founding signatories of the Law Society's Diversity and Inclusion Charter - the legal profession's flagship diversity initiative. The Charter is a public commitment by legal service providers to develop and implement best practice on equality, diversity and inclusion - as employers, as providers of legal services, as purchasers of goods and services and in their wider roles in society
We take diversity seriously, and continue to initiate a number of key steps in order to ensure our approach to diversity is upheld:
• Our interview training includes equal opportunities and anti-discrimination best practice is a key part of this
• We run diversity awareness training for all our staff as part of their induction programme
• Our training is supported and reinforced by:
- guidance in our inclusivity and anti-discrimination policies;
- a best practice guide for staff involved in recruitment, which stresses our commitment to equal opportunities. We also issue guidance to the recruitment agencies we use.
• We advertise all our employment opportunities in a range of media. Examples include: the Black Lawyers Directory (BLD); Jobcentre Plus and Equality Britain.
• We actively support initiatives through sponsorship to attract people from minority groups into the legal profession. This includes the Legal Launch Pad programme (LLP), run by the BLD and targets ethnic minority students in university.
• We provide work experience weeks and mentoring for the LLP and have been involved in this programme since its launch 3 years ago.
• We offer work experience "taster days" to young people who do not traditionally consider the legal profession e.g. Action for Children.
• We have played host to sixth form students as part of the Pathways to Law scheme, an initiative (established by The Sutton Trust and The College of Law) to open up the legal profession to state sector students who are the first in their family to attend university.
• We work with regional Connexions groups to visit local ethnic majority minority schools, usually in areas of social deprivation, to provide support, advice and guidance with career choices, including mock interviewing sessions and feedback.
Our approach to equality and diversity has enabled us to attract and retain some of the UK's brightest people. This success has been translated into a highly motivated workforce, keen to deliver a great service to our clients whilst upholding Shoosmiths' key brand values; in turn, our people have become natural ambassadors for excellence within our business.
We have also received external recognition for our continued efforts to uphold our approach to diversity:
Awards include:
• No. 1 ranking (100% score): Company culture and style and Diversity categories - Sweet and Maxwell/CRF's Top Legal Employers 2009.
• Achieved Equality Assured Diversity Champions standard from Professional DiverCity for our commitment to equality in recruitment, training, monitoring, knowledge and HR processes. We were the first law firm to achieve this.
• Most effective diversity programme (highly commended) - The Lawyer HR Awards 2008.
• Birmingham Best Business Awards - Work-Life Balance Award – 2008
• Best Corporate Citizen award - Managing Partners' Forum European Practice Management Awards 2007.
• Law Society Excellence in Equality and Diversity Award - 2007
If you would like any more information about Diversity within Shoosmiths, please contact mailto:louise.hadland@Shoosmiths.co.uk.
Shoosmiths promotes equality of opportunity. This means that everyone who works for the firm is treated equally, whatever their gender, age, ethnic origin, nationality, marital status, disability, sexual orientation or religious beliefs.
We need to ensure that our policy is working in practice, and that there is no discrimination in the way we take on new members of staff.
To do this we need to look at:
- How we advertise
- How we select people for interviews
- How we interview
- Who is offered a job
- What we do after an interview
At Shoosmiths we always turn what we promise into decisive action. So we're delighted that in 2006 the firm was voted Most Diverse Law Firm by The Lawyer. To view our diversity statistic click here