Diversity & inclusion
Linklaters’ people come from many different
backgrounds and cultures. In 2008/9, for example, our London
trainees came from 43 different universities around the world. We
bring different perspectives, skills and interests to the firm.
Nonetheless, we also have much in common. We enjoy solving
problems. We enjoy competition. We like working together as friends
as well as colleagues. Our collective success is based on the
co-operation between individuals.
What it means
Diversity means different things to different
people – and this is itself a function of true diversity. When you
join Linklaters you become part of a cosmopolitan organisation in
which it’s accepted that the differences between individuals help
us to build stronger, entrepreneurial teams. The global scope of
our business, too, means that Linklaters can’t be anything but a
melting pot of different nationalities, cultures and outlooks.
After all, we have a responsibility to deliver a world-class
service that not only responds to our clients’ needs, but also
reflects their diverse cultures.
Shared responsibility
As a global organisation, we need to draw our
teams from the widest-possible range of backgrounds. As with our
community programmes, we are interested in action rather than lip
service. We believe that diversity cannot be approached as an
ethical afterthought: it’s part of what we want to be as a firm. So
we’re all responsible for creating a culture that values individual
differences, promotes fair play and advances people on merit.
A unified goal
Throughout the world, Linklaters has developed
locally-based diversity groups to drive forward our diversity
objectives. In London the London Diversity Working Group (LDWG)
sets the agenda for implementing the firm’s diversity strategy as
well as encouraging our people to join and establish staff networks
that support our diversity goals. The LDWG is made up of a
cross-section of people from across the business, including
partners, associates and business services
representatives.
To date, our staff networks include the Gender
Diversity Action Group; Black & Minority Ethnic Network;
Lesbian, Gay & Bisexual Network; Islamic Society; Christian
Fellowship; and the Jewish Forum. Each network is open to everyone
within the firm as we aim to give all our people the opportunity to
share views on diversity and the capacity to implement change. But,
if anyone feels there’s a group that hasn’t been represented,
they’re encouraged to set one up.
Our staff networks aren’t solely focussed on
diversity issues. They form a foundation for social activities,
they are a hub for networking, and they enable people to identify
role models and mentors. In short, they help bring us all closer,
creating the unified firm we are today.
Practical action
There are some areas, however, in which
concerted action is required, especially where the issues arise
from a society that is changing – or needs to. For example, there
are people from all different backgrounds who have both the
intellect and motivation to make great business lawyers, but who –
for a variety of reasons – still don’t apply to large law firms.
There are many initiatives we participate in, including ‘Target
Chances City Law’, a multi-firm enterprise that aims to promote
City careers to student groups who are currently under-represented
in the UK legal profession. We are also working more closely with a
wide range of universities, which have a large percentage of
mature, disabled and ethnic minority students.
Raising interest earlier
We also work with people who are still at
school. For the fourth year running we are delighted to continue
our support of 'Pure Potential' an independent organisation whose
objective is to promote social mobility by encouraging applications
from deserving students to the most competitive universities and
careers. Through them we participate in one-day events held across
the UK, which are designed to widen access to university and future
careers, and share knowledge with over 10,000 bright year-12
students from diverse backgrounds.
Facing the future
We are doing all we can to identify the issues
that prevent people considering a career in the legal profession,
and to find ways of overcoming them. We know that information is
the most important tool in the drive for equal opportunity. Our
graduate recruitment strategy is based on sharing our thinking, so
you can construct an accurate picture of what it really means to be
a commercial lawyer in a global firm. Effective communication
widens the pool of talented people from which we recruit.
If you have any questions, comments or
feedback about diversity or inclusion issues, do get in touch.
Contact the recruitment team at graduate.recruitment@linklaters.com