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6 Ideas on How to Improve Upon Corporate Culture

Many companies are looking to improve their corporate culture. The best way to do that is to make sure that employees feel involved and appreciated, and you can do this through a variety of different methods. One way to improve corporate culture is to review the company’s values and mission statement. Then you have a clear idea of what the company wants to stand for. The next step is where you’ll want to get input from your employees. You can do this by implementing brainstorming sessions or asking for feedback. The last thing that you’ll want to do is create an effective employee engagement strategy. This can be achieved through holding regular feedback sessions as well as offering different incentives for participating.

Team Building

Corporate culture is the fundamental fabric of an organisation. It is the combination of all the company’s beliefs, behaviours, and values that make up what makes the company stand out. It is the cohesive force that binds a company together; it is the glue that holds the company together.

One way is to make sure that your employees feel like a part of the team. A team-building exercise could be anything from an icebreaker to a game, but you can also have a more meaningful way to team build, like engaging in or starting a charity. This way, you’ll raise the moral value of your company and your employees will feel better about working for you. The best way to improve your corporate culture is by making sure that your employees feel like they are a part of it.

Promoting Leadership

Corporate culture is a difficult topic to talk about. It’s hard to assess, and it’s not something that is often done. The best way to improve corporate culture is by promoting leadership and making changes at the top. This is how you get your message across to the rest of your company. You want to be able to give people the tools to make changes in the company, but it can be hard when you are the leader.

The Importance of Diversity

In order to create a culture that is attractive to new hires, the company needs to be able to demonstrate a clear vision and mission. This can be done through shared values, which represent the beliefs and preferences of the company. It is a way to make sure employees understand what is expected of them. The most important aspect of corporate culture is unity. It is important to incorporate diversity into your company to be able to recruit outside of your industry. To improve your corporate culture, you should allow employees a certain amount of freedom.

Transparency

You can start small by making a change that you know will make a difference. Transparency is a great place to start. Your team members like to know what is going on, so share your plans with them. Transparency lets your team members be a part of the process and helps them feel valued. The next great change you can make is to create an open and honest culture. This means that you should be open and honest with your team members about your company and what you are doing.

Promoting Innovation

Innovation is an important part of a company’s culture. It is the ability to constantly improve and find new solutions to problems, but how exactly can you start encouraging innovation in your company? You can start by promoting it. One way to do this is by having a brainstorming session in which everyone shares their ideas. Another way to promote innovation is by bringing in new employees and giving them a chance to grow and develop. Allowing everyone to be a part of corporate culture will help to foster innovation.

Recruitment

The way your company treats its employees is critical to its success. If your company has a good culture, its employees will be more likely to do their best for the company. That’s why it’s important to focus on building a good culture. One of the best ways to do that is to recruit people who are already familiar with your company’s culture and to train your current employees on how to coach new hires. You can also find ways to improve your company culture by being open to new ideas and feedback.

We know that culture is a very important aspect of a company and is an important factor when you’re looking to hire new people. We hope the suggestions provided in this blog post help you improve your company’s culture and help you attract the best talent. We know that corporate culture can vary from company to company, but we still want to help you think about how you can improve it for the better.

Norton Rose Fulbright Backs Women’s Day

Norton Rose Fulbright is an international law firm. It is the second largest law firm in the United States and one of the ten largest in the world, by both lawyers and revenue. In 2017/18, Norton Rose Fulbright had total revenue of USD 2.1 billion.

International Women’s Day gives us an opportunity to celebrate the achievements of women, and in particular those working at our firm.

The theme for 2021 is ‘Choose to Challenge,’ a reminder that we all can and should choose to call out gender bias and inequality to create an inclusive world.

Women are not a homogenous group; they are diverse by nature of their backgrounds, their life experiences, their abilities, perspectives and opinions, and International Women’s Day is about celebrating inclusion of women in its truest sense.

We have much to celebrate in our global firm – we have remarkable women doing notable work throughout the world. In January 2021, we became the first ‘Am Law 200’ firm to name a woman of colour, Shauna Clark, as both our Global and United States Chair.

Recently, Shauna spoke with women leaders of the firm to get their views on the challenges that women face today, including discrimination and micro-aggression in the workplace and the perceptions of female leadership during a pandemic.

The reality, then, is that women still are fighting not just for a place at the table – but to be listened to when they get a seat there.

One issue that remains is that women who are assertive are sometimes painted in a negative light, which can make them reluctant to display their full confidence or potential.

Combatting the issue requires raising issues of disrespect, implicit bias and micro-aggression when we see it, in order to seek to correct and improve it.

Milton Cheng Joins Chief Executives in Change initiative

Milton Cheng has reinforced the commitment of the leading global law firm to join Catalyst’s mission to elevate women in leadership roles.

Baker McKenzie is a multinational law firm headquartered in Chicago, Illinois. Founded in 1949 as Baker & McKenzie, it has 77 offices in 46 countries, and over 6000 lawyers worldwide. It is one of the largest law firms in the world by headcount and revenue.

Milton is one of the Chief Executives involved in the Catalyst For Change initiative to advance diversity, equity, and inclusion in the workforce. Catalyst’s 2020 report, Towards a More Equitable Future, found that Catalyst For Change companies are addressing challenges in the representation of marginalised groups by building a strong foundation at the manager level.

The 2020 report identifies ways global companies can collect data on ethnicity and race in their organisations, as well as highlighting the latest statistics for women’s representation in the global leadership pipeline.

Milton Cheng, Baker McKenzie Global Chair commented; “Twenty years after electing the first female Chair of any global law firm, we are proud to say that once again we are leading the way in the legal sector.

To demonstrate our commitment to being inclusive, we have set global aspirational targets of 40% women, 40% men and 20% flexible by 2025.

This target applies to Partners, senior business professionals, firm committee leadership and candidate pools for recruitment.”

This pledge follows Baker McKenzie’s earlier commitment with Catalyst in 2020. The Firm became one of 56 companies and organisations who have joined Catalyst’s Gender and Diversity KPI Alliance to support the adoption and use of a set of key performance indicators that will measure gender and diversity.

Oxana Balayan Named in Women Who Will Report

The Next 100 Years have partnered with Obelisk Support to launch a new report showcasing a diverse range of Women Who Will. These are 30 leading female lawyers drawn from across the profession who are excelling in their areas of expertise, pushing the boundaries and shaping the legal world to ensure that women are able to progress.

Oxana Balayan has been named in the ‘Women Who Will’ 2020 report. The award recognises the top 30 women of the legal in-house community, private practice and other change makers from within the industry, with nominations being accepted from senior General Counsel.

Hogan Lovells is an American-British law firm co-headquartered in London and Washington, D.C. Hogan Lovells was formed in 2010 by the merger of the American law firm Hogan & Hartson and the British law firm Lovells.

She obtained her Bachelor of Laws degree from the Lomonosov Moscow State University in1992, and followed that up with a Ph.D. from the University of Regensburg in 1996.

Hogan Lovells commitment to diversity and inclusion is integral to our success as a global law firm. Oxana has been a poster-woman for gender equality in Europe and Russia for many years.

Oxana leads the Corporate and Finance practice in Russia and CIS at Hogan Lovells, is a successful business woman, a mother of two great children, a marathon runner and a relentless gender equality fighter.

At Hogan Lovells, we fully support this report which aims to shine a light on talented individuals and on the gender diversity of leadership in law and why it matters.

Hogan Lovells vision is to become the market leader in Diversity and Inclusion, and to create an inclusive environment where people of all backgrounds have the opportunity to thrive and belong.

Only 21% of Applicants for Top Jobs Are Women

Women made up just 21% of employees being put forward for top jobs at financial services firms last year, compared to 79% who were men.

The limited number of women taking senior management roles shows there has been little progress in hiring and promoting more women at senior levels within financial services.

This is despite the broad consensus about the importance of improving gender diversity in financial services.

A review of 4044 individuals taking up senior roles at financial services firms last year shows that approximately 833 were women and 3211 were men.

This data refers to all financial services firms, including banks, insurers, fund managers, hedge funds and private equity funds.

One of the reasons often given for the low number of women in senior roles in financial services is that the industry is less friendly towards women who wish to work more flexible hours, or from home, due to childcare requirements.

Pinsent Masons adds that firms need to be committed to making the cultural changes that allow for women to excel in financial services.

A growing number of firms are signing up to the Treasury’s Women in Finance Charter in order to deliver these cultural changes.

A recent analysis of 187 Women in Finance signatories found 64% had increased the proportion of women in senior roles last year while 12% had maintained the same level of representation.

Previous research showed that in 2018/19 women represented 26% of individuals put forward for senior roles, compared to 71% for men.

However, this year’s figures are not directly comparable as the latest figures includes d data on a wider range of financial services businesses.

Racial and Ethnic Diversity Task Force Appointed

The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s. In the United States, the original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964.

Baker McKenzie announces new Global Race and Ethnicity Task Force which will work across the law firms 77 offices in 46 countries and in concert with our efforts at a regional level, to help implement and operationalise programs to advance racial and ethnic diversity.

The Task Force will be led by Miguel Noyola based in our Chicago office and members include Claudia Benavides, Anna Brown, Sunny Mann, Anna Mello, Yoshiaki Muto, Veleka Peeples-Dyer, Joyce Smith, Kate Stonestreet and Constanze Ulmer-Eilfort.

Baker McKenzie is a multinational law firm headquartered in Chicago, Illinois. Founded in 1949 as Baker & McKenzie, it has 77 offices in 46 countries, and over 6000 lawyers worldwide.

It is one of the largest law firms in the world by headcount and revenue.

The Task Force will oversee ally ship and anti-racism training; sponsorship of our Black colleagues and members of other underrepresented racial and ethnic groups; and a review of our recruitment and client programs.

This work will also closely be connected to our program on social mobility and diverse pipeline efforts and will help progress other important Diversity and inclusion programs.

Diversity and inclusion is a function of an organisation or a sub function within the HR function.

An ethnic group or an ethnicity is a grouping of people who identify with each other on the basis of shared attributes that distinguish them from other groups.