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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.

Pinsent Masons Named Stonewall’s Scotland Diversity Champion

Pinsent Masons has been crowned Scottish Diversity Champion for a second year by equality campaign charity Stonewall.

The first law firm to be included in Stonewall’s Workplace Equality Index back in 2008, Pinsent Masons has consistently ranked in the Top 100 British employers. This year marks the fifth consecutive year the firm has been placed in the British top five and the second successive year as Top Employer Private Sector in the Stonewall Scotland Workplace Awards.

With more than 500 staff based at offices in Glasgow, Edinburgh and Aberdeen, Pinsent Masons has been consistent in supporting LGBT issues in the workplace and out with the business.

Construction sector specialist and senior associate, Craig Macphee, collected the award on behalf of colleagues at a celebration dinner at the Virgin Money Banking Hall in Glasgow.

Craig Macphee said: “The willingness of the firm to embrace diversity and inclusion has benefits across the firm. It encourages a more inclusive atmosphere and even for those staff not directly affected by diversity issues, they will feel a parallel benefit if other colleagues are able to come to work and be genuine or authentic.”

“More often now, we are being asked by clients, and even third parties who supply services to Pinsent Masons, to share information on the approach we are taking on diversity issues, and we are happy to be able to positively contribute to the wider equality agenda.”

One initiative which has made a significant contribution to promoting diversity within Pinsent Masons has been the formation of an LGBT Allies network. Staff can privately discuss with an Ally, who are visible and known throughout the firm, matters they may feel they are unable or unwilling to raise with managers.

Craig added: “The Allies network has gained a lot of traction with staff and they are available for anyone, working at any level, who would benefit from have a confidential sounding board or is looking to seek advice on a range of issues. There is also a strong partnership across the firm with other forums such as our Disability and Wellbeing Network and Female Futures Network, because often those groups share common issues and experiences.”

Pinsent Masons’ Chair of Scotland and Northern Ireland, Katharine Hardie, said: “Diversity and inclusion is a central tenet of our business and we are delighted that Stonewall has again recognised the work being done across the firm, and particularly in Scotland, on these vitally important issues.

“Law graduates are increasingly selective when it comes to deciding which firms they will work for and resting on our laurels and past reputation will not cut it when it comes to attracting the best legal talent. Being highly regarded by the Stonewall Workplace Equality Index provides potential future employees with a valuable benchmark and an assurance that diversity and inclusion is treated seriously at Pinsent Masons.”

Colin Macfarlane, Director of Stonewall Scotland, said: “Pinsent Masons are playing a huge role in improving the lives of LGBT people in Scotland, and should be very proud of their work.

“We still don’t live in a world where everyone is able to be themselves in the workplace, as we know more than a third of LGBT staff (36 per cent) hide who they are at work. By taking steps to make their workplaces supportive and welcoming of all lesbian, gay, bi and trans people, these organisations are bringing us closer to a world where everyone is accepted without exception.”

If you would like to find out more information, please visit: https://www.pinsentmasons.com/

Hogan Lovells earns top marks from the Human Rights Campaign

International law firm Hogan Lovells is pleased to announce that for the eleventh year in a row we have received the highest possible score on the Human Rights Campaign Foundation’s annual scorecard assessing workplaces on their efforts towards improving equality for lesbian, gay, bisexual, transgender, queer personnel and other gender and sexual orientation minorities (LGBT+).

HRC’s 2020 Corporate Equality Index assesses U.S. companies and law firms on workplace policies and other criteria including non-discrimination policies, employment benefits, and demonstrated competency and accountability to diversity and inclusion. Hogan Lovells was among the 686 entities that received the top score of 100 percent.

Hogan Lovells has consistently been a staunch supporter of not only LGBT+ rights and equality, but of diversity and inclusion for all. In the last year Hogan Lovells has been named a top 20 employer in the UK’s Stonewall Workplace Equality Index, received the highest level of Mansfield Rule 2.0 Certification, and was named “The Most Inclusive Firm for Minority Lawyers” by Chambers. Our Pride+ Network, a global program of existing internal LGBT+ networks aimed at promoting inclusion across our global offices, has grown since its launch in 2017 to nearly 1800 members.

“HRC’s Corporate Equality Index is the industry standard by which leading U.S. businesses benchmark themselves with respect to LGBT+ inclusion,” said Bendita Cynthia Malakia, Hogan Lovells’ Senior Inclusion Manager and Secretary of the Board for the National LGBT Bar Association. “We are proud that we are developing innovative processes and programs aimed at improving the firm’s diversity and culture, including for our LGBT+ people, and that we have been recognized for doing so. We look forward to continuing to move the needle in the years to come.”

Women in Finance Corporate Charter Drives Change

A corporate charter is a written document filed with the Secretary of State by the founders of a corporation. It details the major components of a company, such as its objectives, structure, and planned operations.

Over 350 financial services organisations have now signed up to the Women in Finance Charter, with today’s signatories bringing the total coverage of the Charter to over 800,000 people.

The Treasury’s Women in Finance Charter asks financial firms to commit to taking action to support the progression of women into senior roles, including setting their own gender targets.

The 21 newest signatories include investment firms Allianz Global Investors and Natixis, and business-banking tech company Tide.

Alongside this, new research from New Financial finds that the Women in Finance Charter is leading to greater engagement on gender diversity at the highest levels in those organisations which have signed up to it.

Two-thirds of the signatories surveyed believe being a Charter signatory will drive permanent sustainable change in their company and across the financial services industry, with the majority of the rest expecting to see a shift in their own organisation over the next five years.

The research also found that this is not just a ‘women’s issue’ but a business issue, with nearly all respondents seeking ways to involve men in their Charter commitments. Four-fifths of respondents are also seeking to improve their wider diversity as well as their gender balance, most commonly focusing on ethnicity, LGBT+, disability and socio-economic background.