We recognise that we need to increase the number of women partners as a priority management issue. Although women make up over half of our graduate intake, a very low number of female lawyers remain at the firm to become partners. There is a clear need for us to achieve better gender balance; within the firm, particularly at partner level.
We are committed to becoming 'the' law firm for women to progress; redefining opportunities for women of future generations to come. This will make us a better firm by ensuring that we are able to recruit and retain the best talent. Female associate attrition is costly, from the twin perspectives of financial loss and loss of talent. Many clients require our gender statistics when pitching for work, a trend which is increasing. Our ability to maintain and strengthen our market position requires a diverse workforce that can offer the widest possible range of perspectives. In short, greater female representation will improve our performance as a firm.
Tackling gender balance issues continue’s to be a priority for the firm. We firmly believe in the importance of giving all members of the firm a voice to share their thoughts and experiences.
Below you will find a variety of stories from our people who share their personal pathway to progression experience:
Read Emma's examination on imposter syndrome
Read Lydia's thoughts on returning from maternity leave
Read Darren's summary on the need for feedback
Read Helen's thought's on balancing a successful career and family
Read Emma's thoughts on role models and evolving idea of success
We understand that the prevalent issues including flexibility, career progression and personal life cycles affect men and women, with and without caring responsibilities, across the firm. We recognise that there is no quick fix; this is a long term commitment to create a permanent shift in the culture which will better position the firm for the future and benefit all members of the firm.
- Flexible Working
We are the first major law firm to promote our openness to recruiting new staff on a flexible basis. As a firm we are committed to providing equality of opportunity in employment and supporting our people to manage their own work-life balance. This is why we have developed practices and policies that empower individuals to choose a working pattern flexible to their needs.
Read about our approach to flexible working
- The Number One Club (TNOC)
Our women’s network (TNOC) supports the development and retention of talented female colleagues, and provides a platform for all staff to build new business relationships and opportunities with existing and prospective female clients.
The Number One Club is celebrating its 10th anniversary this year which coincides with the 100 year anniversary of women being given the vote in the UK. The firm will be having a landmark celebration of these events in September 2018.
- 100 Years Since Women got the Right to Vote
Tuesday 06 February marked the anniversary of 100 years since the first woman got the right to vote. In aid of this celebration we posted a series of social media graphics quoting leading female partners in the business:
- International Women's Day 2018
On Thursday 08 March 2018, the world celebrated International Women’s Day 2018. A global celebration of the social, economic, cultural and political achievements of women.
The campaign theme was #PressforProgress. As such, we asked men and women around the firm, in both the UK and international offices, about how they are pressing for progress. We have received a vast variety of responses, watch a slideshow of the highlights below: