Lawyer Monthly Magazine - February 2019 Edition

FEB 2019 17 Pinsent Masons www. lawyer-monthly .com always challenges: for example, when we started our work on gender identity, we didn’t have anyone actively out as trans and championing gender identity issues in the workplace. However, we have not let this deter us, our network of allies has been key in leading this work and we have worked really closely with Rachel Reese of Global Butterflies to help us create a trans inclusive workplace.” Richard Foley, Senior Partner, Pinsent Masons, said: “This is a very special achievement for us. It isn’t about reaching the top spot; it’s about what the Stonewall Workplace Equality Index stands for and what everyone engaged in it is working so hard to accomplish. Pinsent Masons was the first law firm to be ranked in the Index in 2008. Today the legal sector is represented by 16 firms. Our ranking recognises that like many other organisations we are championing LGBT+ inclusion in everything that we do Pinsent Masons has created an inclusive workplace that enables everyone to be themselves; from our recruitment processes through to our engagement with clients. “We have a responsibility to champion change in the wider community. Supporting initiatives such as the campaign for marriage equality in Northern Ireland play an important role in prompting progress on the equality issues that we believe must be addressed. We are also confident that our ongoing work with our Family Support Network and work with our school partners will help create safe and inclusive learning environments to ensure that future generations are guaranteed a discrimination- free start in life.” The top ten also features two other legal firms, Bryan Cave Leighton Paisner at number 2 (7 in 2018) and Baker McKenzie at position 10 (6 in 2018). Each of these legal firms has also received special commendation as one of the UK’s best employers for trans staff. Last year, Stonewall released research that showed more than a third of LGBT staff (35%) have hidden they are LGBT at work and almost one in five LGBT employees (18%) have been the target of negative comments from colleagues because of their identity. Senior management is a big factor that enables such a In 2019, one of our key priorities will be to implement the recommendations of that work with the aim of creating a better balance of race and ethnicity within our workforce and a better workplace for all positive movement. When Lawyer Monthly spoke to Kate about how other law firms can become more inclusive, she explained how senior support were the backbone to starting this progression. “The performance of the legal sector in the Stonewall Index seems to have improved year on year. Back in 2008, we were the first law firm to achieve a place on the Index and so, as a sector, we’ve been on a real journey. Of course, there is still plenty more to do and we are certainly not complacent. “If I had to try to identify what had made the most difference for us, I would say senior level support is one of the key things. We have senior LGBT sponsors and allies who have been very visible in championing LGBT+ equality, being actively involved in our network group, encouraging others to get involved and setting the tone. It is, of course, also vital that a commitment to inclusion runs through the whole business and is not seen as an ‘add on’. It has to be everyone’s responsibility from procurement through to recruitment.” What a wonderful start to the year. So, what is next for Pinsent Masons, regarding diversity and inclusion? “Well, as I said earlier, we are certainly not complacent and we will continue to work on creating an inclusive workplace for all of our people”, explains Kate, “For example, in 2018, we launched a new piece of work to build upon what we have been doing around race and ethnicity. “In 2019, one of our key priorities will be to implement the recommendations of that work with the aim of creating a better balance of race and ethnicity within our workforce and a better workplace for all.” LM