Racial, ethnic and cultural diversity
Supporting real and sustainable change in racial equity and cultural diversity
Injustice and trauma caused by systemic racism remain prevalent. That is why our work towards racial equity remains a priority all year round.
Our strategic priorities are to effect real and sustainable change in racial equity and improve ethnic and cultural diversity by increasing representation at all levels, ensuring inclusion and addressing and eliminating unconscious bias.
Each of our regions have developed strategic priorities anchored to accountability and a commitment to do better. Here are some of our initiatives:
Resource groups
Resource groups across our regions support racial equity and cultural diversity by normalizing dialogues about race and culture in the workplace. They also focus on supporting the firm in increasing representation and contribute to a culture that nurtures, develops and retains racially and culturally diverse talent.
Race Equity Councils
Our Race Equity Councils (REC) in the US and in Canada work closely with firm leadership to advise on racial equity strategies. Initiatives include the creation of a sponsorship program to serve as a career accelerator for Black non-partner lawyers in the US and initiatives to support increasing representation through recruitment and the pipeline to law schools in the US and Canada. In the US, we also have a Minority Equity Council (MEC), whose mandate is to support all racially and ethnically diverse personnel, and play a key role in identifying improvements we can make in recruiting, retaining, and promoting diverse lawyers and business services personnel.
Career Strategies Programme (CSP)
We created and launched a Career Strategies Programme (CSP) to support the career development, engagement and inclusion of firm members who self-identity as Black, Asian, minority ethnic or people of color. These programs are currently available to employees across Europe, the Middle East, Asia and Canada.
Micro-inequities training
As a firm, we offer a range of educational opportunities to advance racial inclusion. This includes micro-inequities training that allows firm members to learn how certain subtle behaviors can impact those affected, and how to recognize and interrupt the behaviors to create a psychologically safe and inclusive workplace.
Demographic data
Regarding demographic data collection, we continue to improve our data quality where we are able to collect it. We then leverage this data to set targets and KPIs that drive accountability for progress towards our strategic priorities.
In Australia, for example, we have administered DE&I surveys for many years and can now track our progress against our goal to increase the cultural and linguistic diversity of our people. In South Africa, we leverage our data to make progress with our Broad-Based Black Economic Empowerment (B-BBEE) and Employment Equity targets.
