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We recognise, support and celebrate the diversity of our staff. As an organisation we aim to create an environment where the diverse experiences, perspectives and backgrounds of our people are valued and utilised. We foster an inclusive and supportive culture where our interactions with each other, and with our clients, are founded on mutual respect.
Diversity within our firm is shaped by a variety of characteristics including age, gender and cultural background, as well as physical, psychological and intellectual ability. It also encompasses different ways of thinking and ways of working to allow us to better serve our diverse range of clients and client matters.
Our commitment to diversity and inclusiveness is woven into the fabric of how we operate.
At Slater and Gordon we are committed to creating and maintaining a workplace that is diverse and inclusive in order to attract and retain quality employees.
Our commitment to gender diversity resonates throughout the business beginning with our Board where 50% of our non-executive directors are females. At Slater and Gordon Lawyers, 47% of all internal equity holders are women (this excludes participants in our Share Incentive Plan of which 71% of participants are female). When you compare this to the legal industry average of between 15-17% in the UK’s top 25 law firms (and 18% average in the Australia legal sector), you can see how Slater and Gordon proudly stands out as an industry leader in offering equal opportunities for women.
Slater and Gordon is known for its flexible work arrangements; more than 34% of our staff members enjoy flexible work arrangements. In addition, staff across the firm have access to varying work hours however this option is not tracked formally.
Women represent 70% of our workforce and our firm is committed to providing generous paid maternity and shared parental leave entitlements for its staff. Furthermore, our firm prides itself on its successful track record of transitioning employees back from parental leave. We offer our staff flexible work arrangements that allows them to continue their career momentum. This means our firm retains valuable skills and experience, and our clients enjoy the continuity of a high level of service.
Throughout our history, Slater and Gordon has helped many people from non-English speaking backgrounds with their legal needs. Our staff members come from a diverse range of backgrounds and nationalities, which enables us to better serve the needs of our clients and understand their traditions and customs.
We believe there is much more we can do to support and celebrate the ethnic diversity of our staff and, working with leading diversity groups such as the Black Solicitors Network, this will be a key focus for our FY16 Diversity Strategy.
Slater and Gordon work closely with Stonewall and champion support for the LGBT community. Through our participation in the workplace equality index, and featuring in their recruitment ‘Starting Out’ guide, we support initiatives to increase awareness of sexual orientation in the workplace. We are also supporters of Manchester Pride, an event that takes place in Manchester annually to celebrate the LGBT community.
Slater and Gordon conduct regular reviews of our diversity data and report both internally and externally. We participate in reporting in the annual Solicitors Regulatory Authority (SRA) diversity survey, the results of which are published by the SRA in their annual diversity monitoring statistics.
For detail on the reports from the SRA, please see click the link below:
We also take part in the BSN (Black Solicitors Network) Diversity League Table 2014 every two years. The BSN Diversity League table is a survey which analyses data on a range of demographic profiles and provides a benchmark for performance on diversity strands of gender, ethnicity, disability and sexual orientation.
In 2014, Slater & Gordon UK overall ranking in the demographic league table was 7 out of a total of 41 firms. Our scores against some of the individual league tables are as follows:
We intend to continue to remove the barriers that people with disabilities face in joining and participating in the workforce.
Slater and Gordon successfully employ and support staff with intellectual, psychological and physical disabilities, and we are committed to continuing to increase these employment opportunities, by making it a key focus of our FY16 Diversity Strategy.