🌟 Exciting News Alert! 🌟 Welcome to Look Up and Beyond - your dedicated platform for fostering diversity and empowerment within the Scottish legal profession! 👩⚖️👨⚖️ At Look Up and Beyond, we're committed to supporting both women and men from all backgrounds in the legal industry, with a special focus on retaining and advancing female talent. We understand the challenges that come with promoting diversity, and we're here to tackle them head-on. Here's what you can expect from our LinkedIn page: 📅 Upcoming Events: stay tuned for details on networking opportunities, workshops, and seminars aimed at professional growth and skill enhancement. 📊 Polls: Your voice matters! We'll be conducting polls to gather insights into what topics and activities you'd like to see more of within the legal community. 📰 Interesting Articles: We'll keep you updated with thought-provoking articles, news pieces, and insights relevant to diversity, inclusion, and career advancement in the legal sector. Join us on this journey of empowerment and progress. Together, let's create a more diverse, equitable, and inclusive legal profession in Scotland! 💼✨ #LookUpAndBeyond #DiversityInLaw #Empowerment
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🌟 Unlocking the Power of Diversity & Inclusion in Law Firms 🌟 at International Bar Association Annual Conference in Mexico City! As the legal industry evolves, so does the imperative to embrace and implement effective Diversity and Inclusion (D&I) policies. But what does this look like in practice? It was my great pleasure to chair the IBA European Regional Forum session discussing the practical aspects of D&I within two great panels moderated by Alessia Oddone Wales and Antonia Rodriguez Miramon with excellent speakers from across the globe who were very openly sharing their practical experience and thoughtful insights into the topic: Ursula Ben-Hammou, Joyce Karanja, Angie Zandstra, Vincent H. Cohen, Jr., Mariana Gonzalez Vargas and Mariana Herrero-Saldivar. And here a few key elements that can be drawn from today´s session by firms looking to make a meaningful impact: 👉 Establish Clear Objectives: Define what success looks like for your firm. Whether it's increasing representation, fostering an inclusive culture, or addressing biases, clear goals will guide your strategy and measure progress. 👉 Leadership Commitment: True change starts at the top. Ensure that leadership is visibly committed to D&I efforts. Their involvement can set the tone for the entire organisation and drive accountability. 👉 Training and Education: Regular training on unconscious bias, cultural competency, and inclusive practices is essential. Tailor these programs to address specific challenges within your firm and keep them updated. 👉 Inclusive Recruitment Practices: Revamp hiring processes to mitigate bias. This includes diverse hiring panels, structured interviews, and outreach to underrepresented groups. 👉 Mentorship and Sponsorship Programs: Create opportunities for mentorship and sponsorship to support the career growth of diverse talent. These programs can help navigate career paths and foster a more inclusive environment. 👉 Regular Assessment and Feedback: Implement mechanisms to regularly assess the effectiveness of your D&I initiatives. Surveys, focus groups, and feedback sessions can provide valuable insights and help refine your approach. 👉 Celebrate Diversity: Recognise and celebrate the diverse backgrounds and achievements within your firm. This not only highlights the value of diversity but also reinforces a culture of inclusion. The inspirational IBA Diversity & Inclusion Toolkit for law firms can be found at: https://lnkd.in/d7b3tjv8 #IBAMexico2024 #DiversityAndInclusion #LawFirmLeadership #LegalIndustry #Leadership
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Chief Compliance Officer @ medmix Group | Experienced Compliance & Data Privacy Leader | Expert in Strategy, Investigations & Skilled in Risk Management, Leadership & Collaboration | Technology Affinity
Earlier this week I had the pleasure of attending the Diversity & Inclusion Forum Switzerland 2024, where insightful discussions took place across two panels. Key topics included the benefits and challenges of diversity in legal & compliance teams - whether from a cultural or generational perspective - and the differences between generations and cultures that shape our workplaces. One of the most impactful discussions centered on the importance of recognizing and overcoming biases. Being aware of our own biases is the first step to addressing them, and this awareness enables us to foster more inclusive and balanced teams. By challenging these biases, we open the door to more diverse perspectives and innovation. The panels also explored what should weigh more in recruitment: diversity or finding the perfect skill match. Lastly, the panelists discussed practical actions individuals and teams can take to foster greater diversity and inclusion. It was a thought-provoking event, reaffirming the critical role diversity plays in creating stronger, more innovative teams. Thanks to Legal 500 and Schellenberg Wittmer for hosting this insightful event. #diversity #inclusion #bias #compliance
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Thank you Pavla Kopeckova Prikrylova and Alessia Oddone Wales to speak with wonderful panelists on such important topics. Please read Pavla Kopeckova Prikrylova's summary below, great takeaways on how to how to start diversity and inclusion programs within law firms.
🌟 Unlocking the Power of Diversity & Inclusion in Law Firms 🌟 at International Bar Association Annual Conference in Mexico City! As the legal industry evolves, so does the imperative to embrace and implement effective Diversity and Inclusion (D&I) policies. But what does this look like in practice? It was my great pleasure to chair the IBA European Regional Forum session discussing the practical aspects of D&I within two great panels moderated by Alessia Oddone Wales and Antonia Rodriguez Miramon with excellent speakers from across the globe who were very openly sharing their practical experience and thoughtful insights into the topic: Ursula Ben-Hammou, Joyce Karanja, Angie Zandstra, Vincent H. Cohen, Jr., Mariana Gonzalez Vargas and Mariana Herrero-Saldivar. And here a few key elements that can be drawn from today´s session by firms looking to make a meaningful impact: 👉 Establish Clear Objectives: Define what success looks like for your firm. Whether it's increasing representation, fostering an inclusive culture, or addressing biases, clear goals will guide your strategy and measure progress. 👉 Leadership Commitment: True change starts at the top. Ensure that leadership is visibly committed to D&I efforts. Their involvement can set the tone for the entire organisation and drive accountability. 👉 Training and Education: Regular training on unconscious bias, cultural competency, and inclusive practices is essential. Tailor these programs to address specific challenges within your firm and keep them updated. 👉 Inclusive Recruitment Practices: Revamp hiring processes to mitigate bias. This includes diverse hiring panels, structured interviews, and outreach to underrepresented groups. 👉 Mentorship and Sponsorship Programs: Create opportunities for mentorship and sponsorship to support the career growth of diverse talent. These programs can help navigate career paths and foster a more inclusive environment. 👉 Regular Assessment and Feedback: Implement mechanisms to regularly assess the effectiveness of your D&I initiatives. Surveys, focus groups, and feedback sessions can provide valuable insights and help refine your approach. 👉 Celebrate Diversity: Recognise and celebrate the diverse backgrounds and achievements within your firm. This not only highlights the value of diversity but also reinforces a culture of inclusion. The inspirational IBA Diversity & Inclusion Toolkit for law firms can be found at: https://lnkd.in/d7b3tjv8 #IBAMexico2024 #DiversityAndInclusion #LawFirmLeadership #LegalIndustry #Leadership
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Interesting piece providing some insights into the important question of D&I within the legal profession.
Did you know that 51% of all UK barristers are white men and only 18% of practising UK lawyers are from a minority ethnic background? Dive into IDEX Consulting Ltd’s eye-opening report, revealing data-driven insights on the challenges within the legal profession and strategies for fostering diversity and inclusion 🔍 Access the exclusive report via https://bit.ly/3TytNSD #birminghamlawsociety #inclusionmatters #diversityandinclusion #birminghamuk #legalsector
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We believe that #DEI adds immense value not only to our organisations, but also to society at large. It can create a broader, richer environment in which creative thinking, innovation, collaboration and problem-solving flourish. We believe all organisations, including law firms, should adopt practices that promote diversity, equity and inclusion. Our goal is to work with companies to help them achieve this. 🔗 https://www.sagcdi.co.za/ #DiversityEquityandInclusion #DiversityEquityandInclusionMatters #LegalLeadership #CorporateDiversity
Learn more about our initiative here!
sagcdi.co.za
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Overcoming Professional Licensing Barriers with a Past Conviction: A Path to Inclusion and Diversity in the Workforce 🌍💼 The journey towards professional licensing for individuals with past convictions is fraught with challenges, yet it is crucial for fostering a diverse and inclusive workforce. This post delves into the complexities of legal restrictions, societal perceptions, and the steps necessary for systemic change. Let's discuss how organizations can support this journey towards inclusivity. #DiversityInWorkforce #ProfessionalLicensing #SEEDInitiative https://wix.to/ee5ZHMi
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This week, Charles Waples and Manny Janssens in the Legal Practice, hosted a roundtable event for General Counsels, featuring leaders from the financial services sector. The discussion was centred around #diversity, #equity and #inclusion (DE&I) efforts and shared experiences in the sector. We were honoured to be joined by Tiernan Brady, Global Director of Inclusion at Clifford Chance, and Florence Wong , Senior Associate in Clifford Chance's employment practice in London. Tiernan's rich experience, including his leadership in marriage equality campaigns in Australia and Ireland, provided invaluable insights. Florence's expertise in employment practice further enriched our conversation. Key themes that emerged from our discussion were: 1. DE&I as a social campaign: DE&I efforts should be viewed as long-term social campaigns rather than political ones. Just as community changes are built through consensus and broad engagement, sustainable DE&I improvements require firm-wide involvement and support. 2. Two-level approach: We discussed the importance of setting a minimum standard for DE&I that everyone can agree on, while also having aspirational goals. This dual approach ensures that progress is continuous and inclusive. 3. Advocacy over expertise: Being an advocate for DE&I doesn't require expertise. The key is to support and drive DE&I improvements, regardless of one’s initial motivations. 4. Empowerment over silence: The sense that it’s safer to remain silent or inactive on DE&I issues stems from flawed training approaches. True DE&I initiatives should empower the entire workforce and encourage active participation. 5. Engagement with the external world: Isolating an organisation from the external socio-political environment can hinder DE&I progress. Engagement and openness to external influences are crucial. #leadership #financialservices #legal #generalcounsel
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We're very grateful to the team at International Employment Lawyer and in particular Chantelle Cloete for this very detailed and supportive coverage of our recently-published report, setting out our recommendations for optimising #neurodivergent talent retention and promotion in #legalservices organisations. Our co-founders Rachel Boyle and James Smither share various thoughts throughout the article. Rachel reiterates a core message from the LNN, which is #neurodiversityinclusion is "not a ‘niche’ question – and it is also one to which finding the right answers is fundamental to the future of our workforce and talent landscape." As the article notes, "While the sector still has some way to go, the LNN is seeing encouraging signs of neurodiversity being recognised as a core pillar of many firms’ diversity and inclusion initiatives." We try to share examples of this growing focus regularly here, as well as via case studies in the recent publication. We hope our report supports this improvement journey, and are so grateful to everyone who has already told us they've found it insightful or that they've been sharing it with their networks. If you haven't seen it yet, it can be accessed here (to read on-screen or download): https://lnkd.in/eReKk8Ap #NeurodiversityInLaw #Neuroinclusion https://lnkd.in/enTmuuXF
Why law firms need to start their neuro-inclusive journeys
internationalemploymentlawyer.com
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STOP THE TALENT LEAK Diverse Talent Networks (DTN) has partnered with the forward-thinking global legal firm BCLP to produce a report (link in comments) which helps us to understand the barriers faced by people of South Asian heritage trying to progress through the legal industry and how it can be made a more inclusive journey. The report shows that despite some progress, there's much more work to be done to improve the culture of law firms to retain people of all backgrounds. Based on our findings we have made six core recommendations that can help improve retention. Thank you to everyone who took the time to complete our questionnaire and take part in one-to-one interviews. By sharing your lived experience, you will help drive positive change. Thank you to BCLP - you recognised that the sector can always do more to understand the lived experiences of individuals from ethnic minority backgrounds and your support has helped DTN to produce a report with core recommendations that can help all firms continue to improve representation. This will help the industry move forward and retain more people of all ethnicities. I’d also like to thank an amazing team of individuals who helped produce such an important piece of work. Jinal Shah, Sunita Chawla, Lloyd Stephenson, Emmi Mäkiharju, Dan Whitehead, Deborah Lewis, Hector Fresneda, Lucy Hood. #Inclusion #Retention #law
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