Linklaters has leapt to first place in Stonewall’s Top 100 Employers 2024 list, while last year’s number one Clifford Chance has dropped outside of the top ten for the first time since 2020 and is ranked 14th.
Continue reading “Linklaters claims top spot in Stonewall Top Employers list”
Travers Smith partner and senior LGBTQ+ champion Daniel Gerring discusses with Legal Business the importance for law firms to avoid complacency and how they should continue to persevere with LGBTQ+ inclusion. Continue reading “‘We’ve gone a long way but are by no means complacent’ – embedding LGBTQ+ inclusion in the legal profession”
Hogan Lovells commercial litigator and Legally Lesbians initiative founder Jacqui Rhule-Dagher talks coming out, representation, and the importance of intersectionality. Continue reading “‘When organisations aren’t intersectional, they ask people to leave parts of themselves behind’”
ESG Champion Oscar Davies on being a role model at the Bar and the importance of allies.
Continue reading “‘Non-binary people aren’t going away, no matter how much hate is expressed towards us’”
Pride Month is here again; corporate social media profiles are awash with the colours of LGBTQ+ pride, drag queens are braving office lighting for bingo events, and rainbow flags, lanyards and badges are all over the City.
Since the first Pride parade in London in 1972, three years after the start of the gay rights movement in New York following the Stonewall riots, the concept of Pride has grown from its protest origins to a colourful celebration of queerness, and, to some more cynical eyes, a marketing opportunity. Continue reading “Great minds don’t think alike – why LGBTQ+ allyship is a business must-have”
In celebration of Black History Month, Cleary partner Naomi Tarawali shared her perspectives on her legal career during a recent conversation with Legal Business. Continue reading “Black History Month Q&A: Naomi Tarawali, Cleary Gottlieb”
In celebration of Black History Month, V&E partner Miguel Colebrook shared his perspectives on his legal career during a recent conversation with Legal Business.
Continue reading “Black History Month Q&A: Miguel Colebrook, Vinson & Elkins”
Talking about diversity in law is hard. While there has been widespread progress when it comes to driving up the number of women in law, it is clear there is still much to be achieved with regards to other underrepresented groups. It is a particularly challenging task given both the scarcity of useful data and the related privacy considerations that make it hard to capture.
Put simply, we know there is much more to diversity than the issue of women in law – and that gender is not binary. That said, to ignore the progress women are making in the upper echelons of the legal market (and, in turn, The Legal 500 rankings) would mean we were failing to do justice to those breaking the glass ceiling and the profession more broadly. Continue reading “Success or failure? The push for gender equality is no longer a binary matter”
An institution’s values and commitment to inclusion are only real when tested. It is in challenging times that we decide whether we embrace those values and these are the defining moments that ultimately prove their worth. Amid a global pandemic, political upheavals, the killing of George Floyd and the subsequent movement that has flowed from his death, the profession’s actions will show if our values are either luxury items to be paraded when convenient or the rock on which we build our business.
It is precisely now beset by challenges that we need to put inclusion at the heart of our decisions. Leading law firms have often waxed lyrical about commitments to diversity; now is the moment to step up if we truly believe inclusion is a core value and an economic imperative. Continue reading “Guest comment: Corporate values mean nothing without cost – City law’s moment has come to champion diversity”
Allen & Overy is confronting the must-solve issue of achieving ethnic diversity in City law with a raft of new targets aimed at levelling the playing field by 2025.
The set of targets includes having 15% of partners and 25% of lawyers and support staff identifying as ethnic minority in the next five years. Continue reading “A&O aims to tackle ‘uncomfortable truth’ with 2025 ethnic diversity targets”
