How diversity friendly is your law firm, in truth?

Diversity is more than just a policy – it’s a mindset, says Bushra Ali of Bushra Ali Solicitors, who shares strategies to attract a diverse talent pool in an increasingly demanding market.

When I speak with organisations about diversity within their company, I’m increasingly hearing what to some would be a positive answer. They tell me they have an equality and diversity policy.  When I ask what that means, the explanation I usually receive is that they have a no tolerance policy on discrimination, and their policy is contained within their employee manual.  It is a sad state of affairs when organisations think they tick the diversity box by having an equality and diversity policy or, indeed, by having a mix of men and women within their organisation.  Unless organisations shift their way of thinking they will never see positive change.

Firms not receiving applications from candidates with diverse backgrounds need to ask themselves – why? Do you have a prayer room available? Is your staff able to take lunch at different times so they can go to the mosque for Friday prayers? As well as the traditional Christmas meal, are individuals able to take a day of leave for their religious celebrations? Do you only give alcohol to reward hard work? Do you ensure flexible working for staff with caring responsibilities? What adjustments have you made or are you willing to make for staff that recognise themselves as having a disability? Do you have a wellbeing and diversity officer? How diverse is your interviewing panel? Have you considered bringing on someone external to your firm to join the interviewing panel to ensure it is diverse?

It is absolutely unacceptable to me when organisations complain they do not receive applications from diverse backgrounds, when they have not analysed their own actions, or inactions, and how those are perceived. As a law firm, there is plenty that can be done that will not cost more than a few pennies and a bit of time, but I assure you it is time spent well.

Here are some of the things to keep in mind:

• Have a team meeting and openly encourage conversation on the make up of the team, the application process, interview process and what more can be done to actively promote diversity in your workplace. Be prepared for some home truths!
• Consider undertaking equality and diversity training
• Take on a student from a non-traditional background for work experience
• Meet up with your local university and learn how they are supporting students from diverse backgrounds into employment
• Appoint a wellbeing and diversity officer at your workplace
• Mentor an individual who is not from the top university or who belongs to a particular social class
• Offer a job to someone not because they have a first class degree, but for the passion and enthusiasm they showed for the role
• Review your core values
• Choose to support a charity or not-for-profit
• Increase your active engagement with and exposure to individuals from all backgrounds and walks of life

Let me end with this. An aunty once shouted at me for laughing really loudly and told me girls are to be seen and not heard.  My challenge to you is that diversity is to be seen, and heard.