Linklaters

We know that the future of our Firm depends on the relationships that we build, on the talent that we attract, develop and inspire and on the quality of our work. Following a review of our recruitment process in 2013, we analysed statistics from our selection process to identify where certain groups were falling down.

This review highlighted the need for the firm to be more strategic in our approach and make a commitment to take practical steps forward and increase the diversity of our talent pipeline. In order to do this we reshaped our relationships with expert organisations that help us live our values like SEO, Amos Bursary, Pathways and the SMF. We delivered bespoke unconscious bias training to all of our recruitment teams and interview panellists through RARE Recruitment and we increased our efforts with supporting Afro-Caribbean and BAME Student Societies from around the country.

Finally, we established the Diversity Action Team (DAT), a group of legal and business services professionals dedicated to helping us implement our D&I Recruitment Strategy. The resulting statistical increase is a visible sign of our efforts, but we will continue to innovate on our approach and change with the world as it does.