Our people and diversity

Topic	Progress in 2007/2008	Targets & commitments 2009/2010
Management	Appointed new head of diversity, new diversity executive, three partners responsible for diversity in London and one in Germany. Developed a set of diversity principles setting out our commitments in this area. Promoting greater diversity and inclusion is part of our new global people strategy. Our diversity working group continues to meet to develop our strategy.	In 2009 we have begun to appoint diversity directors in other regions; and set up a global diversity group. Look at ways of further embedding diversity/ inclusivity into the firm. Make more effective use of our memberships of organisations such as Employers' Forum on Disability, Opportunity Now, Race for Opportunity, and Stonewall Diversity Champions. Review and internationalise our diversity training.
Diversity in recruitment	Saw a significant increase in the proportion of existing and prospective minority ethnic trainee solicitors – 20 per cent of our current trainees (up from 10 per cent in 2006/07). In 2008 we participated in several initiatives including: Sutton Trust's Pathways to Law (provided five work placements); the City Solicitors' Educational Trust Summer School; and Sponsorship for Educational Opportunities (provided three work placements). This was in addition to our usual support for homeless people and for organisations such as Pure Potential, Legal Chances and the National Autistic Society, and our placement programmes with schools in Hackney. Our Lesbian, Gay, Bisexual, Transgender (LGBT) group was also involved in trainee recruitment activities in the UK in 2008.	Continue to support schemes encouraging applicants from all backgrounds.
Mentoring, employee networks and affinity groups	An associate working group is looking at ways to improve our peer mentoring scheme for new partners and other aspects of our diversity programme. We expect to report on a wider range of activities in our 2008/2009 report.	Continue to review opportunities for other networks or affinity groups to address issues facing particular groups who are under-represented, either across the firm or at certain levels within it. Our alumni network is being launched in 2009.
Work/life balance	We expect to report on a wider range of activities in our 2008/2009 report.	Report in more depth on such issues as flexible working, work/life balance, mentoring, work allocation and stress management.
Reporting	We aim to have more information on demographic profiles of our various offices in our next CSR report. Our 2008 YouGov survey in London was a significant step in helping us to monitor the perceptions of our people, as is our growing network of associate engagement groups.	Our London office received an 'outstanding' rating in the 2009 Best Companies to work for accreditation. The Best Companies accreditation is an acknowledgement of excellence in the workplace. Look at ways of encouraging more people to participate in our monitoring so we can report more accurately on the profile of the people who work here. Improve reporting at various stages in people's careers, eg selection, recruitment, training and development, promotion, appraisal and pay, and departure. Monitor the perceptions of our people towards our approach to diversity.
Health and safety	Our health and safety data still only covers our London offices. We achieved our target of an accident rate of fewer than one per hundred in our London offices.	Continue to maintain an accident rate of fewer than one per 100. Reduce injuries lasting over three days to 1.5 per 1,000. Report firmwide data and activities.