- Enhance the diversity of the firm by continuing actively to support schemes encouraging
applicants from all backgrounds.
- Introduce a partnership mentoring scheme for female associates to increase the number
of female partners.
- Develop policies on women becoming partners and recruiting black and minority ethnic
people.
- Introduce a peer-mentoring scheme for new partners.
- Further develop our alumni network.
- Introduce modifications to improve our disability access by April 2006.
- Provide complete figures on ethnicity and disability.
- Develop targets and policies to improve future performance in these areas.
- Improve access for disabled people and ensure the website is accessible.
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- We have seen an increase in the proportion of black and minority ethnic future trainee
solicitors. Since 2003, we have recruited a ratio of around 50:50 female to male
trainees in London; we hope this, together with the activities of the diversity
working group and associate working groups and our commitment to tackling issues
that may have acted as obstacles, will lead to an increase in the number of female
partners.
- An associate working group is looking at ways to improve our peer mentoring scheme
for new partners and other aspects of our diversity programme, and its recommendations
will be reported in 2008.
- We have also set up a new working group that has responsibility for developing and
implementing our diversity programme.
- We are introducing a new human resources system that will develop our alumni network
further. Inclusion of diversity data is also planned for later stages of the system.
- Our CSR website was awarded Royal National Institute for the Blind See it Right
accreditation – we hope this one will achieve the same.
- We have completed a programme aimed at improving access to our buildings.
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- Continue to enhance the diversity of the firm by supporting schemes encouraging
applicants from all backgrounds.
- Continue to invest in developing future talent through our community investment
programme.
- 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.
- Review and internationalise our diversity training.
- Monitor the perceptions of our people towards our approach to diversity.
- Look at ways of further embedding diversity/inclusivity into the firm.
- Promote initiatives designed to address issues facing particular groups who are
under-represented either across the firm, or at certain levels within it, such as
networks or affinity groups.
- Report in more depth on such issues as flexible working, work/life balance, mentoring,
work allocation and stress management.
- Make more effective use of our memberships of organisations, such as Opportunity
Now.
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- Achieve a target accident rate of under one per 100, or fewer than 24 accidents
onsite in a year.
- Achieve a target RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences
Regulations 1995) rate of 1.5 per thousand or less in 2005.
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- We have not yet met our targets in terms of accident trends.
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- Reduce accidents to under one per 100 people.
- Reduce injuries lasting over three days to 1.5 per 1,000.
- Report on our firm-wide activities.
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