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Head of Diversity & Inclusion

Information About This Job

Job Title: Head of Diversity & Inclusion
Contract Type: Permanent
Location: London
Industry:
Contact Name: Pete Faulkner
Contact Email: pfaulkner@lawsonchase.com
Job Published: 4 months ago

Job Description

About The Role

To thrive as a law firm, you need difference. Difference of thought and perspective, difference in perception and approach to challenges. The diversity and inclusion mission aims to help attract and nurture a diverse group of staff and to create an environment and culture that is genuinely inclusive; where every member of staff feels valued for their contribution to the firm. In doing this the firm will ensure they have the best people, that they are happy and confident in developing great relationships and are capable of delivering fantastic results and a unique service to  clients.

The role of Head of D&I is to further ambitions in this area and drive forward the HR Inclusion Imperative Strategy.  The firm have embarked upon this strategy over the next three years in order for the firm to achieve its stated goal of:

  • Enhancing its reputation as a diverse, innovative and modern employer, recognised by peers and market as such.

  • Research undertaken by Deloitte and McKinsey states that 80% of workers say inclusion is an important factor in choosing an employer and 72% of people would leave an organisation for a more inclusive one; hence the statement of inclusion imperative.

The inclusion imperative includes the following, current initiatives:

  • continued focus upon the firm’s values as the framework for internal behaviour which will drive inclusivity;

  • positive action to address the firm’s gender pay gap including this programme and revised recruitment practices (i.e. ensuring all long lists are gender equal or an explanation as to why they are not);

  • awareness raising to achieve greater understanding of the views and needs of minority groups such as women (in senior roles), the LGBTQ community and those with disability;

  • review of parental leave support;

  • succession planning;

  • improved mentoring support; and

  • improving wellbeing in the workplace for all.

 

Key Responsibilities

  • Work with the HRD to drive forward the Inclusion Imperative strategic aim

  • Support, develop and encourage internal affinity groups to maximise understanding and engagement across the business

  • Identify and promote new actions and activities that will further diversity, inclusion and wellbeing across the firm

  • Establish a range of inclusion benchmarks, both internally and externally based to build upon the firm’s strong reputation in the sector for diversity, inclusion and wellbeing, with work being recognised by a number of awards.

  • Develop a wellbeing offering that extends beyond physical wellbeing with a particular focus on mental health.

  • Increase employee engagement in diversity, inclusion and wellbeing using resulting employee feedback to develop actions to improve culture

  • Ensure diversity, inclusion and wellbeing ambitions are transparent to all stakeholders, both internal and external

  • Ensure accountability for diversity, inclusion and wellbeing at a senior level

  • Work with Directorate Heads to build a diverse workforce, able to respond to a diverse client base

  • Cultivate an inclusive working environment that leverages the benefits of diversity and values the contribution of all staff

  • Identify and address barriers to inclusion within company structures

  • Develop and implement the necessary internal policies and processes that meet the needs of staff in this area

  • Foster innovation and creative thinking in the development of diversity, inclusion and wellbeing initiatives within the firm

  • Champion the needs of all minority groups and influence senior stake holders in the benefits of a diverse business

  • Work collaboratively with colleagues across the business in pursuit of inclusion goals

  • Establish clear communication structures and channels to promulgate inclusion messages

  • Drive consistency of the inclusion experience across all offices and departments

 

Skills & Experience

  • Insight into the dynamics of a partnership culture

  • A mature, influential disposition – able to demonstrate significant impact through previous Inclusion or equivalent roles on business performance and business partnering relationships with senior management and the Board

  • Strong analytical skills and strategic vision

  • A collaborative and flexible style with a strong ‘client service’ orientation

  • Able to facilitate change decisively but sensitively, understanding that the partnership model embraces change at a moderate pace and acts democratically

  • Strategic vision and the ability to synthesise the bigger picture from Inclusion data, but with the attention to detail required in a law firm

  • Excellent communication skills both written and oral – able to paint a picture and be persuasive, presenting information and ideas in ways which are meaningful to law firm partners

  • Developed leadership ability, particularly gained in an organisation and/or sector experiencing change

Ref: | Published: 21 Mar 2019