Pinsent Masons have developed a clear and comprehensive ten point plan for their diversity programme and how it contributes to the firm’s key growth strategy – recruiting and developing ‘Great People’. Objectives within this plan include establishing powerful minority role models, reducing barriers to entry for minority applicants and incentivising staff to get involved in diversity work. Externally, the firm seeks to leverage a reputation for thought leadership on diversity in the commercial world, through supporting clients and suppliers to launch their own diversity programmes.
With the support of the wider firm and their employee network, the ten point plan has launched a programme of work that ensures the objectives have an impact on existing and prospective LGB staff. Openly gay senior partners play prominent roles in both the employee network and diversity steering group. Gay graduates at the firm have been profiled on Stonewall’s ‘Gay By Degree’ website. Staff can spend up to 25 hours ‘investment time’ on diversity activity each year, which is recorded and forms part of the performance review process.
The strategy is reviewed annually as part of the firm’s budget setting and planning processes and progress towards the plan is presented to the board by the Diversity Steering Group. The Steering Group also reports on performance on diversity measures to Partners on a regular basis to ensure that the firm’s work on LGB equality is valued by staff at all levels of seniority.