We’ve nurtured an inclusive work environment where you can just be yourself. A workplace where you can achieve the level of success you’re looking for. Where you feel happy and motivated. And where you can play a hand in creating a better, more rewarding firm to be part of, regardless of your gender, sexual orientation, gender identity and expression, marital or civil partner status, race, religion or belief, colour, nationality, ethnic or national origin, disability, age or pregnancy.
That’s why we’re proud to have been recognised by organisations such as Stonewall and the Social Mobility Foundation. And why we want to continue to achieve positive change for both our current colleagues and future generations.
We believe that further developing our diverse workforce will make us an even more successful international law firm by drawing on different perspectives and experiences to address our clients’ issues. That’s why our FREE network is involved in a variety of initiatives to promote law as a career among people from black, Asian and minority ethnic (BAME) backgrounds.
From helping students in inner-city areas with their CVs and college applications, to developing a contextualised recruitment system that measures academic attainment against personal circumstances, we’re encouraging and engaging with a wider range of candidates. By attracting more BAME trainees to the firm, we’re also providing more role models for the next generation.
We’ve many colleagues who haven’t let disability or health problems hold them back. They act as role models for those joining our firm and who are experiencing similar challenges. It’s one of the reasons we were the first law firm to sign up to The Valuable 500, pledging our commitment to putting disability inclusion on our business leadership agenda.
Our Disability and Wellbeing Group works closely with the HR team to ensure our workplace is easily accessible and accommodating for everyone. This includes making temporary adjustments for people with injuries, ill-health and those who are pregnant. As well as supporting people with physical disabilities, we work with colleagues who have less obvious issues, such as mental health problems. By highlighting the support available, we offer them and their families as much help as possible.
Pinsent Masons is committed to recruiting and retaining the best talent, regardless of their disabilities or health conditions. As part of this, we are committed to offering an interview / assessment to disabled people who meet minimum criteria for the job whenever possible. However, there may be occasions where it is not practicable or appropriate to interview / assess all disabled people who meet the minimum criteria for the job. For example, in certain recruitment situations such as high-volume, seasonal and high-peak times, Pinsent Masons reserve the right to limit the overall numbers of interviews and assessments offered to both disabled people and non-disabled people. In these circumstances the firm will select for interview / assessment the candidates who best meet the minimum criteria for the job rather than all of those that meet the minimum criteria, as they would do for non-disabled applicants.
We know balancing the competing pressures of work and family life can be difficult at the best of times. That’s why we introduced agile, flexible working patterns, shared parental leave and a culture that recognises you don’t need to be in the office at all hours to be doing a great job.
Our Family Support Network supports regular reviews of all our policies to help working parents and step-parents; raise awareness of elder care; and support people who care for relatives. We also provide an online portal, where you’ll find a wealth of support, advice and guidance on being a parent while managing your career. All good reasons why we were named as a top ten family friendly employer in 2018 by work-life balance charity Working Families.
Female Futures is a network of women at all levels across the firm, working together to deliver a firm where women can develop successful careers and an enjoyable working life. One of our key internal drivers is ‘Sky’, which aims to build a stronger gender balance, particularly among partners and senior leaders.
As the firm’s largest diversity network, Female Futures run a variety of initiatives and events. From providing support on issues such as flexible working, maternity and parental issues, training on unconscious bias and setting up mentoring relationships, to presentations from female business leaders about their careers, we offer a wealth of help, advice and inspiration.
We’re extremely proud to be the UK’s top ranked employer in the Stonewall Workplace Equality Index 2019. Our LGBT+ network plays a key role in this, supporting the welfare and interests of LGBT+ people throughout the firm. With members in every team and at every level of the firm, it’s a great network of contacts that means you’ll always have someone at hand to offer support and advice, or just answer a question.
What’s more, the Network’s influence extends beyond the firm, supporting clients to develop their own policies, diversity networks and employee champions. We also support initiatives such as Stonewall’s education programmes in the community.