We’ve nurtured an inclusive work environment where we hope all of our people feel they can be themselves. A workplace where you have the opportunity to achieve your potential. Where you feel happy and motivated. And where you can play a hand in creating a better, more rewarding firm to be part of.
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. We know the balance of minority ethnic group representation, particularly at senior levels is a key challenge for most large law firms. Which is why we established SUN in 2018, to help us identify and tackle barriers to recruitment and career progression faced by people due to race, colour, or ethnicity. Our Talk About Race film provides an insight in to some of the barriers our own colleagues have faced.
Our FREE Network groups provides all colleagues an opportunity to share experiences whether as a member of a minority ethnic group or an ally and promote a more inclusive working environment within the firm.
We are committed to supporting anyone who is living and working with any form of physical, neuro or mental health condition, or supporting others to do so. 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 aims to create a culture of inclusion, to help remove barriers for employees with disabilities and promote an environment that support health and wellbeing for all, working 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 neuro or mental health conditions. By highlighting the support available, we offer them and their families as much help as possible.
Our Interview Commitment
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.
The legal sector has not traditionally been known for its gender balance. Similar to SUN, our board sponsored initiative, SKY was introduced in 2012 to address this and aims to build a stronger gender balance, particularly among partners and senior leaders.
Supporting SKY, 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. 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, 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 recognise the need to engage men in our work to address gender inequality in the workplace in order to create positive change and therefore ensure the network is open at all.
We’re extremely proud to be the UK’s top ranked professional services firm in the Stonewall Workplace Equality Index 2020 and recognised as a Stonewall Top Global Employer. Our LGBT+ network plays a key role in this, supporting the LGBT+ people throughout the firm and ensuring our policies and working practices are inclusive from the perspective of sexual orientation and gender identity. 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.