Diversity & Inclusion

Is unconscious bias inhibiting your PEP?

Law firms cannot afford to do diversity initiatives for the sake of it.

Inclusion & diversity enables better problem solving – different perspectives provide clients with more robust solutions.

Explaining the meaning of diversity, creating your own firm’s definition and behaviours, promoting equality and diversity and having an equality and diversity policy need to be in place. After all, diversity and corporate social responsibility (CSR) attract clients

In an increasingly global market, law firm diversity is not only fair, it makes sound business sense and helps your business development.  China & India are driving global economic growth, with many firms looking to expand internationally. Credibility and understanding of these cultures and countries is a prerequisite for success.

Reports by McKinsey and Eversheds have proved that companies and firms with more diverse boards are more profitable.

Did you know…. from December 2012, The Legal Services Board has decided that firms need to publish data about the diversity and social make up of employees on their web site. To meet new compliance, firms also need to be able to prove that disabled employees/clients/managers are not at a disadvantage.

‘Unconscious bias’ – a positive or negative bias about a group, about which an individual is unaware, is normal but can prevent a firm from maximising PEP. We provide:

  • cultural diversity training
  • inclusion programmes
  • unconscious bias training

tailored to your unique requirement.

The EnergiseLegal team comprises inclusion and diversity experts with specialisms including; race and ethnicity, gender, age, disability, sexual orientation (LGBT – lesbian, gay, bisexual, transgender). Click on this link to meet the team:


Read our column for Managing Partner magazine about female legal talent drain: “No more lip service”: